Common use of Reduction of Positions Clause in Contracts

Reduction of Positions. 33.5.1 If the Board declares a program or department is to be reduced or eliminated, OC shall seek to reduce the number of positions held by employees in a program or department through the following arrangements in cooperation with the Association and the affected employees: a) regular retirements and resignations; b) voluntary transfers to other duties within OC; c) voluntary early retirement or voluntary reduction in workload and commensurate salary; d) voluntary separation; e) voluntary retraining for other available positions within OC for which the employee is reasonably qualified, or for which he or she can reasonably be retrained. 33.5.2 If the arrangements set out in section 33.5.1 will not result in elimination of the number of positions required within a reasonable period of time, OC may proceed with the following steps in sequence as necessary to make the required number of reductions: a) Non-renewal of employees on term appointments. b) Termination of employees on term appointments. c) Redeployment of continuing employees to other available positions for which they are reasonably qualified or for which they can reasonably be retrained within one year. 33.5.3 Where retraining is required, OC shall continue to pay the employee’s salary and benefit costs and reasonable retraining costs not to exceed one year. OC will make all reasonable efforts to find alternative positions for the employees affected. 33.5.4 If continuing employees are unwilling to be redeployed or if there is no possible job for which the employee could qualify with reasonable retraining, OC may lay the employee off, on a least seniority first basis, with the same notice, recall rights and any other rights and privileges provided to employees or laid-off former employees under Article 34 (Financial Exigency).

Reduction of Positions. 33.5.1 28.5.1 If the Board declares a program or department is to be reduced or eliminated, OC shall seek to reduce the number of positions held by employees in a program or department through the following arrangements in cooperation with the Association and the affected employees: a) regular retirements and resignations; b) voluntary transfers to other duties within OC; c) voluntary early retirement or voluntary reduction in workload and commensurate salary; d) voluntary separation; e) voluntary retraining for other available positions within OC for which the employee is reasonably qualified, or for which he or she can reasonably be retrained. 33.5.2 28.5.2 If the arrangements set out in section 33.5.1 28.5.1 will not result in elimination of the number of positions required within a reasonable period of time, OC may proceed with the following steps in sequence as necessary to make the required number of reductions: a) Non-renewal of employees on term appointments. b) Termination of employees on term appointments. c) Redeployment of continuing employees to other available positions for which they are reasonably qualified or for which they can reasonably be retrained within one year. 33.5.3 28.5.3 Where retraining is required, OC shall continue to pay the employee’s salary and benefit costs and reasonable retraining costs not to exceed one year. OC will make all reasonable efforts to find alternative positions for the employees affected. 33.5.4 28.5.4 If continuing employees are unwilling to be redeployed or if there is no possible job for which the employee could qualify with reasonable retraining, OC may lay the employee off, on a least seniority first basis, with the same notice, recall rights and any other rights and privileges provided to employees or laid-off former employees under Article 34 29 (Financial Exigency).

Reduction of Positions. 33.5.1 36.5.1 If the Board declares a program or department is to be reduced or eliminated, OC OUC shall seek to reduce the number of positions held by employees in a program or department through the following arrangements in cooperation with the Association and the affected employees: a) regular retirements and resignations; b) voluntary transfers to other duties within OCOUC; c) voluntary early retirement or voluntary reduction in workload and commensurate salary; d) voluntary separation; e) voluntary retraining for other available positions within OC OUC for which the employee is reasonably qualified, or for which he or she can reasonably be retrained. 33.5.2 36.5.2 If the arrangements set out in section 33.5.1 36.5.1 will not result in elimination of the number of positions required within a reasonable period of time, OC OUC may proceed with the following steps in sequence as necessary to make the required number of reductions: a) Non-renewal of employees on term appointments. b) Non-renewal of employees on part-time specialist appointments. c) Termination of employees on term and part-time specialist appointments. cd) Layoff of employees on probationary appointments. e) Layoff of employees on candidacy appointments. f) Redeployment of continuing employees with tenure to other available positions for which they are reasonably qualified or for which they can reasonably be retrained within one year. 33.5.3 36.5.3 Where retraining is required, OC OUC shall continue to pay the employee’s salary and benefit costs and reasonable retraining costs not to exceed one year. OC OUC will make all reasonable efforts to find alternative positions for the employees affected. 33.5.4 36.5.4 If continuing employees holding tenured appointments are unwilling to be redeployed or if there is no possible job for which the employee could qualify with reasonable retraining, OC OUC may lay the employee off, on a least seniority first basis, with the same notice, recall rights and any other rights and privileges provided to employees or laid-off former employees under Article 34 37 (Financial Exigency).