TECHNOLOGICAL AND ORGANIZATIONAL CHANGE. 16.01 The Employer undertakes to notify the Employee/Employer Relations Committee, or representative of the Union, at least thirty (30) days in advance of any planned technological or organizational change which will affect the employment conditions of Bargaining Unit employees.
16.02 The Employer agrees to discuss with the Employee/Employer Relations Committee, or a representative of the Union, as far in advance as practical, the technological and/or organizational changes that will affect Bargaining Unit employees. The Employer will discuss how the changes will affect Bargaining Unit staff and to explore ways to minimize the adverse impact, including discussion regarding training of employees.
16.03 Where new or greater skills are required, the training to support technological changes will be fully provided by the Employer, including the cost of the training program and all materials related to the training. Training will be conducted during the normal work day and employees will continue to receive their normal earnings during training-time.
16.04 An employee whose job is changed, or who is laid-off from his/her job by virtue of technological and organizational change, will be red-circled and will suffer no reduction in normal earnings.
16.05 An employee who is rendered redundant, or laid-off from his/her job as a result of technological or organizational change, shall be given an opportunity to fill any vacancy for which he/she has seniority and for which he/she possesses the minimum qualifications and can satisfactorily perform the core duties and responsibilities of the job.
16.06 No additional employees shall be hired by the Employer into Bargaining Unit positions until employees affected by the change, or employees on layoff, have been notified of the proposed technological or organizational change and allowed a training period of three (3) months to acquire the necessary qualifications and core skills to retain their employment.
TECHNOLOGICAL AND ORGANIZATIONAL CHANGE. 18. 1 Whenever the Employer identifies needs in the work place or develops new operations or programs that require the creation of new job positions, the Employer shall endeavor to create student positions to meet such needs.
18. 2 When upgrading is required for the continued performance of the job as a result of a change initiated by the Employer, the Employer shall assume the cost of this t raining.
18. 3 When upgrading is required as a result of change initiated by the government or another regulating body, the Employer shall assume the cost of this training for all employees affected by the change.
18. 4 The Employer shall give three ( 3 ) month' s notice in writing to the Union for any technological or organizational change which alters the work environment.
TECHNOLOGICAL AND ORGANIZATIONAL CHANGE.
23.01 For purposes of this Agreement, technological change shall mean changes introduced by the Employer in the manner in which it carries out its operations and services, excluding contracting out, where such change results in the lay-off of existing employees covered by this Agreement. If the technological change does not result in a lay-off of existing employees, this entire Article, except for Article 23.08, does not apply. Such change shall include the following:
(a) The introduction, because of technological change or development, of equipment, material or processes different in nature, type agreeeor quantity from that previously utilized and/or;
(b) Any change in work methods, organization, operations or processes which adversely affects one or more employees and/or;
(c) Any change in location at which the Employer operates and/or;
(d) Any change(s) resulting from effects of legislation on the work force.
23.02 When the Employer is considering the introduction of a technological change:
(a) The Employer agrees to notify the Union as soon as possible with full information and to update the information as new developments and/or modifications arise;
(b) Notwithstanding the foregoing, the Employer shall provide the Union, at least one hundred and twenty (120) days prior to the introduction of the technological change(s), giving a complete description of the change/project to be implemented, disclosing all foreseeable effects and repercussions on employees and shall identify all positions of the Employer which will be affected.
23.03 All data pertinent to the technological change(s) shall be given to the Union.
23.04 When the Employer notifies the Union of its intention to introduce a technological change, the parties hereto shall meet within the next thirty
TECHNOLOGICAL AND ORGANIZATIONAL CHANGE. Whenever the Employer identifies needs in the work place or develops new operations or programs that require the creation of new job positions, the Employer shall endeavor to create student positions to meet such needs. When upgrading is required for the continued performance of the job as a result of a change initiated by the Employer, the Employer shall assume the cost of this training. When upgrading is required as a result of change initiated by the government or another regulating body, the Employer shall assume the cost of this training for all employees affected by the change. The Employer shall give three (3) month's notice in writing to the Union for any technological or organizational change which alters the work environment.
TECHNOLOGICAL AND ORGANIZATIONAL CHANGE. 29.01 The Employer shall provide the Union with as much notice as possible of any technological change. In the event that technological change requires special training, the Employer shall provide such training as it considers necessary with no loss of pay or benefits to the employee(s) affected.
TECHNOLOGICAL AND ORGANIZATIONAL CHANGE. 28.01 If, during the life of this Agreement, the Company decides to make a technological change and/or organizational change as defined by the Saskatchewan Employment Act which is likely to affect the terms, conditions or tenure of employment of a significant number of full-time employees, the Company will give the Union written notice ninety (90) days in advance of such change, specifying the nature and effects of the change. The Company will meet with the Union to consider the impact of such change upon employees affected.
28.02 Where an employee’s job is changed by reason of any technological change and/or organizational change as provided in Article 28.01 above and provided that such an employee possesses the necessary qualifications to perform the changed job after a reasonable training period, he shall receive such training period.
28.03 If an employee is subject to permanent layoff as the result of technological change and/or organizational change, it is agreed the employee shall bump into a lower classification, if available, in accordance with Article 14 of this Agreement, in which case the employee’s rate will be red-circled for twelve (12) months. If no position is available through bumping, the employee will be required to choose one of the following options:
(a) the employee may elect to go on layoff status; or
(b) the employee may elect to voluntarily sever his or her employment completely with the Company and accept severance pay in the amount of two (2) weeks’ salary, up to a maximum of fifty-two (52) weeks, for each year of completed service with the Company, as of the date of termination.
28.04 This Article is intended to assist employees affected by any technological change and/or organizational change and accordingly, Section 6-54 of the Saskatchewan Employment Act does not apply during the term of the Collective Agreement between the Company and the Union.
28.05 Should a permanent full-time position be permanently eliminated from the bargaining unit, the affected employee shall be eligible for severance pay as outlined in 28.03(b). The affected employee may choose to remain on layoff as per 28.03(a). An employee may remain on layoff for a period of up to twelve (12) months. At any time during that twelve (12) month period, the employee may choose to take his severance. At the conclusion of the twelve (12) month period, the employee shall receive his severance and his employment will be deemed terminated.
TECHNOLOGICAL AND ORGANIZATIONAL CHANGE. 27.01 The Employer shall provide the Union with at least thirty (30) calendar day’s written notice of any technological and/or organizational change which will result in the layoff of bargaining unit employees, where it is reasonably able to do so. Such notice will include information regarding the nature of the change, the dates on which the Employer proposes to effect such change, and the impact of such change on employees.
TECHNOLOGICAL AND ORGANIZATIONAL CHANGE. It is recognized by the Employer and the Union that a fair and right solution of the problems of employees who are displaced by organizational or technological changes as defined under the Labour Relations Act, Chapter L10, Section 1, calls for understanding and care on the part of the Employer and willingness to face reasonable readjustments on the part of the employee concerned. The Employer shall provide notice of technological change in accordance with the Labour Relations Act, Chapter L10, Section 83(1).
20.7.1 If:
(a) A regular employee will be displaced from his/her position by an organizational or technological change, and,
(b) A vacant position exists within the bargaining unit such that if the employee were to be placed into it then a reasonable change in the employee’s duties may be involved and/ or retraining which is reasonably within his/her capacity may be required. Then the employee shall be informed of:
(i) The duties of the position, and
(ii) Any retraining required. The employee shall then be offered the position. If he/she refuses the position then Clause 20.76.3 shall apply. If he/she accepts the position then Clause
20.76.2 shall apply. At any meeting arranged to discuss the above information the employee may request the presence of a Union representative.
20.7.2 The employee will continue to receive his/her previous wage for his/her retraining period. Should the period of retraining exceed three (3) months, then after three
TECHNOLOGICAL AND ORGANIZATIONAL CHANGE. 13.01 In the event that the Employer introduces new methods or technology which requires new or greater skills than are possessed by Employees, the Employer will provide training to acquire the skills to meet the requirements of technological or organizational change, at the Employer's expense and with no loss of pay or benefits to the Employees.
TECHNOLOGICAL AND ORGANIZATIONAL CHANGE. 15.01 The Employer may make adjustments in the number and assignment of its workers as a result of technological and organizational changes and make any such changes which are necessary to maintain efficient operations and optimal service to the public. In recognition of the impact that any such major changes may have upon workers and the concern of the parties regarding workers who may be affected, the following will apply:
(a) The Employer undertakes to advise the Labour-Management Committee at least three (3) months in advance of any such changes which the Employer has decided to introduce which will result in substantial and immediate changes in the employment status of workers.
(b) The notice mentioned in the preceding clause shall be given in writing and shall contain pertinent data including:
