TECHNOLOGICAL CHANGE AND LOSS OF WORK. 16.05 Layoff – Reduction or Increase in Hours of Work 31
TECHNOLOGICAL CHANGE AND LOSS OF WORK. 13.01 An employee shall be considered displaced by technological change when his/her services are no longer required as a result of automation or
13.02 Where the Employer intends to introduce technological change which affects the job security of at least twenty (20) percent of the employees within a division, the Employer shall give no less than sixty (60) calendar days notice in writing to the Union. Where less than twenty (20) percent of the employees within a division will be affected, the Employer will give no less than twenty (20) work days notice in writing to the Union.
13.03 The employer and the Union shall, within fourteen (14) days of the date of the notice, meet to review the effect of the change and what course of action is to be taken.
13.04 After notice has been given, the employer and the Union will meet in good faith and endeavour to develop an adjustment plan on which the change will be made and may include the following:
(i) consideration of alternatives to the proposed measure, policy, practice or change, including amendments of provisions in the collective agreement;
(ii) human resource planning and employee counselling and retraining;
(iii) notice of termination;
(iv) severance pay;
(v) entitlement to pension and other benefits including early retirement benefits;
(vi) a bipartite process for overseeing the implementation of the adjustment plan. The parties agree that changes made to the collective agreement through the adjustment plan are enforceable.
13.05 In the event of a layoff, regular employees shall receive no less than fourteen (14) days written notice in advance of the day of layoff. A copy of such notice shall be provided to the Secretary Business Manager and Union shop xxxxxxx.
13.06 The employer will layoff employees in reverse order of seniority within the classification provided those retained have the ability to do the work.
TECHNOLOGICAL CHANGE AND LOSS OF WORK. 14.01 Adjustments will be handled as per section 54 of the
(1) If an employer introduces or intends to introduce a measure, policy, practice or change that affects the terms, conditions or security of employment of a significant number of employees to whom a collective agreement applies,
(a) the employer must give notice to the trade union that is party to the collective agreement at least 60 days before the date on which the measure, policy, practice or change is to be effected, and
(b) after notice has been given, the employer and trade union must meet within two weeks, in good faith, and endeavour to develop an adjustment plan, which may include provisions respecting any of the following:
(i) consideration of alternatives to the proposed measure, policy, practice or change, including amendment of provisions in the collective agreement;
(ii) human resource planning and employee counseling and retraining;
(iii) notice of termination;
(iv) severance pay;
(v) entitlement to pension and other benefits including early retirement benefits;
(vi) a bipartite process for overseeing the implementation of the adjustment plan.
(2) If, after meeting in accordance with subsection (1), the parties have agreed to an adjustment plan, it is enforceable as if it were part of the collective agreement between the employer and the trade union.
14.02 Where practicable the Employer will provide at least 120 days’ notice before the date on which the measure, policy, practice or change is to be effective.
TECHNOLOGICAL CHANGE AND LOSS OF WORK. 14.01 ADJUSTMENTS WILL BE HANDLED AS PER SECTION 54 OF THE LABOUR RELATIONS CODE WHICH READS 21 15.03 Bumping 23 15.04 Recall 23 15.06 General 24 17.02 Return to work 26 18.01 Continuous Operation 26 18.02 Hours of Work 26 18.03 Rest and Meal Periods 26 20.02 Weather Conditions Excepted 29 20.03 Call-back 29 20.04 Transportation Allowance 29 22.01 Statutory Holidays 30 22.02 Other Religious Observances 30 23.01 Annual Vacation Entitlement 31 23.02 Vacation Period 32 23.03 Splitting of Vacation Periods 32 23.04 Vacation Pay 32 23.05 Vacation Entitlement Upon Dismissal 32 23.06 Reinstatement of Vacation Days 33 23.07 Vacation Credits Upon Death 33 26.01 Workers’ Compensation Benefits 35 26.02 Transportation for Accident Victim 36 26.03 Day of Injury 36 26.04 Return to work programs 36
TECHNOLOGICAL CHANGE AND LOSS OF WORK. An employee shall be considered displaced by technological change when services are no longer required as a result of automation or replaced by equipment, or the mechanization or automation of duties which cause the displacement and/or layoff of an employee. Where the Employer intends to introduce technological change which affects the job security of at least twenty (20) percent of the employees within a division, the Employer shall give no less than sixty (60) calendar days notice in writing to the Union. Where less than twenty (20) percent of the employees within a division will be affected, the Employer will give no less than twenty (20) work days notice in writing to the Union. The employer and the Union shall, within fourteen (14) days of the date of the notice, meet to review the effect of the change and what course of action is to be taken. After notice has been given, the employer and the Union will meet in good faith and endeavour to develop an adjustment plan on which the change will be made and may include the following: consideration of alternatives to the proposed measure, policy, practice or change, including amendments of provisions in the collective agreement; human resource planning and employee counselling and retraining; notice of termination; severance pay; entitlement to pension and other benefits including early retirement benefits:
TECHNOLOGICAL CHANGE AND LOSS OF WORK. 16.01 An employee shall be considered displaced by technological change when his/her services are no longer required as a result of automation or replaced by equipment, or the mechanization or automation of duties which cause the displacement and/or layoff of an employee.
16.02 Where the Employer intends to introduce technological change which affects the job security of at least twenty (20%) percent of the workforce at the worksite, the Employer shall give
16.03 The Employer and the Union shall, within two (2) weeks of the date of the notice, meet to review the effect of the change and what course of action is to be taken.
16.04 Where at least twenty (20%) percent of the work force at the worksite is affected, the Employer and the Union will meet in good faith and endeavor to develop an adjustment plan on which the technological change will be made and may include the following:
(i) consideration of alternatives to the proposed measure, policy, practice or change, including amendments of provisions in the collective agreement;
(ii) human resource planning and employee counseling and retraining;
(iii) notice of termination;
(iv) severance pay;
(v) entitlement to pension and other benefits including early retirement benefits;
(vi) a bipartite process for overseeing the implementation of the adjustment plan. The parties agree that changes made to the collective agreement through the adjustment plan are enforceable.
TECHNOLOGICAL CHANGE AND LOSS OF WORK. 16.01 An employee shall be considered displaced by
TECHNOLOGICAL CHANGE AND LOSS OF WORK