TECHNOLOGICAL OR PROCEDURAL CHANGES AND SEVERANCE PAY. 17.01 Definition, Notice, Disclosure and Consultation
(a) Wherever possible, the Employer shall provide the Union with up to six (6) months' written notice of intention to introduce automated equipment and/or procedural change.
(b) The Employer agrees to disclose full details of the planned technological and/or procedural changes, which may cause any change to an employee's normal duties or place of employment.
(c) The Employer and the Union shall enter into meaningful consultation regarding such technological and/or procedural changes prior to implementation.
17.02 Employees becoming redundant due to new equipment or procedures, shall be eligible for re-training to equip them for the operation of such new equipment or procedure, or to qualify for new positions. Such re-training will be provided by the Employer without loss of pay, to the affected employees.
17.03 In cases where re-training is not practical, or where other positions with the Employer are not available, the employee(s) shall elect for termination of employment, bumping rights pursuant to Article 14.03 or elect to be placed on the recall list. An employee on recall under this Article, shall receive all the benefits he had accrued during employment at the end of the recall period or at such earlier time as he may elect to terminate.
17.04 A specified extension of the recall period, where recall is applied under Article 17.03 above, may be mutually agreed by the employee and the Employer, subject to written approval by the Union.
TECHNOLOGICAL OR PROCEDURAL CHANGES AND SEVERANCE PAY. 17.01 Definition, Notice, Disclosure and Consultation
a) Wherever possible, the Employer shall provide the Union with up to six (6) months' written notice of intention to introduce automated equipment and/or procedural change.
b) The Employer agrees to disclose full details of the planned technological and/or procedural changes, which may cause any change to an employee's normal duties or place of employment.
c) The Employer and the Union shall enter into meaningful consultation regarding such technological and/or procedural changes prior to implementation.
TECHNOLOGICAL OR PROCEDURAL CHANGES AND SEVERANCE PAY. 17.1 Wherever possible, the Employer will provide the Union with six (6) months’ notice of intention to introduce automation, equipment or procedures which might result in displacement or reduction of personnel or in changes of job classification.
17.2 Employees becoming redundant due to new equipment or procedures shall be eligible for re-training to equip them for the operation of such new equipment or procedure, or to qualify for new positions. Such re-training will be provided by the Employer without loss of pay, to the affected employees.
17.3 In cases where the re-training of employees is not practical, or where other positions with the Employer are not available, the employee(s) shall elect for termination of employment or shall elect to be placed on the recall list. An employee on recall under this clause shall receive all the benefits he/she had accrued during employment at the end of the recall period or at such earlier time as he/she may elect to terminate.
17.4 A specified extension of the recall period, where recall is applied under clause 17.3 above, may be mutually agreed by the employee and the Employer, subject to written approval by the Union.
TECHNOLOGICAL OR PROCEDURAL CHANGES AND SEVERANCE PAY. 17.01 Definition, Notice, Disclosure and Consultation:
(a) Wherever possible, the Employer shall provide the Union with up to six (6) months' written notice of intention to introduce automated equipment and/or procedural change.
(b) The Employer agrees to disclose full details of the planned technological and/or procedural changes, which may cause any change to an employee's normal duties or place of employment.
(c) The Employer and the Union shall enter into meaningful consultation regarding such technological and/or procedural changes prior to implementation.
17.02 Employees becoming redundant due to new equipment or procedures, shall be eligible for re-training to equip them for the operation of such new equipment or procedure, or to qualify for new positions. Such re-training will be provided by the Employer without loss of pay, to the affected employees.
17.03 In cases where the re-training of employees is not practical, or where other positions with the Employer are not available, the employee(s) shall elect for termination of employment or shall elect to be placed on the recall list. An employee on recall under this Section, shall receive all the benefits they had accrued during employment at the end of the recall period or at such earlier time as they may elect to terminate.
17.04 A specified extension of the recall period, where recall is applied under Section 3 above, may be mutually agreed by the employee and the Employer, subject to written approval by the Union.
TECHNOLOGICAL OR PROCEDURAL CHANGES AND SEVERANCE PAY. 17.01 Definition, Notice, Disclosure and Consultation
(a) Wherever possible, the Employer shall provide the Union with up to six (6) months' written notice of intention to introduce a measure, policy, practice or change that will affect the terms, conditions or security of employment of an employee.
(b) After the required notice has been given, the Employer and the Union will meet in good faith and endeavour to develop an adjustment plan appropriate to the scope and extent of the pending change(s) identified above and consistent with the provisions of the appropriate legislation.
17.02 Wherever practical, an employee becoming redundant due to new equipment or procedures shall be eligible for re-training to equip her for the operation of such new equipment or procedure, or to qualify for new positions. Such re-training will be provided by the Employer without loss of pay, to the affected employee.
17.03 In cases where the re-training of an employee is not practical, or where another position with the Employer is not available, the employee shall elect for termination of employment or shall elect to be placed on the recall list. An employee on recall under this Section shall receive all the benefits she had accrued during employment at the end of the recall period or at such earlier time as she may elect to terminate.
17.04 Where recall is applied under Section 3 above, a specified extension of the recall period may be mutually agreed upon by the employee and the Employer, subject to written approval by the Union.
TECHNOLOGICAL OR PROCEDURAL CHANGES AND SEVERANCE PAY. 12.01 Wherever possible, the Exhibition will provide the Union with ninety (90) days notice of intention to introduce automation, equipment or work procedures which might result in a significant change or methods of operation which, in turn, may affect wage rates, work loads, or job classification or result in displacement or reduction of personnel.
12.02 The Exhibition and the Union shall negotiate the issues arising out of changes due to automation, equipment or work procedures such as the question of maintenance of earnings, the feasibility of decreasing personnel, transfers to other jobs, educational guidance and assistance, and retraining.
12.03 In the event the Exhibition and the Union cannot resolve the differences arising, the matter shall be referred to a Board of Arbitration appointed under the terms of this Agreement.
12.04 Employees becoming redundant due to new equipment or work procedures, shall be eligible for up to eight (8) weeks retraining to equip them for the operation of such new equipment or work procedures or to qualify for the new positions. Such retraining will be provided by the Exhibition without loss of pay to the affected employees. The rate of pay for the new position shall apply upon completion of training or upon assuming the new duties, whichever shall be earlier.
12.05 In cases where the retraining of employees is not practical, or where other positions with the Exhibition are not available, the employee(s) shall elect for termination of employment or shall elect to be placed on the re-call list. An employee on re-call under this Section, shall receive all the benefits he/she had accrued during employment at the end of the re-call period or at such earlier time as he/she may elect to terminate.
TECHNOLOGICAL OR PROCEDURAL CHANGES AND SEVERANCE PAY. Notice Severance Pay
TECHNOLOGICAL OR PROCEDURAL CHANGES AND SEVERANCE PAY.
17.01 Definition, Notice, Disclosure and Consultation
(a) Wherever possible, the Employer shall provide the Union with a minimum of three
TECHNOLOGICAL OR PROCEDURAL CHANGES AND SEVERANCE PAY. Section 1
(a) The Employer will meet with the Union with at least thirty (30) days prior to their intention to introduce automation, equipment or procedures which might result in displacement or reduction of personnel or in changes of job classification. Items for discussions are:
i. the nature of the change ii. the date on which the employer proposed to effect the change
TECHNOLOGICAL OR PROCEDURAL CHANGES AND SEVERANCE PAY. 16.1 The Employer will provide the Union with as much notice as possible of intention to introduce automation, equipment or procedures which might result in displacement or reduction of personnel or in changes of job classification.
16.2 Wherever practical, employees becoming redundant due to new equipment or procedures, shall be eligible for retraining to equip them for the operation of such new equipment or procedure, or to qualify for new positions. Such retraining will be provided by the Employer without cost and without loss of pay to the affected employee(s).
16.3 In cases where the retraining of employees is not practical, or where other positions with the Employer are not available, the employee(s) shall elect for termination of employment or shall elect to be placed on the recall list. An employee on recall under this Section, shall receive all the benefits he/she had accrued during employment at the end of the recall period or at such earlier time as he/she may elect to terminate. Under this section the provisions of Article 12, Section 4 shall not apply.
16.4 Severance pay as provided for in Section 5 following, shall be due and payable to a displaced employee, immediately upon termination.
16.5 In the event that an employee is laid-off due to lack of work or other condition bringing about their redundancy, the Company will provide said employee with a severance payment established as follows: Less than twelve (12) months None Twelve (12) months or more of Two (2) weeks at regular salary rate for the first fully completed year of employment and two (2) additional weeks of salary at regular rate for each additional fully completed year of employment, to a maximum of thirty-five
