Temporary Lay-Offs. No employee will be temporarily laid off from her or his scheduled shift in order to avoid payment of time and one-half (1-1/2).
Temporary Lay-Offs. Where it is necessary for Management to lay off employees for a temporary period, it will not be obligatory to follow the procedure outlined above. However, Management will define what it considers to be the most suitable action to take and will discuss the matter with the Union representatives before a final decision is made. Charts showing lines of progression and demotion shall be kept by the Company and be available to the Union. The parties agree to discuss the upgrading and training of employees in the Electrical/Instrument Department at the local mill level. The rules and conditions governing the implementation of such programs shall be negotiable. Programs approved as required shall be administered by a joint Union-Company committee. It is the Company’s responsibility to provide these programs. To qualify for the Fifty Cents ($0.50) an hour premium in addition to regular ‘A’ rate of pay, tradesmen must meet the following criteria:
(a) successfully complete the thirty-six (36) week Confederation College program in instrumentation, successfully complete the Company’s instrument mechanics apprenticeship, be at the ‘A’ rate of pay, OR;
(b) successfully complete the Joint E/I Committee’s approved electronic training course and demonstrate an ability to work with electronics, OR;
(c) have the equivalent training courses in electronics that would be reviewed and approved by the Joint Electrical/Instrumentation Committee and demonstrate an ability to work with electronics. Tradesmen who require training (Joint Committee’s approved electronic training course) and who have not previously taken the course and who successfully complete the first half of the course shall receive an interim rate of Thirty Cents ($0.30) per hour, and upon successful completion of three-quarters of this course shall receive an interim rate of Forty Cents ($0.40) per hour providing in each case they continue with and successfully complete the entire course. If the employee withdraws from the course or fails to successfully complete any portion of the course, the premium rate will be discontinued. The administration of this Advanced Electrical / Instrumentation Program will be by a joint Union-Company committee.
Temporary Lay-Offs. Employees temporarily laid-off in a work week shall be given first opportunity to make up hours lost, by working any scheduled overtime in their classification, subject to their ability to perform the work required. Scheduled overtime shall be defined as any overtime that is not a continuation of normal hours.
Temporary Lay-Offs. 23.1 Due to vacation periods and conditions beyond the Employer's control, adjustments of the work force can be made without application of layoff procedures of this Agreement. If such temporary adjustment continues for more than ten (10) working days, the Association can request the Employer to adjust the working force according to the layoff provisions of the Agreement and the Employer will do so within five (5) working days thereafter. During such adjustments Employer will endeavor to give consideration in retaining the senior employees wherever time and circumstances permit.
Temporary Lay-Offs. (a) If the Company anticipates that lay-offs will be for a temporary period (less than thirty (30) days), employees will be laid off in reverse order of Company seniority in their department.
(b) In this case, it is intended that employees only be permitted to bump junior employees in the location or region where practical and provided that there is no disruption to the efficiency of the operation (e.g. minimal training). Where possible, it is intended that the Company provide a minimum of twenty-four (24) hours notice of temporary lay-off.
Temporary Lay-Offs. Where it is necessary for Management to lay off employees for a temporary period, it will not be obligatory to follow the procedure outlined above. However, Management will define what it considers to be the most suitable action to take and will discuss the matter with the Union representatives before a final decision is made. Charts showing lines of progression and demotion shall be kept by the Company and be available to the Union.
Temporary Lay-Offs. The following rules apply to employees who are laid off due to a shortage of work, subject to seniority and qualifications as per Section 6:
(a) If an employee has less than sixty (60) worked days or four hundred and eighty (480) worked hours of service, they shall be terminated. However, for the purposes of establishing recall rights, these hours may be accumulated within a one (1) year period.
(b) If an employee, not terminated, is recalled within one (1) year of the date of their last lay-off, then:
(i) Their previous period of employment will be included for purposes of seniority.
(ii) They will be eligible for the next holiday as listed in Section 17.02 of the Agreement provided they qualify under sub-section (b) (iii) of Section 17.02 of this Agreement;
(iii) The starting date of their previous period of employment will be used for determining vacation eligibility, provided they have worked two-thirds (2/3) of the hours available during the period of their actual employment;
(iv) Benefit plans in existence will be reinstated upon their return to work. Group term life insurance, accidental death and dismemberment insurance and medical surgical insurance for an employee laid off with two (2) or more years of service shall be continued at the employee's option for three (3) months from the end of the period, for which the deductions have already been paid on a cost sharing basis, as provided in "Exhibit A" Costs, if the employee pays their portion in advance.
(c) Laid-off personnel must keep the Company advised of their up-to-date address and telephone number. If requested to report back to work, they must do so within one week, otherwise they will be terminated. In the event that an employee is recalled, the Company will notify such persons by Registered Mail, if unable to reach them by telephone.
(d) The Company will notify the Union of all layoffs and recalls in writing as soon as possible.
(e) Any employee with six months seniority or more will receive a minimum of five (5) working days on written notice of the temporary lay-off for all affected employees.
Temporary Lay-Offs. In the event of an unanticipated shortage of materials or a break- down, absenteeism, model changeover, taking, or unforeseen delays due to flood, fire, power failure, etc., the Employer may make tem- porary lay-offs, not to exceed two (2) working days without regard to seniority and employees affected shall be sent home as their jobs run out. The Employer will ensure that opportunities to work during such two-day lay-offs shall be distributed equally among the employees who normally do the work in question, the most senior employee. If employees being temporarily laid-off can be assigned to other work, such assignment shall be made by seniority. New employees shall not be hired when regular employees are on temporary lay-off.
Temporary Lay-Offs. 10.01 In the event of machine breakdown or other like job shortages, the company will lay off junior employees on the shift affected first, provided the senior employee is capable and willing to perform the junior employee’s job.
Temporary Lay-Offs. Notwithstanding anything contained in Articles 12.02 and 12.04 hereof, in the event of a temporary lay-off of a known duration, of more than five (5) working days but not exceeding six (6) continuous weeks at any time, the following will apply to those employees who are affected within a department, area or focused factory. es the case may be.
(i) Employees with less then one (1) year’s seniority in each effected group will be laid off first,
(ii) Thereafter, if there are still more employees remaining in the affected group than are required. employees in such affected group shall be laid off in order of seniority with the most senior employees being laid off first,
(iii) If, for some reason, the lay-off of an affected group exceeds six (6) weeks, the senior employees in such affected group will return in order of seniority with the most senior employees being returned first, end junior employees will be laid off in order with the most junior employees being laid off first, provided such senior employees are qualified to perform the work required.
