Common use of Surplus/Lay-Off Procedure Clause in Contracts

Surplus/Lay-Off Procedure. These procedures are qualified with the provision that Employees have the necessary skill, ability and qualifications for the job in question. (a) The Union will be notified of any pending surplus declarations in writing, including name of employee and location, prior to notification of the surplus employee. (b) Notice of surplus shall be in writing and signed by an authorized representative of the Employer, no less than five (5) working days before the surplus is to take place. (c) Displaced Employees will be paid at the rate of pay of their new position. (d) When an Employee has been displaced under this Article, he/she will not be prohibited from applying to future vacancies. (e) In the case of permanent lay-offs, the Employer and the Union will meet to discuss whether on-site experience, familiarization or training will allow a displaced Employee to be considered qualified to perform the required work. Where it appears to the Employer that training will allow the senior Employee to become qualified, and depending upon the individual’s background and the job in question, a training program of short duration may be made available. (f) No full-time Employee in the Bargaining Unit shall be declared surplus, or laid-off by reason of his/her duties being assigned to one or more part-time Employees. (g) Should an Employee be declared surplus and a permanent position becomes available prior to the effective date of the permanent transfer, the surplus Employee(s) from that location will have the first option to return to the location in order of seniority provided the Employee(s) have the skill, ability and qualifications to perform the required work.

Surplus/Lay-Off Procedure. These procedures are qualified with the provision that Employees have the necessary skill, ability and qualifications for the job in question. (a) The Union will be notified of any pending surplus declarations in writing, including name of employee Employee and location, prior to notification of the surplus employeeEmployee. (b) Notice of surplus shall be in writing and signed by an authorized representative of the Employer, no less than five (5) working days before the surplus is to take place. (c) Displaced Employees will be paid at the rate of pay of their new position. (d) When an Employee has been displaced under this Article, he/she they will not be prohibited from applying to future vacancies. (e) In the case of permanent lay-offs, the Employer and the Union will meet to discuss whether on-site experience, familiarization or training will allow a displaced Employee to be considered qualified to perform the required work. Where it appears to the Employer that training will allow the senior Employee to become qualified, and depending upon the individual’s background and the job in question, a training program of short duration may be made available. (f) No full-time Employee in the Bargaining Unit shall be declared surplus, or laid-off by reason of his/her their duties being assigned to one or more part-time Employees. (g) Should an Employee be declared surplus and a permanent position becomes available prior to the effective date of the permanent transfer, the surplus Employee(s) from that location will have the first option to return to the location in order of seniority provided the Employee(s) have the skill, ability and qualifications to perform the required work. (h) At the first Labour Management Meeting in every school year, and no later than September 30th, the employer will provide the union with a list of all Learning Support Services Educational Assistant positions and locations. These Educational Assistants will not be part of the school complement for Educational Assistants in the event of a school surplus or redundancy. (i) In the event of a redundancy, Educational Assistants in the above positions will maintain their rights to post as per Article L15.00 (Job Vacancies). (j) The Employer will endeavor to notify Employees where possible of their surplus/redundancy status prior to the permanent-to-permanent postings to allow Employees the opportunity to post for vacancies in accordance with the posting procedures as outlined in Article L15.00.

Surplus/Lay-Off Procedure. These procedures are qualified with the provision that Employees have the necessary skill, ability and qualifications for the job in question. (a) The Union will be notified of any pending surplus declarations in writing, including name of employee Employee and location, prior to notification of the surplus employeeEmployee. (b) Notice of surplus shall be in writing and signed by an authorized representative of the Employer, no less than five (5) working days before the surplus is to take place. (c) Displaced Employees will be paid at the rate of pay of their new position. (d) When an Employee has been displaced under this Article, he/she will not be prohibited from applying to future vacancies. (e) In the case of permanent lay-offs, the Employer and the Union will meet to discuss whether on-site experience, familiarization or training will allow a displaced Employee to be considered qualified to perform the required work. Where it appears to the Employer that training will allow the senior Employee to become qualified, and depending upon the individual’s background and the job in question, a training program of short duration may be made available. (f) No full-time Employee in the Bargaining Unit shall be declared surplus, or laid-off by reason of his/her duties being assigned to one or more part-time Employees. (g) Should an Employee be declared surplus and a permanent position becomes available prior to the effective date of the permanent transfer, the surplus Employee(s) from that location will have the first option to return to the location in order of seniority provided the Employee(s) have the skill, ability and qualifications to perform the required work.

Surplus/Lay-Off Procedure. These procedures are qualified with the provision that Employees have the necessary skill, ability and qualifications for the job in question. (a) The Union will be notified of any pending surplus declarations in writing, including name of employee Employee and location, prior to notification of the surplus employeeEmployee. (b) Notice of surplus shall be in writing and signed by an authorized representative of the Employer, no less than five (5) working days before the surplus is to take place. (c) Displaced Employees will be paid at the rate of pay of their new position. (d) When an Employee has been displaced under this Article, he/she they will not be prohibited from applying to future vacancies. (e) In the case of permanent lay-offs, the Employer and the Union will meet to discuss whether on-site experience, familiarization or training will allow a displaced Employee to be considered qualified to perform the required work. Where it appears to the Employer that training will allow the senior Employee to become qualified, and depending upon the individual’s background and the job in question, a training program of short duration may be made available. (f) No full-time Employee in the Bargaining Unit shall be declared surplus, or laid-off by reason of his/her their duties being assigned to one or more part-time Employees. (g) Should an Employee be declared surplus and a permanent position becomes available prior to the effective date of the permanent transfer, the surplus Employee(s) from that location will have the first option to return to the location in order of seniority provided the Employee(s) have the skill, ability and qualifications to perform the required work. (h) At the first Labour Management Meeting in every school year, and no later than September 30th, the employer will provide the union with a list of all Learning Support Services Educational Assistant positions and locations. These Educational Assistants will not be part of the school complement for Educational Assistants in the event of a school surplus or redundancy. (i) In the event of a redundancy, Educational Assistants and Student Supervisors in the above positions will maintain their rights to post as per Article L15.00 (Job Vacancies). (j) The Employer will endeavor to notify Educational Assistants where possible of their surplus/redundancy status prior to the permanent-to- permanent postings to allow Employees the opportunity to post for vacancies in accordance with the posting procedures as outlined in Article L15.00.