Common use of Special rule: Refrigeration mechanic Clause in Contracts

Special rule: Refrigeration mechanic. When a layoff occurs, the employer shall notify the employee’s union within 5 working days of the layoff. An employer shall give notice in writing to an em- ployee when he is laid off for 5 or more consecu- tive working days. Based on the employee’s hours worked for the employer and recorded with the Commission, this notice is: 8 working hours when the employee has worked 1 to 4,000 hours 40 working hours when the employee has worked 4,001 to 8,000 hours 80 working hours when the employee has worked 8,001 or more hours For the purpose of the preceding paragraph, the hours worked for an employer include all the hours worked for the employer from the time of hiring, even when the employee has undergone layoffs, provided the duration of such layoffs was less than 120 working days in the case of a journeyman and less than 60 working days in the case of an apprentice. This notice does not apply in the case of an employee who has been dismissed. An employer that does not give notice as specified above, or that gives notice of insufficient duration shall pay the employee compensation equal to his regular salary, for a period equal to the notice period or residual of the notice period to which the employee was entitled. This compensation shall be paid at the time of layoff for his last week of work. Exclusions when calculating notice period: Satur- days, Sundays, statutory holidays and compulsory annual vacations shall not be counted in the ad- xxxxx notice period, unless the employee works these days. Exclusions with respect to advance notice: When an employer informs an employee in writing at the time of hiring that he is employed for work which will be shorter in duration than the length of the notice to which he would be entitled, the notice period shall be equal to the number of planned hours of work.

Special rule: Refrigeration mechanic. When a layoff occurs, the employer shall notify the employee’s union within 5 working days of the layoff. An employer shall give notice in writing to an em- ployee employee when he is laid off for 5 or more consecu- tive consecutive working days. Based on the employee’s hours worked for the employer and recorded with the Commission, this notice is: 8 working hours when the employee has worked 1 to 4,000 hours 40 working hours when the employee has worked 4,001 to 8,000 hours 80 working hours when the employee has worked 8,001 or more hours For the purpose of the preceding paragraph, the hours worked for an employer include all the hours worked for the employer from the time of hiring, even when the employee has undergone layoffs, provided the duration of such layoffs was less than 120 working days in the case of a journeyman and less than 60 working days in the case of an apprentice. This notice does not apply in the case of an employee who has been dismissed. An employer that does not give notice as specified above, or that gives notice of insufficient duration shall pay the employee compensation equal to his regular salary, for a period equal to the notice period or residual of the notice period to which the employee was entitled. This compensation shall be paid at the time of layoff for his last week of work. Exclusions when calculating notice period: Satur- daysSaturdays, Sundays, statutory holidays and compulsory annual vacations shall not be counted in the ad- xxxxx advance notice period, unless the employee works these days. Exclusions with respect to advance notice: When an employer informs an employee in writing at the time of hiring that he is employed for work which will be shorter in duration than the length of the notice to which he would be entitled, the notice period shall be equal to the number of planned hours of work.

Special rule: Refrigeration mechanic. When a layoff occurs, the employer shall notify the employee’s union within 5 working days of the layoff. An employer shall give notice in writing to an em- ployee employee when he is laid off for 5 or more consecu- tive con- secutive working days. Based on the employee’s hours worked for the employer and recorded with the Commission, this notice is: 8 working hours when the employee has worked 1 to 4,000 hours 54 Art. : 14.06 4) 40 working hours when the employee has worked 4,001 to 8,000 hours 80 working hours when the employee has worked 8,001 or more hours For the purpose of the preceding paragraph, the hours worked for an employer include all the hours worked for the employer from the time of hiring, even when the employee has undergone layoffs, provided the duration of such layoffs was less than 120 working days in the case of a journeyman and less than 60 working days in the case of an apprentice. This notice does not apply in the case of an employee who has been dismissed. An employer that does not give notice as specified speci- fied above, or that gives notice of insufficient duration shall pay the employee compensation equal to his regular salary, for a period equal to the notice period or residual of the notice period to which the employee was entitled. This compensation com- pensation shall be paid at the time of layoff for his last week of work. Exclusions when calculating notice period: Satur- daysSaturdays, Sundays, statutory holidays and compulsory annual vacations shall not be counted in the ad- xxxxx advance notice period, unless the employee works these days. Exclusions with respect to advance notice: When an employer informs an employee in writing at the time of hiring that he is employed for work which will be shorter in duration than the length of the notice to which he would be entitled, the notice period shall be equal to the number of planned hours of work.

Special rule: Refrigeration mechanic. When a layoff occurs, the employer shall notify the employee’s union within 5 working days of the layoff. An employer shall give notice in writing to an em- ployee employee when he is laid off for 5 or more consecu- tive consecutive working days. Based on the employee’s hours worked for the employer and recorded with the Commission, this notice is: 8 working hours when the employee has worked 1 to 4,000 hours 40 working hours when the employee has worked 4,001 to 8,000 hours 80 working hours when the employee has worked 8,001 or more hours For the purpose of the preceding paragraph, the hours worked for an employer include all the hours worked for the employer from the time of hiring, even when the employee has undergone layoffs, provided the duration of such layoffs was less than 120 working days in the case of a journeyman and less than 60 working days in the case of an apprentice. This notice does not apply in the case of an employee who has been dismissed. An employer that does not give notice as specified above, or that gives notice of insufficient duration shall pay the employee compensation equal to his regular salary, for a period equal to the notice period or residual of the notice period to which the employee was entitled. This compensation shall be paid at the time of layoff for his last week of work. Exclusions when calculating notice period: Satur- daysSaturdays, Sundays, statutory holidays and compulsory compul- sory annual vacations shall not be counted in the ad- xxxxx advance notice period, unless the employee works these days. Exclusions with respect to advance notice: When an employer informs an employee in writing at the time of hiring that he is employed for work which will be shorter in duration than the length of the notice to which he would be entitled, the notice period shall be equal to the number of planned hours of work.

Special rule: Refrigeration mechanic. When a layoff occurs, the employer shall notify the employee’s union within 5 working days of the layoff. An employer shall give notice in writing to an em- ployee employee when he is laid off for 5 or more consecu- tive consecutive working days. Based on the employee’s hours worked for the employer and recorded with the Commission, this notice is: 8 working hours when the employee has worked 1 to 4,000 hours 40 working hours when the employee has worked 4,001 to 8,000 hours 80 working hours when the employee has worked 8,001 or more hours For the purpose of the preceding paragraph, the hours worked for an employer include all the hours worked for the employer from the time of hiring, even when the employee has undergone layoffs, provided the duration of such layoffs was less than 120 working days in the case of a journeyman and less than 60 working days in the case of an apprentice. This notice does not apply in the case of an employee who has been dismissed. An employer that does not give notice as specified speci- fied above, or that gives notice of insufficient duration shall pay the employee compensation equal to his regular salary, for a period equal to the notice period or residual of the notice period to which the employee was entitled. This compensation com- pensation shall be paid at the time of layoff for his last week of work. Exclusions when calculating notice period: Satur- daysSaturdays, Sundays, statutory holidays and compulsory annual vacations shall not be counted in the ad- xxxxx advance notice period, unless the employee works these days. Exclusions with respect to advance notice: When an employer informs an employee in writing at the time of hiring that he is employed for work which will be shorter in duration than the length of the notice to which he would be entitled, the notice period shall be equal to the number of planned hours of work.