Common use of Redeployment Clause in Contracts

Redeployment. (a) If an employee's position is eliminated for any reason such as program changes, reorganization, or completion of job, the Company will endeavour, subject to its other commitments and responsibilities and provided the individual is capable of performing the required work by virtue of training, education, experience, knowledge, skills, and abilities, to place the employee: (i) In a vacant position of equal responsibility and scope for advancement; or (ii) If there is no such position available, in a vacant position of lesser responsibility or scope for advancement. The Company will involve affected employees in the redeployment process and will take into consideration employee preferences. SPEA will be provided notice of all redeployments in accordance with Article 7, Notifications. SPEA will be provided advance notice and will be kept informed as to the status of a redeployment process involving significant numbers of employees. For clarity, a “significant redeployment” would involve ten (10) employees as part of the same group redeployment initiative. (b) The employer may, at its discretion, offer temporary secondment opportunities to employees during a redeployment. These secondment opportunities may exist within Candu or to other parent Company subsidiaries. These secondments will not affect employees’ seniority status in a layoff situation. In other words, seconded employees remain part of the layoff determination process and a secondment will not shield an employee from layoff, unless they are “protected”. Redeployment involving a change of domicile will be governed by Article 11.04 (c) If the employee is not capable of immediately performing the required work the Company will, wherever practicable, provide the necessary familiarization to allow the employee to become capable of performing the work. (d) Where a potentially redundant employee cannot be redeployed to a vacant position, a lay-off will occur on the basis of seniority in accordance with Articles 22.02 and 22.03.

Redeployment. (a) If an employee's position is eliminated for any reason such as program changes, reorganization, or completion of job, the Company will endeavour, subject to its other commitments and responsibilities and provided the individual is capable of performing the required work by virtue of training, education, experience, knowledge, skills, and abilities, to place the employee: (i) In a vacant position of equal responsibility and scope for advancement; or (ii) If there is no such position available, in a vacant position of lesser responsibility or scope for advancement. The Company will involve affected employees in the redeployment process and will take into consideration employee preferences. SPEA will be provided notice of all redeployments in accordance with Article 7, Notifications. SPEA will be provided advance notice and will be kept informed as to the status of a redeployment process involving significant numbers of employees. For clarity, a “significant redeployment” would involve ten (10) employees as part of the same group redeployment initiative. (b) The employer Company may, at its discretion, offer temporary secondment opportunities to employees during a redeployment. These secondment opportunities may exist within Candu or to other parent Company subsidiaries. These secondments will not affect employees’ seniority status in a layoff situation. In other words, seconded employees remain part of the layoff determination process and a secondment will not shield an employee from layoff, unless they are “protected”. Redeployment involving a change of domicile will be governed by Article 11.04. (c) If the employee is not capable of immediately performing the required work the Company will, wherever practicable, provide the necessary familiarization to allow the employee to become capable of performing the work. (d) Where a potentially redundant employee cannot be redeployed to a vacant position, a lay-off will occur on the basis of seniority in accordance with Articles 22.02 and 22.03.

Redeployment. (a) If an employee's position is eliminated for any reason such as program changes, reorganization, or completion of job, the Company will endeavour, subject to its other commitments and responsibilities and provided the individual is capable of performing the required work by virtue of training, education, experience, knowledge, skills, and abilities, to place the employee: (i) In a vacant position of equal responsibility and scope for advancement; or (ii) If there is no such position available, in a vacant position of lesser responsibility or scope for advancement. The Company will involve affected employees in the redeployment process and will take into consideration employee preferences. SPEA will be provided notice of all redeployments in accordance with Article 7, Notifications. SPEA will be provided advance notice and will be kept informed as to the status of a redeployment process involving significant numbers of employees. For clarity, a “significant redeployment” would involve ten (10) employees as part of the same group redeployment initiative. (b) The employer may, at its discretion, offer temporary secondment opportunities to employees during a redeployment. These secondment opportunities may exist within Candu or to other parent Company subsidiaries. These secondments will not affect employees’ seniority status in a layoff situation. In other words, seconded employees remain part of the layoff determination process and a secondment will not shield an employee from layoff, unless they are “protected”. Redeployment involving a change of domicile will be governed by Article 11.04 (c) Redeployment involving a change of domicile will be governed by Article 11.04. (d) If the employee is not capable of immediately performing the required work the Company will, wherever practicable, provide the necessary familiarization to allow the employee to become capable of performing the work. (de) Where a potentially redundant employee cannot be redeployed to a vacant position, a lay-off will occur on the basis of seniority in accordance with Articles 22.02 and 22.03.

Redeployment. (a) If an employee's position is eliminated for any reason such as program changes, reorganization, or completion of job, the Company will endeavour, subject to its other commitments and responsibilities and provided the individual is capable of performing the required work by virtue of training, education, experience, knowledge, skills, and abilities, to place the employee: (i) In in a vacant position of equal responsibility and scope for advancement; or (ii) If if there is no such position available, in a vacant position of lesser responsibility or scope for advancement. The Company will involve affected employees in the redeployment process and will take into consideration employee preferences. SPEA will be provided notice of all redeployments in accordance with Article 7, Notifications. SPEA will be provided advance notice and will be kept informed as to the status of a redeployment process involving significant numbers of employees. For clarity, a “significant redeployment” would involve ten (10) employees as part of the same group redeployment initiative. (b) The employer may, at its discretion, offer temporary secondment opportunities to employees during a redeployment. These secondment opportunities may exist within Candu or to other parent Company subsidiaries. These secondments will not affect employees’ seniority status If there is no such vacant position in a layoff situation. In other words, seconded employees remain part work units of the layoff determination process and a secondment Company represented by the Society, the Company will not shield an employee from layoff, unless they are “protected”. identify to redundant employees vacant positions in other parts of AECL. (c) Redeployment involving a change of domicile will be governed by Article 11.04. (cd) If the employee is not capable of immediately performing the required work the Company will, will wherever practicable, practicable provide the necessary familiarization to allow the employee to become capable of performing the work. (de) The Company agrees that some redundant employees may have sufficient seniority, in addition to the capacity for retraining, to qualify for retraining to perform the functions of existing vacant positions within the bargaining unit required by the Company. Such employees, who would otherwise not qualify for redeployment, will be provided up to six (6) months of on-the-job and/or formal training to acquire a new skill or skills. Employees identified for such training, up to a maximum of twenty percent (20%) of those laid off, will be selected on the basis of seniority, past performance, capacity for re- training, and compatibility of existing and new skills. During retraining, employees must continue to demonstrate continuing development of the new skills. Employees who do not successfully acquire new skills under this program will not be eligible for further retraining. (f) Where a potentially redundant employee cannot be redeployed to a vacant position, a lay-off will occur on the basis of seniority in accordance with Articles 22.02 and 22.03.

Redeployment. (a) If an employee's position is eliminated for any reason such as program changes, reorganization, or completion of job, the Company will endeavour, subject to its other commitments and responsibilities and provided the individual is capable of performing the required work by virtue of training, education, experience, knowledge, skills, and abilities, to place the employee: (i) In a vacant position of equal responsibility and scope for advancement; or (ii) If there is no such position available, in a vacant position of lesser responsibility or scope for advancement. The Company will involve affected employees in the redeployment process and will take into consideration employee preferences. SPEA will be provided notice of all redeployments in accordance with Article 7, Notifications. SPEA will be provided advance notice and will be kept informed as to the status of a redeployment process involving significant numbers of employees. For clarity, a “significant redeployment” would involve ten (10) employees as part of the same group redeployment initiative. (b) The employer Company may, at its discretion, offer temporary secondment opportunities to employees during a redeployment. These secondment opportunities may exist within Candu or to other parent Company subsidiaries. These secondments will not affect employees’ seniority status in a layoff situation. In other words, seconded employees remain part of the layoff determination process and a secondment will not shield an employee from layoff, unless they are “protected”. Redeployment involving a change of domicile will be governed by Article 11.04 (c) 11.04 employee and will be chosen based on the needs of the business and the employee’s skills and experience. If the an employee is chooses not capable of immediately performing the required work the Company willto be trained, wherever practicable, provide the necessary familiarization they will be subject to allow the employee to become capable of performing the work. (d) Where a potentially redundant employee cannot be redeployed to a vacant position, a lay-off. The Joint Lay-off Committee will occur on the basis of seniority in accordance with Articles 22.02 and 22.03review all such cases.

Redeployment. (a) If an employee's position is eliminated for any reason such as program changes, reorganization, or completion of job, the Company will endeavour, subject to its other commitments and responsibilities and provided the individual is capable of performing the required work by virtue of training, education, experience, knowledge, skills, and abilities, to place the employee: (i) In a vacant position of equal responsibility and scope for advancement; or (ii) If there is no such position available, in a vacant position of lesser responsibility or scope for advancement. The Company will involve affected employees in the redeployment process and will take into consideration employee preferences. SPEA will be provided notice of all redeployments in accordance with Article 7, Notifications. SPEA will be provided advance notice and will be kept informed as to the status of a redeployment process involving significant numbers of employees. For clarity, a “significant redeployment” would involve ten (10) employees as part of the same group redeployment initiative. (b) The employer may, at its discretion, offer temporary secondment opportunities to employees during a redeployment. These secondment opportunities may exist within Candu or to other parent Company subsidiaries. These secondments will not affect employees’ seniority status in a layoff situation. In other words, seconded employees remain part of the layoff determination process and a secondment will not shield an employee from layoff, unless they are “protected”. Redeployment involving a change of domicile will be governed by Article 11.04 11.04 The Parties recognize that employees are deemed proficient in one (cthe primary skill) If the employee is not capable of immediately performing the required work the Company will, wherever practicable, provide the necessary familiarization to allow the employee to become capable of performing the work. and possibly more (dsecondary skill) Where a potentially redundant employee cannot be redeployed to a vacant position, a lay-off will occur on the basis of seniority skill categories in accordance with Articles 22.02 and 22.03the Skills Inventory System. An employee displaced in their primary skill category will displace an employee in their secondary skill category provided they have the requisite secondary skill seniority as per the Skills Inventory System.

Redeployment. (a) If an employee's position is eliminated for any reason such as program changes, reorganization, or completion of job, the Company will endeavour, subject to its other commitments and responsibilities and provided the individual is capable of performing the required work by virtue of training, education, experience, knowledge, skills, and abilities, to place the employee: (i) In a vacant position of equal responsibility and scope for advancement; or (ii) If there is no such position available, in a vacant position of lesser responsibility or scope for advancement. The Company will involve affected employees in the redeployment process and will take into consideration employee preferences. SPEA will be provided notice of all redeployments in accordance with Article 7, Notifications. SPEA will be provided advance notice and will be kept informed as to the status of a redeployment process involving significant numbers of employees. For clarity, a “significant redeployment” would involve ten (10) employees as part of the same group redeployment initiative. (b) The employer may, at its discretion, offer temporary secondment opportunities to employees during a redeployment. These secondment opportunities may exist within Candu or to other parent Company subsidiaries. These secondments will not affect employees’ seniority status If there is no such vacant position in a layoff situation. In other words, seconded employees remain part work units of the layoff determination process and a secondment Company represented by SPEA, the Company will not shield an employee from layoff, unless they are “protected”. identify to redundant employees vacant positions in other parts of the Company. (c) Redeployment involving a change of domicile will be governed by Article 11.04. (cd) If the employee is not capable of immediately performing the required work the Company will, wherever practicable, provide the necessary familiarization to allow the employee to become capable of performing the work. (de) Where a potentially redundant employee cannot be redeployed to a vacant position, a lay-off will occur on the basis of seniority in accordance with Articles 22.02 and 22.03.

Redeployment. (a) If an employee's position is eliminated for any reason such as program changes, reorganization, or completion of job, the Company will endeavour, subject to its other commitments and responsibilities and provided the individual is capable of performing the required work by virtue of training, education, experience, knowledge, skills, and abilities, to place the employee: (i) In in a vacant position of equal responsibility and scope for advancement; or (ii) If if there is no such position available, in a vacant position of lesser responsibility or scope for advancement. The Company will involve affected employees in the redeployment process and will take into consideration employee preferences. SPEA will be provided notice of all redeployments in accordance with Article 7, Notifications. SPEA will be provided advance notice and will be kept informed as to the status of a redeployment process involving significant numbers of employees. For clarity, a “significant redeployment” would involve ten (10) employees as part of the same group redeployment initiative. (b) The employer may, at its discretion, offer temporary secondment opportunities to employees during a redeployment. These secondment opportunities may exist within Candu or to other parent Company subsidiaries. These secondments will not affect employees’ seniority status If there is no such vacant position in a layoff situation. In other words, seconded employees remain part work units of the layoff determination process and a secondment Company represented by the Society, the Company will not shield an employee from layoff, unless they are “protected”. identify to redundant employees vacant positions in other parts of AECL. (c) Redeployment involving a change of domicile will be governed by Article 11.04. (cd) If the employee is not capable of immediately performing the required work the Company will, will wherever practicable, practicable provide the necessary familiarization to allow the employee to become capable of performing the work. (de) The Company agrees that some redundant employees may have sufficient seniority, in addition to the capacity for retraining, to qualify for retraining in other skill areas required by the Company. Such employees, who would otherwise not qualify for redeployment, will be provided up to six (6) months of on-the-job and/or formal training to acquire a new skill or skills. Employees identified for such training, up to a maximum of twenty percent (20%) of those laid off, will be selected on the basis of seniority, past performance, capacity for re- training, and compatibility of existing and new skills. During retraining, employees must continue to demonstrate continuing development of the new skills. Employees who do not successfully acquire new skills under this program will not be eligible for further retraining. (f) Where a potentially redundant employee cannot be redeployed to a vacant position, a lay-off will occur on the basis of seniority in accordance with Articles 22.02 and 22.03.