Seasonal Lay-Off. Once seasonal employees are placed in their seasonal work they cannot bump or be bumped while they remain in that seasonal work. When the seasonal work is completed, non-permanent employees will be subject to lay-off, or reassignment within the Section, according to seniority. If senior employees are given a lay-off notice, they will have the right to bump into a labour pool position within their own Section, which is occupied by a junior employee. Non-permanent employees shall give notice when they will be available for work, before they are laid-off.
Seasonal Lay-Off. Child Development and Charter School
Seasonal Lay-Off. Individuals employed in ten-month positions may be laid off during the Christmas Break, Winter Break and during the Summer Vacation period as determined by the Board.
Seasonal Lay-Off. The article does not apply
Seasonal Lay-Off. A Seasonal Layoff is the layoff of a seasonal full-time or seasonal part-time employee from a seasonal full-time or seasonal part-time position for a period of time which normally correlates with the time periods outlined in the job posting for that position. In the case of a seasonal layoff, the employee shall be placed directly into (seasonal) layoff and the provisions of Clauses 20.2 through 20.2.15 shall not apply. Seasonal full-time and seasonal part-time employees/positions are defined in Clause 12.1 of the Collective Agreement.
Seasonal Lay-Off. Seasonal employees shall receive written notice of lay-off not less than ten (10) working days prior to the proposed effective date of the lay-off. The actual lay-off date may be postponed depending on the availability of work and weather conditions.
Seasonal Lay-Off. Seasonal lay-off shall mean the temporary separation from employment of seasonal employees with anticipated, but not guaranteed, future recall. Seasonal employees shall receive written notice of seasonal lay-off indicating the approximate effective date of the lay-off. The actual effective date of he lay-off may change depending on a number of factors, including the availability of work, weather conditions and the employee’s commitment to alternate employment.
