SENIORITY / LAY OFF Sample Clauses

SENIORITY / LAY OFF. RECALL / SEVERANCE PAY
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SENIORITY / LAY OFF. Section 1. Seniority within job classification shall be the determining factor for lay-offs. Seniority, relative skill, and ability within job classifications will be the determining factors for recalls.
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SENIORITY / LAY OFF. 26.1 Departmental seniority is defined as the uninterrupted length of service of an employee with the Department of Police and Public Safety since their last date of hire. The University shall maintain and post a current seniority list with a copy sent to the FOP.
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SENIORITY / LAY OFF. A. Seniority is defined as the length of time the employee has been continuously employed in the bargaining unit. An employee shall have no seniority during the initial introductory period, but upon successful completion of this introductory period, employment seniority shall be retroactive to the date of hire.
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SENIORITY / LAY OFF. (i) The Employer may move personnel up to ninety (90) working days in order to provide a vacancy for the senior employee who is to be laid off or re-hired. The Union and the Employer will endeavour to achieve consent with such moves beyond thirty (30) working days. Moves beyond ninety (90) days will only be maintained with the consent of employees involved. After ninety (90) working days, the Employer is prepared to train the senior displaced employee where necessary. An employee having five (5) years seniority when not recalled from layoff according to Seniority shall, after thirty (30) working days, be trained to perform the job function of the junior employee.
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SENIORITY / LAY OFF. In the event that it becomes necessary to layoff employees, the principle of seniority shall control within classifications. The least senior employee in the job classification affected by the layoff shall be the first laid off. Senior custodians and general maintenance staff due to be laid off shall have the right to bump custodians having less seniority. In the event of multiple layoffs, the actual assignment of bumping employees shall be determined by negotiations. Until such negotiations are completed, the actual assignment of bumping employees shall be determined on the basis of the criteria outlined in Section 2. of this Article. The Town will give thirty-days (30) notice prior to implementing the layoffs in order to allow for negotiations. An employee who chooses to invoke his or her “bumping rights” must notify the Town Manager in writing within five (5) calendar days of notice of contemplated layoff.
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SENIORITY / LAY OFF. 10.01 (a) Newly hired employees shall be on probation for a period of 455 hours of work from the date of hire for positions regularly scheduled to work 35 hours per week and 520 hours of work from the date of hire for positions regularly scheduled to work an average of 40 hours per week (exclusive of sick time, personal days or leaves of absences) within a continuous period of twelve (12) months. During the probationary period, the employee shall have no seniority rights and shall be considered as being employed on a trial basis. The release of the probationary employee will be at the discretion of the employer subject to the provisions of the Ontario Human Rights Code. If retained after the probationary period, the employee shall be credited with seniority from the date of last hire.
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SENIORITY / LAY OFF. RECALL 27 11.01 (a) Regular Seniority 27
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SENIORITY / LAY OFF 
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Related to SENIORITY / LAY OFF

  • Seniority (a) Seniority is defined as the length of continuous service in the Bargaining Unit since the employee’s last date of hire and shall include service with the Hospital prior to the certification of the Union.

  • Paid Leave (a) An employee who is a volunteer member of the Defence Force Reserves or the Cadet Force is entitled to paid leave of absence for Defence service, subject to the conditions set out hereunder.

  • Leave Pregnancy leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this agreement. Effective on confirmation by the Employment Insurance Commission of the appropriateness of the Hospital'sSupplemental Unemployment Benefit (SUB) plan, and retroactive to date of confirmation by the Employment Insurance Commission, an employee who is on pregnancy leave as provided under this agreement and who is in receipt of Employment Insurance pregnancy benefits pursuant to Section of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five per cent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance pregnancy benefits during her leave and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of weeks for a pregnancy leave. The employee's regularweekly be determined by multiplyingher regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. This provision only applies to employees with at least months of continuous service at the hospital prior to the commencement of the pregnancy leave. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. Note: Effective April the SUB top-up level increases from Transfer of Pregnant employees may requestto be transferred from their current duties if, in the professional opinion of the employee's physician the pregnancy may be at risk. If such a transfer is not feasible, the pregnant employee, if she so requests, will be granted an unpaid leave of absence before commencement of the current contractual maternity leave provisions. Parental Leave Parental leaves will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this agreement. Effective on confirmation by the Employment Insurance Commission of the appropriatenessof the Hospital'sSupplemental Unemployment Benefit (SUB) plan, and retroactive to date of confirmation by the Employment InsuranceCommission, an employeewho is on parental leave as provided under this agreement and who is in receipt of Employment Insuranceparental benefits pursuantto Section of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five per cent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance parental benefits during her leave and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance parental benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of ten weeks for a parental leave. The employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the parental leave times her normal weekly hours. This provision only applies to employees with at least months of continuous service at the hospital prior to the commencement of the parental leave. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. Note: Effective April the SUB top-up level increases from Where an employee has become a natural father or has qualified to adopt a child and has at least months of service at the commencement of approved parental leave, such employee may be entitled to extend the parental leave up to an aggregate of six

  • Size of the Board Each Stockholder agrees to vote, or cause to be voted, all Shares (as defined below) owned by such Stockholder, or over which such Stockholder has voting control, from time to time and at all times, in whatever manner as shall be necessary to ensure that the size of the Board shall be set and remain at five (5) directors. For purposes of this Agreement, the term “Shares” shall mean and include any securities of the Company the holders of which are entitled to vote for members of the Board, including without limitation, all shares of Common Stock and Preferred Stock, by whatever name called, now owned or subsequently acquired by a Stockholder, however acquired, whether through stock splits, stock dividends, reclassifications, recapitalizations, similar events or otherwise.

  • Vacation; Sick Leave During the Employment Term, the Executive shall be entitled to not less than four (4) weeks of vacation during each calendar year and sick leave in accordance with the Company’s policies and practices with respect to its executives.

  • Vacation; Leave A part-time employee shall earn vacation leave credits for each month in which the employee receives pay for at least twice the number of hours in the employee’s normal workweek, at the rate for years of service established in clause 34.02 of this Agreement, prorated and calculated as follows:

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