Social plan Sample Clauses

Social planIn addition to the social policy framework, in the following situations the employer shall adopt a social plan after agreement has been reached on it with the majority of the unions: a in the event of outsourcing of activities, mergers and privatisations and if part of the UMC is relocated; b in the event of internal organisational changes which, without further measures, would lead to compulsory redundancy for more than ten employees; c if the employer wishes to adopt a social plan for a specific change in the organisation.
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Social planThe banks are required to discuss the results of such measures with the em- ployees and the social partners. Substantial in-house negotiations on the social plan must be conducted with the employee representation body. In cases where no such body exists, the so- cial partners must be consulted. The same applies if the employees themselves wish to involve the social partner with immediate effect. Every effort should be made to conclude a social plan. In the event of major operational changes which will result in the loss of jobs, in particular in the case of mergers, management undertakes to enter into talks with the social partners with a view to preserving jobs on a transitional basis and minimising social and economic hardship.
Social plan a. If the consequences for the employees referred to in 6.8.2 and 6.8.3 are expected, the employer will draw up a social plan in consultation with the trade unions and the employers’ association showing which employee interests should be taken into particular account and what provisions can be made for them. b. In connection with the social plan, if the trade unions so request, the employer will seek the opinion of semi-governmental unemployment agency UWV WERKbedrijf regarding the opportunities for placing the employees involved. If it is anticipated that the number of redundancies will be such that this will have an impact on the local labour market, the employer will discuss with the trade unions and the employers’ association whether the advice of the Regional Labour Market Council should be sought.
Social plan. The totality of the measures aimed at guiding dismissals on business grounds into the proper channels as regards the social aspects, which include provisions to prevent, reduce or remove detrimental effects for you and your colleagues, will be laid down in a social plan. This social plan may apply to the consequences of a specific resolution, or all the proposed resolutions within a certain period.
Social plan a. If the consequences for the employees referred to in 6.8.2 and 6.8.3 are expected, the employer will draw up a social plan in consultation with the trade unions and the employers’ association showing which employee interests should be taken into particular account and what provisions can be made for them. b. In connection with the social plan, if the trade unions so request, the employer will seek the opinion of semi- governmental unemployment agency UWV WERKbedrijf regarding the opportunities for placing the employees involved. If it is anticipated that the number of
Social plan. Measures for guiding the reorganisation into the proper channels as regards the social aspects, which include provisions to prevent, reduce or remove any detrimental effects for you and your colleagues, will be laid down in a Social Plan. This Social Plan can apply to the consequences of a specific resolution, or all the proposed resolutions within a certain period.
Social plan. If there is a likelihood of dismissals for reasons not pertaining personally to the employees within the meaning of Art. 335d CO et seqq, the terms of the Social Plan (Annex 10) shall apply.
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Social plan. The DSP Social Plan is adopted unchanged and will be extended until 1 April 2020.
Social plan. All social plans have been or are being achieved by the Entities Carrying Out the T&D Activities in compliance with all legal requirements and have been or are the subject matter, in compliance with relevant labour laws and regulations, as the case may be, of a prior information and/or consultation procedure with the employees representative bodies and have neither been challenged by such employees representative bodies nor by any of the concerned employee, nor any challenge or any litigation whatsoever connected thereto is or has been threatened and, so far the Seller is aware,
Social plan. 12.1 A department must, in accordance with this clause and Annexure E, implement a social plan for all employees affected by the transformation and restructuring process. This clause applies to all employees to whom severance packages referred to in Annexure C or D are granted (herein referred to as “affected employees”). 12.2 A department must through the social plan- (a) equip affected employees with life and portable skills; and (b) facilitate the assessment of potential and development of a career plan in order to help affected employees to identify their options and assist them in the choices they have to make between further skills training, small, micro and medium enterprise training and/or finding new employment. 12.3 The social plan must require the department to- (a) ensure certification of prior learning to facilitate new employment through awarding of formal qualifications where appropriate; (b) provide, among others, training on financial management, job seeking and entrepreneurial skills to facilitate the channelling of affected employees into new employment. Such training is targeted and short term in nature and will be funded by the department; (c) provide time-off for employees to undergo training whilst they are in the employ of the public service; (d) provide group and individual counselling to assist affected employees in dealing with the emotional impact and adjusting to new conditions; (e) facilitate links with local business service centres or other appropriate support institutions; and (f) advise affected employees on the available placement service agencies to facilitate new employment opportunities.
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