Step II – Voluntary Separation of a Permanent Employee. If the necessary reductions in staffing in the applicable work unit are not achieved following the implementation of Step I, the Employer will determine and implement a voluntary separation program for all eligible affected permanent Employees in the bargaining unit. To be eligible, the volunteer’s position must be able to be filled by the Employee whose position is being abolished. The Employer will determine eligibility based on classification, qualifications, experience and abilities. Employees must be actively at work to be considered for the Voluntary Separation Program. If there is more than one (1) Employee whose position is being abolished and where the Employer has determined their classification, qualifications, experience and abilities are equal to those of the volunteer, the most senior Employee whose position is being abolished will be able to transfer to the volunteer’s position. The above noted provisions will take effect thirty (30) calendar days from date of ratification. The Parties agree that the primary purpose of a Severance Program is to recognize the contribution of Employees, to allow Employees to leave the system with dignity, to minimize disruption, and to ensure the quality and continuity of services. The Employer may enter into agreement with one or more permanent Employees who volunteer their positions for abolishment. The Severance Program will be open to all eligible affected permanent Employees within the bargaining unit with the following provisions:
(a) subject to operational requirements and where the relevant classification, qualifications, experience and abilities are equal amongst those Employees wishing to take severance and there are more volunteers than there are positions to be eliminated, severance shall be granted in order of seniority.
(b) immediately following the granting of an Employee’s request for voluntary separation, the Employer will provide the Union written notice of the decision.
(c) the length of the notice period shall not exceed eleven (11) weeks.
(d) at any time during the notice period, the Board may direct an Employee not to report for work.
(e) an Employee who voluntarily enters into an agreement with the Institute will be deemed to have resigned and is eligible for the notice and severance provisions of Clause 23.12.
(f) at the end of the notice period, the Employee will receive severance pay in accordance with the provisions of Clause 23.12.
Step II – Voluntary Separation of a Permanent Employee. If the necessary reductions in staffing are not achieved following the implementation of Step I, the Employer will implement a voluntary separation program for all eligible affected permanent Employees in the bargaining unit. The Parties agree that the primary purpose of a Severance Program is to recognize the contribution of Employees, to allow Employees to leave the system with dignity, to minimize disruption, and to ensure the quality and continuity of services. The Employer may enter into agreement with one or more permanent Employees who volunteer their positions for abolishment. The Severance Program will be open to all eligible affected permanent Employees within the bargaining unit with the following provisions:
(a) subject to operational requirements, if there are more Employees wishing to take severance than there are positions to be eliminated, severance shall be granted in order of seniority.
(b) immediately following the granting of an Employee’s request for voluntary separation, the Employer will provide the Union written notice of the decision.
(c) the length of the notice period shall not exceed eleven (11) weeks.
(d) at any time during the notice period, the Board may direct an Employee not to report for work.
(e) an Employee who voluntarily enters into an agreement with the Institute will be deemed to have resigned and is eligible for the notice and severance provisions of Article 21.12.
(f) at the end of the notice period, the Employee will receive severance pay in accordance with the provisions of Article 21.12.
Step II – Voluntary Separation of a Permanent Employee. If the necessary reductions in staffing are not achieved following the implementation of Step I, the Employer will implement a voluntary separation program for all eligible affected permanent Employees in the bargaining unit. The Parties agree that the primary purpose of a Severance Program is to recognize the contribution of Employees, to allow Employees to leave the system with dignity, to minimize disruption, and to ensure the quality and continuity of services. The Employer may enter into agreement with one or more permanent Employees who volunteer their positions for abolishment. The Severance Program will be open to all eligible affected permanent Employees within the bargaining unit with the following provisions:
(a) subject to operational requirements, if there are more Employees wishing to take severance than there are positions to be eliminated, severance shall be granted in order of seniority.
(b) immediately following the granting of an Employee’s request for voluntary separation, the Employer will provide the Union written notice of the decision. AMD (c) the length of the notice period shall not exceed eleven (11) twelve (12) weeks.
