Common use of Surplus Staff Procedure – Sequence of Events Clause in Contracts

Surplus Staff Procedure – Sequence of Events. 1. The Company will give initial notice of termination/layoff in accordance with Article 11.5. 2. All vacancies, job challenges, OGLs and any other relevant proceedings before the Skills Broadening Implementation Committee will be frozen until the end of this process. 3. Employees will be required to make irrevocable elections within 7 (seven) days from the date of last posting of the initial notice of termination/layoff in accordance with Article 11.5. The Company will confirm to the Union the date of last posting. 4. Employee displacement rights will be determined and those employees who will be accepted for voluntary termination, placed, displaced, laid off and/or terminated shall be identified. All displacements and the names of employees to be laid off, terminated will be identified “on paper” at the outset prior to implementation of any changes resulting from the announced reduction of complement. 5. In situations where the operation of the displacement rights would result in multiple chain displacements to the point of causing an inappropriate level of dislocation for the employer, the employer may refer the issue of amending the displacement operation of Article 11 for the particular run in question to Xxxxxx Xxxxxxxxx for expedited arbitration. 6. The names of the employees who will be accepted for voluntary termination, placed, displaced, laid off and terminated shall be announced. 7. The "freeze" on filling vacancies ends at the time of the announcement. During the period after the announcement and prior to the date of termination set out in the initial notice of termination/layoff, the Company, pursuant to Article 10, will post vacancies which remain unfilled after the displacement process and new vacancies as they arise. If vacancies remain unfilled after the Article 10 process, during the period prior to the layoff, fair and objective consideration for such vacancies will be given to applications from employees to be laid off. 8. The implementation of voluntary terminations, placements, displacements, layoffs and terminations pursuant to the Article 11 process will commence on the date of termination/layoff identified in the initial notices unless extended by the Company in accordance with the Employment Standards Act and regulations and subject to any “reversals” which may have occurred as a result of employee terminations.

Surplus Staff Procedure – Sequence of Events. Prior to/in place of the implementation of the surplus staff procedure outlined below the Company will offer Cash Out to employees in a location in an over-complement classification (or equal classification) to eliminate the over-complement situation. Employees who elect to accept the Cash Out offer shall be eligible to receive the provisions of Article 11. 8.1. Layoffs/Termination(s) of regular employees, as a result of the operation of Article 11.1 will be implemented a maximum of once each calendar year. 1. The Company will notify the PWU and the Manager of Compensation and Benefits of the intention to run Article 11 approximately two (2) weeks in advance. Job challenges and Management job reviews will be frozen from the date of this notification until the announcement date of the results of Article 11. 2. All regular employees will have a completed Option/Election Form retained on their personnel file (901). Approximately one (1) week prior to notice date, all regular full-time and regular part-time employees shall be provided with a personal information package. 3. The Company will give initial notice of termination/layoff in accordance with Article 11.5. 4. The Company will confirm to employees all information received on revised Option/Election Forms. 5. Requests to correct employee base data (in Item 2. All vacancies, job challenges, OGLs above) are received by the PWU from the employee and any other relevant proceedings before forwarded to the Skills Broadening Implementation Committee will be frozen until the end of this processCompany. 36. Employees will be required to make irrevocable elections within 7 (seven) days from the date of last posting of the who received initial notice of termination/layoff and employees who are in accordance with Article 11.5. The Company will confirm an equal classification at the location shall receive priority consideration to the Union the date of last postingposted vacancies which represent a lateral or demotion, commencing eight (8) days after initial notice has been provided. 47. After all data is collected and the Company is in a position to apply Article 11, there will be a "freeze" period during which vacancies will be held open. This period shall be for a minimum of three (3) weeks before employee displacement rights are determined and announced by the Company. These vacancies may be filled on a temporary basis during this freeze period pending the determination and announcement of the results of the application of Article 11. 8. Employee displacement rights will be determined and those employees who will be accepted for voluntary termination, placed, displaced, laid off and/or terminated shall be identified. All displacements and the names of employees to be laid off, off or terminated will be identified “on paper” at the outset prior to implementation of any changes resulting from the announced reduction of complement. 5. In situations where the operation of the displacement rights would result in multiple chain displacements to the point of causing an inappropriate level of dislocation for the employer, the employer may refer the issue of amending the displacement operation of Article 11 for the particular run in question to Xxxxxx Xxxxxxxxx for expedited arbitration. 69. The names of the employees who will be accepted for voluntary termination, placed, displaced, laid off and terminated shall be announced. 710. After the Company announces the results of the application of Article 11, employees displacing into another location will be identified and worksite/centre preference will be determined by seniority on a senior choice/junior force basis. 11. The "freeze" on filling vacancies ends at the time of the announcement. During the period after the announcement and prior to the date of termination set out in the initial notice of termination/layoff, the Company, pursuant to Article 10, will post vacancies which remain unfilled after the displacement process and new vacancies as they arise. Employees faced with layoff shall be given priority consideration to such vacancies which represent a lateral or demotion over other applicants. If vacancies remain unfilled after the Article 10 process, during the period prior to the layoff, layoff fair and objective consideration for such vacancies will be given to applications from employees to be laid off. 812. The implementation of voluntary terminations, placements, displacements, layoffs and terminations pursuant to the Article 11 process will commence on the date of termination/layoff identified in the initial notices unless extended by the Company in accordance with the Employment Standards Act and regulations and subject to any “reversals” which may have occurred as a result of employee terminations.

Surplus Staff Procedure – Sequence of Events. Prior to/in place of the implementation of the surplus staff procedure outlined below the Company will offer Cash Out to employees in a location in an over complement classification (or equal classification) to eliminate the over complement situation. Employees who elect to accept the Cash Out offer shall be eligible to receive the provisions of Article 11. 8.1. In the event that the number of employees to be issued initial notice of termination/layoff is 40 or less, the process outlined below shall be modified such that only those employees impacted as a result of the layoff or displacement process shall participate. The company will provide the PWU a listing of those employees who will receive initial notice of layoff/ termination and those employees potentially impacted by the displacement process two weeks in advance. Layoffs/Termination(s) of regular employees, as a result of the operation of Article 11.1 will be implemented a maximum of once each calendar year. 1. The Company will notify the PWU and the Job Evaluation Department of the intention to run Article 11 approximately two weeks in advance. Job challenges and Management job reviews will be frozen from the date of this notification until the announcement date of the results of Article 11. 2. All regular employees will have a completed option election form retained on their personnel file (901). Approximately one week prior to notice date, all regular full-time and regular part-time employees shall be provided with a personal information package. 3. The Company will give initial notice of termination/layoff in accordance with Article 11.5. 24. All vacancies, job challenges, OGLs and any other relevant proceedings before the Skills Broadening Implementation Committee The Company will be frozen until the end of this processconfirm to employees all information received on revised Option Election Forms. 35. Requests to correct employee base data (in item #2 above) are received by the PWU from the employee and forwarded to the Company. 6. Employees will be required to make irrevocable elections within 7 (seven) days from the date of last posting of the who received initial notice of termination/layoff and employees who are in accordance with Article 11.5. The Company will confirm an equal classification at the location shall receive priority consideration to the Union the date of last postingposted vacancies which represent a lateral or demotion, commencing 8 (eight) days after initial notice has been provided. 47. After all data is collected and the Company is in a position to apply Article 11, there will be a “freeze” period during which vacancies will be held open. This period shall be for a minimum of three weeks before employee displacement rights are determined and announced by the Company. These vacancies may be filled on a temporary basis during this freeze period pending the determination and announcement of the results of the application of Article 11. 8. Employee displacement rights will be determined and those employees who will be accepted for voluntary termination, placed, displaced, laid off and/or terminated shall be identified. All displacements and the names of employees to be laid off, off or terminated will be identified “on paper” at the outset prior to implementation of any changes resulting from the announced reduction of complement. 5. In situations where the operation of the displacement rights would result in multiple chain displacements to the point of causing an inappropriate level of dislocation for the employer, the employer may refer the issue of amending the displacement operation of Article 11 for the particular run in question to Xxxxxx Xxxxxxxxx for expedited arbitration. 69. The names of the employees who will be accepted for voluntary termination, placed, displaced, laid off and terminated shall be announced. 710. After the Company announces the results of the application of Article 11, employees displacing into another location will be identified and worksite/centre preference will be determined by seniority on a senior choice/junior force basis. 11. The "“freeze" ” on filling vacancies ends at the time of the announcement. During the period after the announcement and prior to the date of termination set out in the initial notice of termination/layoff, the Company, pursuant to Article 10, will post vacancies which remain unfilled after the displacement process and new vacancies as they arise. Employees faced with layoff shall be given priority consideration to such vacancies which represent a lateral or demotion over other applicants. If vacancies remain unfilled after the Article 10 process, during the period prior to the layoff, layoff fair and objective consideration for such vacancies will be given to applications from employees to be laid off. 812. The implementation of voluntary terminations, placements, displacements, layoffs and terminations pursuant to the Article 11 process will commence on the date of termination/layoff identified in the initial notices unless extended by the Company in accordance with the Employment Standards Act and regulations and subject to any “reversals” which may have occurred as a result of employee terminations.

Surplus Staff Procedure – Sequence of Events. Prior to/in place of the implementation of the surplus staff procedure outlined below the Company will offer Cash Out to employees in a location in an over-complement classification (or equal classification) to eliminate the over-complement situation. Employees who elect to accept the Cash Out offer shall be eligible to receive the provisions of Article 11. 8.1. Layoffs/Termination(s) of regular employees, as a result of the operation of Article 11.1 will be implemented a maximum of once each calendar year. 1. The Company will notify the PWU and the Job Evaluation Department of the intention to run Article 11 approximately two (2) weeks in advance. Job challenges and Management job reviews will be frozen from the date of this notification until the announcement date of the results of Article 11. 2. All regular employees will have a completed Option/Election Form retained on their personnel file (901). Approximately one (1) week prior to notice date, all regular full-time and regular part-time employees shall be provided with a personal information package. 3. The Company will give initial notice of termination/layoff in accordance with Article 11.5. 4. The Company will confirm to employees all information received on revised Option/Election Forms. 5. Requests to correct employee base data (in Item 2. All vacancies, job challenges, OGLs above) are received by the PWU from the employee and any other relevant proceedings before forwarded to the Skills Broadening Implementation Committee will be frozen until the end of this processCompany. 36. Employees will be required to make irrevocable elections within 7 (seven) days from the date of last posting of the who received initial notice of termination/layoff and employees who are in accordance with Article 11.5. The Company will confirm an equal classification at the location shall receive priority consideration to the Union the date of last postingposted vacancies which represent a lateral or demotion, commencing eight (8) days after initial notice has been provided. 47. After all data is collected and the Company is in a position to apply Article 11, there will be a "freeze" period during which vacancies will be held open. This period shall be for a minimum of three (3) weeks before employee displacement rights are determined and announced by the Company. These vacancies may be filled on a temporary basis during this freeze period pending the determination and announcement of the results of the application of Article 11. 8. Employee displacement rights will be determined and those employees who will be accepted for voluntary termination, placed, displaced, laid off and/or terminated shall be identified. All displacements and the names of employees to be laid off, off or terminated will be identified “on paper” at the outset prior to implementation of any changes resulting from the announced reduction of complement. 5. In situations where the operation of the displacement rights would result in multiple chain displacements to the point of causing an inappropriate level of dislocation for the employer, the employer may refer the issue of amending the displacement operation of Article 11 for the particular run in question to Xxxxxx Xxxxxxxxx for expedited arbitration. 69. The names of the employees who will be accepted for voluntary termination, placed, displaced, laid off and terminated shall be announced. 710. After the Company announces the results of the application of Article 11, employees displacing into another location will be identified and worksite/centre preference will be determined by seniority on a senior choice/junior force basis. 11. The "freeze" on filling vacancies ends at the time of the announcement. During the period after the announcement and prior to the date of termination set out in the initial notice of termination/layoff, the Company, pursuant to Article 10, will post vacancies which remain unfilled after the displacement process and new vacancies as they arise. Employees faced with layoff shall be given priority consideration to such vacancies which represent a lateral or demotion over other applicants. If vacancies remain unfilled after the Article 10 process, during the period prior to the layoff, layoff fair and objective consideration for such vacancies will be given to applications from employees to be laid off. 812. The implementation of voluntary terminations, placements, displacements, layoffs and terminations pursuant to the Article 11 process will commence on the date of termination/layoff identified in the initial notices unless extended by the Company in accordance with the Employment Standards Act and regulations and subject to any “reversals” which may have occurred as a result of employee terminations.

Surplus Staff Procedure – Sequence of Events. 1. The Company will give initial notice of termination/layoff in accordance with Article 11.5. 2. All vacancies, job challenges, OGLs and any other relevant proceedings before the Skills Broadening Implementation Committee will be frozen until the end of this process. 3. Employees will be required to make irrevocable elections within 7 (seven) days from the date of last posting of the initial notice of termination/layoff in accordance with Article 11.5. The Company will confirm to the Union the date of last posting. 4. Employee displacement rights will be determined and those employees who will be accepted for voluntary termination, placed, displaced, laid off and/or terminated shall be identified. All displacements and the names of employees to be laid off, terminated will be identified “on paper” at the outset prior to implementation of any changes resulting from the announced reduction of complement. 5. In situations where the operation of the displacement rights would result in multiple chain displacements to the point of causing an inappropriate level of dislocation for the employer, the employer may refer the issue of amending the displacement operation of Article 11 for the particular run in question to Xxxxxx Xxxxxxxxx the Chief Arbitrator for expedited arbitration. 6. The names of the employees who will be accepted for voluntary termination, placed, displaced, laid off and terminated shall be announced. 7. The "freeze" on filling vacancies ends at the time of the announcement. During the period after the announcement and prior to the date of termination set out in the initial notice of termination/layoff, the Company, pursuant to Article 10, will post vacancies which remain unfilled after the displacement process and new vacancies as they arise. If vacancies remain unfilled after the Article 10 process, during the period prior to the layoff, fair and objective consideration for such vacancies will be given to applications from employees to be laid off. 8. The implementation of voluntary terminations, placements, displacements, layoffs and terminations pursuant to the Article 11 process will commence on the date of termination/layoff identified in the initial notices unless extended by the Company in accordance with the Employment Standards Act and regulations and subject to any “reversals” which may have occurred as a result of employee terminations.

Surplus Staff Procedure – Sequence of Events. Prior to/in place of the implementation of the surplus staff procedure outlined below the Company will offer Cash Out to employees in a location in an over- complement classification (or equal classification) to eliminate the over- complement situation. Employees who elect to accept the Cash Out offer shall be eligible to receive the provisions of Article 11. 8.1. Layoffs/Termination(s) of regular employees, as a result of the operation of Article 11.1 will be implemented a maximum of once each calendar year. 1. The Company will notify the PWU and the Job Evaluation Department of the intention to run Article 11 approximately two (2) weeks in advance. Job challenges and Management job reviews will be frozen from the date of this notification until the announcement date of the results of Article 11. 2. All regular employees will have a completed Option/Election Form retained on their personnel file (901). Approximately one (1) week prior to notice date, all regular full-time and regular part-time employees shall be provided with a personal information package. 3. The Company will give initial notice of termination/layoff in accordance with Article 11.5. 4. The Company will confirm to employees all information received on revised Option/Election Forms. 5. Requests to correct employee base data (in Item 2. All vacancies, job challenges, OGLs above) are received by the PWU from the employee and any other relevant proceedings before forwarded to the Skills Broadening Implementation Committee will be frozen until the end of this processCompany. 36. Employees will be required to make irrevocable elections within 7 (seven) days from the date of last posting of the who received initial notice of termination/layoff and employees who are in accordance with Article 11.5. The Company will confirm an equal classification at the location shall receive priority consideration to the Union the date of last postingposted vacancies which represent a lateral or demotion, commencing eight (8) days after initial notice has been provided. 47. After all data is collected and the Company is in a position to apply Article 11, there will be a "freeze" period during which vacancies will be held open. This period shall be for a minimum of three (3) weeks before employee displacement rights are determined and announced by the Company. These vacancies may be filled on a temporary basis during this freeze period pending the determination and announcement of the results of the application of Article 11. 8. Employee displacement rights will be determined and those employees who will be accepted for voluntary termination, placed, displaced, laid off and/or terminated shall be identified. All displacements and the names of employees to be laid off, off or terminated will be identified “on paper” at the outset prior to implementation of any changes resulting from the announced reduction of complement. 5. In situations where the operation of the displacement rights would result in multiple chain displacements to the point of causing an inappropriate level of dislocation for the employer, the employer may refer the issue of amending the displacement operation of Article 11 for the particular run in question to Xxxxxx Xxxxxxxxx for expedited arbitration. 69. The names of the employees who will be accepted for voluntary termination, placed, displaced, laid off and terminated shall be announced. 710. After the Company announces the results of the application of Article 11, employees displacing into another location will be identified and worksite/centre preference will be determined by seniority on a senior choice/junior force basis. 11. The "freeze" on filling vacancies ends at the time of the announcement. During the period after the announcement and prior to the date of termination set out in the initial notice of termination/layoff, the Company, pursuant to Article 10, will post vacancies which remain unfilled after the displacement process and new vacancies as they arise. Employees faced with layoff shall be given priority consideration to such vacancies which represent a lateral or demotion over other applicants. If vacancies remain unfilled after the Article 10 process, during the period prior to the layoff, layoff fair and objective consideration for such vacancies will be given to applications from employees to be laid off. 812. The implementation of voluntary terminations, placements, displacements, layoffs and terminations pursuant to the Article 11 process will commence on the date of termination/layoff identified in the initial notices unless extended by the Company in accordance with the Employment Standards Act and regulations and subject to any “reversals” which may have occurred as a result of employee terminations.

Surplus Staff Procedure – Sequence of Events. Prior to/in place of the implementation of the surplus staff procedure outlined below the Employer will offer Cash Out to employees in a location in an over- complement classification (or equal classification) to eliminate the over- complement situation. Employees who elect to accept the Cash Out offer shall be eligible to receive the provisions of Article 11. 8.1. Layoffs/Termination(s) of regular employees, as a result of the operation of Article 11.1 will be implemented a maximum of once each calendar year. 1. The Company Employer will notify the PWU and the Job Evaluation Department of the intention to run Article 11 approximately two (2) weeks in advance. Job challenges and Management job reviews will be frozen from the date of this notification until the announcement date of the results of Article 11. 2. All regular employees will have a completed Option/Election Form retained on their personnel file (901). Approximately one (1) week prior to notice date, all regular full-time and regular part-time employees shall be provided with a personal information package. 3. The Employer will give initial notice of termination/layoff in accordance with Article 11.5. 4. The Employer will confirm to employees all information received on revised Option/Election Forms. 5. Requests to correct employee base data (in Item 2. All vacancies, job challenges, OGLs above) are received by the PWU from the employee and any other relevant proceedings before forwarded to the Skills Broadening Implementation Committee will be frozen until the end of this processEmployer. 36. Employees will be required to make irrevocable elections within 7 (seven) days from the date of last posting of the who received initial notice of termination/layoff and employees who are in accordance with Article 11.5. The Company will confirm an equal classification at the location shall receive priority consideration to the Union the date of last postingposted vacancies which represent a lateral or demotion, commencing eight (8) days after initial notice has been provided. 47. After all data is collected and the Employer is in a position to apply Article 11, there will be a "freeze" period during which vacancies will be held open. This period shall be for a minimum of three (3) weeks before employee displacement rights are determined and announced by the Employer. These vacancies may be filled on a temporary basis during this freeze period pending the determination and announcement of the results of the application of Article 11. 8. Employee displacement rights will be determined and those employees who will be accepted for voluntary termination, placed, displaced, laid off and/or terminated shall be identified. All displacements and the names of employees to be laid off, off or terminated will be identified “on paper” at the outset prior to implementation of any changes resulting from the announced reduction of complement. 5. In situations where the operation of the displacement rights would result in multiple chain displacements to the point of causing an inappropriate level of dislocation for the employer, the employer may refer the issue of amending the displacement operation of Article 11 for the particular run in question to Xxxxxx Xxxxxxxxx for expedited arbitration. 69. The names of the employees who will be accepted for voluntary termination, placed, displaced, laid off and terminated shall be announced. 710. After the Employer announces the results of the application of Article 11, employees displacing into another location will be identified and worksite/centre preference will be determined by seniority on a senior choice/junior force basis. 11. The "freeze" on filling vacancies ends at the time of the announcement. During the period after the announcement and prior to the date of termination set out in the initial notice of termination/layoff, the CompanyEmployer, pursuant to Article 10, will post vacancies which remain unfilled after the displacement process and new vacancies as they arise. Employees faced with layoff shall be given priority consideration to such vacancies which represent a lateral or demotion over other applicants. If vacancies remain unfilled after the Article 10 process, during the period prior to the layoff, layoff fair and objective consideration for such vacancies will be given to applications from employees to be laid off. 812. The implementation of voluntary terminations, placements, displacements, layoffs and terminations pursuant to the Article 11 process will commence on the date of termination/layoff identified in the initial notices unless extended by the Company Employer in accordance with the Employment Standards Act and regulations and subject to any “reversals” which may have occurred as a result of employee terminations.

Surplus Staff Procedure – Sequence of Events. 1. The Company will give initial notice of termination/layoff in accordance with Article 11.5. 2. All vacancies, job challenges, OGLs and any other relevant proceedings before the Skills Broadening Implementation Committee will be frozen until the end of this process. 3. Employees will be required to make irrevocable elections within 7 (seven) days from the date of last posting of the initial notice of termination/layoff in accordance with Article 11.5. The Company will confirm to the Union the date of last posting. 4. Employee displacement rights will be determined and those employees who will be accepted for voluntary termination, placed, displaced, laid off and/or terminated shall be identified. All displacements and the names of employees to be laid off, terminated will be identified “on paper” at the outset prior to implementation of any changes resulting from the announced reduction of complement. 5. In situations where the operation of the displacement rights would result in multiple chain displacements to the point of causing an inappropriate level of dislocation for the employer, the employer may refer the issue of amending the displacement operation of Article 11 for the particular run in question to tx Xxxxxx Xxxxxxxxx Xxxxxxxky for expedited arbitration. 6. The names of the employees who will be accepted for voluntary termination, placed, displaced, laid off and terminated shall be announced. 7. The "freeze" on filling vacancies ends at the time of the announcement. During the period after the announcement and prior to the date of termination set out in the initial notice of termination/layoff, the Company, pursuant to Article 10, will post vacancies which remain unfilled after the displacement process and new vacancies as they arise. If vacancies remain unfilled after the Article 10 process, during the period prior to the layoff, fair and objective consideration for such vacancies will be given to applications from employees to be laid off. 8. The implementation of voluntary terminations, placements, displacements, layoffs and terminations pursuant to the Article 11 process will commence on the date of termination/layoff identified in the initial notices unless extended by the Company in accordance with the Employment Standards Act and regulations and subject to any “reversals” which may have occurred as a result of employee terminations.