Common use of TECHNOLOGICAL AND OTHER CHANGES Clause in Contracts

TECHNOLOGICAL AND OTHER CHANGES. 26.01 In the event that it may be determined by the Employer to change the method of providing services to the clients by technological change and it is also considered necessary to consider displacing a regular employee from her 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 her 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 Personnel Officer and such other management personnel as he considers 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. 26.01 24.01 In the event that it may be determined by the Employer to change the method of providing services to the clients supported people by technological change and it is also considered necessary to consider displacing a regular employee from her 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 her 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 Personnel Officer Human Resources Dept. and such other management personnel as he considers 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. 26.01 25.01 In the event that it may be determined by the Employer to change the method of providing services to the clients supported people by technological change and it is also considered necessary to consider displacing a regular employee from her 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 her 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 ’s Personnel Officer and such other management personnel as he they considers 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. 26.01 25.01 In the event that it may be determined by the Employer to change the method of providing services to the clients by technological change and it is also considered necessary to consider displacing a regular employee from her 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 her 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 ’s Personnel Officer and such other management personnel as he considers appropriate, such meeting to be held prior to implementation. 5) In the event that none of the items 1), 21),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. 26.01 25.01 In the event that it may be determined by the Employer to change the method of providing services to the clients supported people by technological change and it is also considered necessary to consider displacing a regular employee from her 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 her 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 ’s Personnel Officer and such other management personnel as he considers appropriate, such meeting to be held prior to implementation. 5) In the event that none of the items 1), 21),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. 26.01 24.01 In the event that it may be determined by the Employer to change the method of providing services to the clients supported people by technological change and it is also considered necessary to consider displacing a regular employee from her 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 her 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 Personnel Officer Human Resources Dept. and such other management personnel as he considers 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.