REDUCTION IN WORK FORCE. (a) In the event of a reduction in the work force, regular full-time and regular part-time employees shall be laid off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and have the ability to do the work of the employees laid off. The Employer shall give regular employees written notice of layoff or normal pay for that period in lieu of notice as follows:
i) One (1) weeks’ notice after three (3) consecutive months of employment,
ii) Two (2) weeks’ notice after twelve (12) consecutive months of employment,
iii) Three (3) weeks’ notice after three (3) consecutive years, plus one additional week for each additional year of employment to a maximum of eight (8) weeks.
iv) Employees shall be entitled to Group Termination notice/pay pursuant to Section 64 of the Employment Standards Act.
(b) Laid-off regular employees shall retain their seniority and perquisites accumulated up to the time of layoff, for a period of one (1) year and shall be rehired, if the employee possesses the capability of performing the duties of the vacant job on the basis of the posting procedure. If a laid-off employee is not recalled to work within twelve (12) calendar months of layoff, such employee may be terminated by written notification at the expiration of the twelve (12) calendar month period. Laid-off employees failing to report for work of an ongoing nature within seven (7) days of the date of receipt of notification by registered mail shall be considered to have abandoned their right to employment. Employees required to give two (2) weeks' notice to another Employer shall be deemed to be in compliance with the seven
REDUCTION IN WORK FORCE. The College and the Association recognize that open communication during a potential reduction in force is beneficial and agree to work together throughout the process to minimize the impact of the reduction on the individual employees and on the College. When the College determines that a reduction in the work force within the bargaining unit may be necessary, the President or President’s designee will meet with representatives of the Association before any reduction takes place to discuss alternatives to reduction. If the reduction in work force proceeds after discussion with representatives of the Association, it shall proceed in the following manner:
A. After a preliminary list of positions scheduled for elimination has been prepared, the College and representatives of the Association will meet to discuss ways to minimize the disruption of the reduction and “bumping” process.
B. A regular classified employee whose position is scheduled for elimination shall have the right to displace (“bump”) the least senior (seniority shall mean the total length of continuous contracted employment at LBCC) regular or trial service classified employee within his/her grade, provided that the position’s FTE load is within 10% of the employee’s current FTE, and the “bumping” employee is qualified for the position. In the event the “bumping” employee is not qualified for the position occupied by the least senior employee or there is more than a 10% difference in FTE the “bumping” employee may then displace the next-least senior employee and continue in order until he/she arrives at a position, if at all, that he/she is qualified to perform and is within 10% of his/her current FTE. If a position is not found that meets these requirements in his/her current grade, then the “bumping” rights will continue, beginning with the next grade lower than the employee’s current grade, until a match is found.. Employees who “bump” in the above conditions will be subject to the salary conditions set out in “I” below.
C. Employees with ten (10) or more years of seniority may not be bumped. Employees who have been at step 2 (written reprimand), or 3 (disciplinary suspension) of the progressive discipline process as articulated in Article 15B of this agreement, for not more than twelve (12) months will not be eligible for the “bumping” rights provided by this article. When a position initially funded with strategic budgetary funds is converted by the college to regular continuing status,...
REDUCTION IN WORK FORCE. If it becomes necessary to reduce staff, the bus driver with the least length of service with the district will be declared unassigned unless the needs of the district prove otherwise. Length of district service shall be determined by the actual beginning date of employment. If two or more bus drivers have equal and the least length of service with the district, the assistant superintendent of support services shall determine the unassigned bus driver placement as the district needs. Attrition, leaves of absence and terminations shall be considered prior to any staff reduction. Any bus driver affected by a reduction in force will be notified by the district as soon as it is known. Recall when vacancies exist would be in reverse order of the layoff by each department. The last person laid off will be the first person recalled.
REDUCTION IN WORK FORCE. If the work force is reduced due to technological change and employees whose jobs are being eliminated are not entitled to the rights and benefits conferred by Saskatchewan legislation, they will be entitled to the benefits outlined in 12.1 and 12.
REDUCTION IN WORK FORCE. 13:01 When circumstances require a reduction in the number of employees within a classification, the following procedure shall apply:
(i) An employee with the most seniority of those affected by the reduction in the classification shall displace the most junior employee in another classification within the same Seniority List, provided his seniority so allows and he can continue to perform the work required.
(ii) If the reduction results in the classification changing from Continuous Shift to a non-Continuous Shift, then senior employees being retained in the classification may, in order of seniority, be allowed to exercise any "bump" that the junior employee(s) could have exercised under 13:01 (a) (i) or 13:01 (d), provided the senior employee is capable of continuing to perform the work required.
(b) An employee so displaced shall in turn displace the most junior employee in another classification within the same Seniority List, provided his seniority so allows and he can continue to perform the work required.
(c) Notwithstanding (a) and (b) above, an employee displaced from a day job ("E" shift) through the provisions of this Article, shall have the following options: To displace the most junior employee on any Seniority List on a day job ("E" shift) not requiring training (*) provided his seniority so allows. OR To displace the most junior employee in any classification on any Seniority List (Maintenance skilled classifications excepted), provided his seniority so allows and he can continue to perform the work required.
(d) An employee displaced from a Departmental Seniority List, having previously exhausted all possible options within his own Seniority List as detailed in (a) and (b) of this section, shall be entitled to displace the most junior employee in any classification on any Seniority List (Maintenance skilled classifications excepted), provided his seniority so allows and he can continue to perform the work required. If more than one shift schedule is in effect in the classification, said employee may select his schedule provided his seniority so allows.
(i) An employee displaced from a Departmental Seniority List, having previously exhausted all possible options as detailed in (a), (b), (c), and (d) of this section shall be entitled to displace the most junior employee in any of the Seniority Lists (Maintenance skilled classifications excepted) provided his seniority so allows and he has the physical fitness to perform the work required and ...
REDUCTION IN WORK FORCE. 16.01 In the event of a reduction in the work force, regular employees shall be laid off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid off. A reduction of an employee’s scheduled hours of work per week of more than four (4) weeks shall be considered a layoff.
REDUCTION IN WORK FORCE. Reduction in Force
I. In the event conditions require a reduction in the number of teachers employed by the district, the Board of Education may, at the earliest possible date after the start of the second semester of each school year but not later than March 15, declare that staff reduction shall be made effective with the first date of the next school year.
II. The superintendent or designee shall subsequently notify the teachers that staff reduction may be necessary. This notification shall include information supporting the anticipated needs to reduce staff.
III. A decrease in pupil enrollment, school district reorganization or the financial condition of the district shall be used when determining the need for staff reduction.
IV. Attrition, leaves of absence and terminations shall be considered prior to any staff reduction.
V. When the Board of Education deems it necessary to reduce the number of teachers beyond that level, teachers will be released by the length of district service as provided by the Length of District Service List developed in the Human Resources Office. The teachers with the least length of service in that area shall be reduced.
VI. The teachers eliminated by staff reduction shall be notified between April 1 and April 15 of their status for the coming year. The reasons for this reduction shall be clearly stated. Vacancies created will be filled by voluntary transfers and the unassigned teacher policy if needed.
VII. When positions for which teachers are qualified again become available in the district, teachers shall be recalled in inverse order of release. These re-employment provisions shall not apply to probationary teachers whose contracts are not renewed by the Board of Education.
REDUCTION IN WORK FORCE. 17.01 In the event of a reduction in the work force, regular employees shall be laid off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid off.
17.02 The Employer shall give regular full-time and regular part- time employees the following written notice of layoff or normal pay for that period in lieu of notice:
(a) less than five (5) years' seniority - thirty-one (31) calendar days;
(b) five (5) years' seniority or more - one (1) additional week per year up to a maximum of eight (8) weeks.
REDUCTION IN WORK FORCE. In the event of a reduction in the work force, the Employer shall first canvass employees for voluntary layoff or retirement. If there are no interested employees, regular employees shall be laid off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid off. An employee who is laid off in accordance with this Article will have the option of having their name included on the casual call-in list. Such laid off employee shall notify the Employer in writing of their desire to be placed on the casual call-in list.
REDUCTION IN WORK FORCE. 16:01 When services of one or more employees are no longer required by the Company because of shortage of work, change in technology or other reason not connected with a misdemeanor or lack of performance of the employee concerned, SEAC recognizes the necessity that the Company must retain an effective work force and that those employees who are retained must be capable of and willing to perform the work which is available. On the other hand, the Company recognizes a degree of obligation to those employees who have served it and will endeavor to find suitable employment within the limits of their capability to perform effectively with reasonable training which will include but not necessarily be limited to on-the-job training.
16:02 Where there is insufficient available work to warrant the benefits of 16:01 and where the employee is unwilling to undergo further training, the employee may be considered for termination, however the Company shall not hire contractors, consultants or temporary employees for any work that the employee is qualified to perform and is able and willing to undertake.
16:03 Any employee whose service is no longer required as in 16:01 or 16:02 above shall be terminated. The Company will notify SEAC at least twenty-four hours in advance of a termination due to lack of work affecting any employee within the Bargaining Unit. Employees will be provided lump sum entitlement as outlined below which is inclusive of the statutory pay in lieu of notice. The notice portion shall be paid on the last day worked. The severance portion will be paid, at the option of the employee as either:
(a) Bi-weekly amounts, or
(b) A lump sum payment to be paid on termination or deferred to the next calendar year at the request of the employee. Completed 1 year 4 Completed 2 years 6 Completed 3 years 9 Completed 4 years 12 Completed 5 years 15 Completed 6 years 18 Completed 7 years 21 Completed 8 years 24 Completed 9 years 27 Completed 10 years 30 Completed 11 years 33 Completed 12 years 36 Completed 13 years 39 Completed 14 years 42 Completed 15 years 45 Completed 16 years 48 Completed 17 years 51 Completed 18 years 54 Completed 19 years 57 YEARS OF SERVICE Weeks of Pay YEARS OF SERVICE Weeks of Pay Completed less than 1 year 3 In addition to the table above, all employees shall receive a prorated portion of the weeks of pay increment for completed months in a partially completed year of service. Employees with 20 years' service or greater will receive an addi...
