TECHNOLOGICAL AND OTHER CHANGES. 29.01 Without restricting its right to determine the methods by which municipal services are to be provided, the Corporation agrees that no employee shall be laid off or have his employment terminated as a result of a technological change in methods.
29.02 The Corporation shall give the Union ninety (90) days advance notice of any planned technological change in methods or contracting out of municipal services which would affect wage rates or working conditions and will, if requested, discuss such change with the Union.
29.03 In the event that the Corporation should introduce new methods or machines which require new or greater skills than are presently possessed by an affected employee under the present methods of operations, after-hours training or study courses will be arranged where practicable. The Corporation shall reimburse each employee who successfully concludes any such required training or study course for the cost of tuition and text books.
29.04 Without restricting its right to determine the methods by which municipal services are to be provided, the Corporation agrees that no employee shall be laid off or have his employment terminated as a result of contracting out work or services of a kind performed by its employees.
TECHNOLOGICAL AND OTHER CHANGES. The Employer will notify the Union at least thirty (30) days in advance of any technological or other change, which the Employer plans to introduce which will significantly change the status of the employees within the bargaining unit. The Employer agrees to meet and discuss with the Union the impact of the technological or other change on the Home, its employees and the residents.
TECHNOLOGICAL AND OTHER CHANGES. 26.01 (a) Without restricting its right to determine the methods by which municipal services are to be provided, the Corporation agrees that no employee shall be laid off or have their employment terminated as a result of a technological change in methods.
TECHNOLOGICAL AND OTHER CHANGES. The Employer recognizes that it has a responsibility to its employees before the introduction of any technological changes or methods of operation which may adversely affect the continued employment of Regular Employees, conditions of employment, wage rates or work load. In this respect, the Council of the City of Pitt Xxxxxxx shall notify the Union. Sub‐committees of the Labour Management Committee shall be established when the need arises and shall be comprised of two (2) representatives from each party. The Employer further recognizes that Regular Employees so affected will be given all available opportunities commensurate with seniority and abilities to acquire the necessary knowledge and skills required for retention of their employment. Notwithstanding the foregoing, it is agreed between the parties that any regular employee who is displaced as a result of technological changes or method of operation will be given an opportunity to fill vacancies related to the employee’s skills and qualifications according to seniority.
TECHNOLOGICAL AND OTHER CHANGES. 24.01 In the event that it may be determined by the Employer to change the method of providing services to the supported people by technological change and it is also considered necessary to consider displacing a regular employee from their job, the Employer, in accordance with past practice, prior to displacing such employee shall consider the following:
1) Be responsible for retaining such employee, if possible.
2) Relocate the employee to another job in their area of competence, etc.
3) Afford the employee the opportunity of retraining in an alternate job provided such employee is trainable.
4) Notify the Union of any such changes as soon as practicable and afford the employee the opportunity to meet with the Employer's Human Resources Dept. and such other management personnel as they consider appropriate, such meeting to be held prior to implementation.
5) In the event that none of the items 1), 2) and 3) above can take place, any lay off that may have to be actioned will be done in accordance with Article 14.
TECHNOLOGICAL AND OTHER CHANGES. The Employer recognizes that it has a responsibility to its employees before the introduction of any technological changes or methods of operation which may adversely affect the continued employment of regular employees, conditions of employment, wage rates or work load. In this respect the Employer shall notify the Union. The classification specification and wage of each position affected shall be reviewed by the Labour Management Committee prior to any changes being made. The Employer further recognizes that regular employees so affected will be given all available opportunities commensurate with seniority and abilities to acquire the necessary knowledge and skills required for retention of their employment. Notwithstanding the foregoing, it is agreed between the Parties that any regular employee who is displaced as a result of technological changes or method of operation, will be given an opportunity to fill vacancies related to their skills and qualifications according to seniority.
TECHNOLOGICAL AND OTHER CHANGES. 16.01 UNION TO BE NOTIFIED OF PROPOSED CHANGES: Thirty (30) days before the introduction of any changes or methods of operation which affect wage rates or work loads, the Board will notify the Union of the proposed changes. Any such change shall be made only after the Union and the Board has reached an agreement on such change through collective bargaining. If the Board and Union fail to agree on the results of the changes, the matter will be referred to arbitration.
TECHNOLOGICAL AND OTHER CHANGES. 25.01 The Employer recognizes that it has a responsibility to its employees before the introduction of any technological changes or methods of operation which may adversely affect the continued employment of regular employees, conditions of employment, wage rates, or work load. In this respect the Council of the City of Maple Ridge shall notify the Union. The Employer further recognizes that Regular Employees so affected will be given all available opportunities commensurate with seniority and abilities to acquire the necessary knowledge and skills required for retention of their employment. Notwithstanding the foregoing, it is agreed between the parties that any Regular Employee who is displaced as a result of technological changes or method of operation, will be given an opportunity to fill vacancies related to the employee’s skills and qualifications according to seniority.
TECHNOLOGICAL AND OTHER CHANGES. The parties agree to meet within fifteen (15) working days of the College's notice to the Union pursuant to clause 28.01 to attempt to reach agreement on the technological change or new method of operation. To facilitate this, the College will provide the Union with details of the proposed technological change or new method of operation with the notice pursuant to clause 28.01. The Union will notify the College in writing of the representatives who will be available to meet pursuant to clause 28.02. If a dispute arises in seeking agreement pursuant to clause 28.02 before the expiry of the three (3) month notice period, the parties may mutually agree to seek mediation/arbitration pursuant to section 105 Consensual Mediation/Arbitration of the BC Labour Code. Failing that, after the expiry of the three (3) month notice period, either party may apply for Mediation/Arbitration section 105 Consensual Mediation/Arbitration of the Labour Code and the other party will co-operate in seeking a resolution through this process. DATED this day of 2016. SIGNED on behalf of Camosun SIGNED on behalf of the Canadian College Union of Public Employees Local 2081 President President, CUPE Local 2081 Executive Director Human Resources Secretary, CUPE Local 2081 /cope 491
TECHNOLOGICAL AND OTHER CHANGES. 18.01 Technological change means the introduction of new methods or machines which lead to a substantive difference in job content requiring new or greater skills than are currently used by present Employees.
18.02 The Board or its representative shall give the Union notice of any proposed technological change which is likely to cause problems relating to layoffs and/or reduced hours of work.
18.03 No permanent full-time Employee shall have their employment terminated by the Board for reasons of technological change and/or the contracting out of any process or procedure to companies or individuals offering this type of service.
(a) In the event that the Board introduces technological change which requires new or greater skills than are possessed by the present Employee, such Employee shall be able to apply for a transfer, or, at the expense of the Board, be given sufficient training to perfect or acquire skills necessitated by the new method of operation. The nature, specifics, and duration of the training period, up to a maximum of four (4) months, is to be determined by the Employer. The training will be provided by the Employer and shall be provided during the Employee’s regular scheduled shifts whenever possible. There shall be no change in salary rates or wages during the training period of such Employee. The Employee shall have no reduction in pay upon being reclassified in the new position for a maximum of eight (8) months.
(b) If after the training period, the Employee is unable to acquire sufficient competence, the Employer shall give preference to the affected Employee for an available vacant position within the bargaining unit for which the Employee has the necessary qualifications. For the purposes of this article, preference shall mean that where education, training, and experience are considered relatively equal, the Employee in this category will be given preference over other candidates.
