Common use of Temporary Lay-Offs Clause in Contracts

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. Where it is necessary for Management The Employer and the Union agree that the Employer may, from time to lay off employees for time and as production requirements dictate, require short-term reductions in the number of bargaining unit employees. The Employer and the Union agree that a temporary periodshort-term shall be defined as a lay-off, it will which shall not be obligatory to follow exceed six (6) weeks in length. The Employer and the procedure outlined above. HoweverUnion agree that, Management will define what it considers in circumstances where the Employer deems a short-term layoff of one (1) day or less, 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 paynecessary, tradesmen must meet the following criteriaprocedure shall apply: (a) successfully complete Employer will request volunteers within the thirty-six (36) week Confederation College program in instrumentation, successfully complete job classification on the Company’s instrument mechanics apprenticeship, be at the ‘A’ rate of pay, OR;affected shift. (b) successfully complete Employer will request volunteer’s plant wide on the Joint E/I Committee’s approved electronic training course and demonstrate an ability to work with electronics, OR;affected shift. (c) If there are insufficient volunteers the least senior employees on the shift will be displaced, as long as the senior employees remaining have the equivalent training courses in electronics that would skill and ability to meet minimum production requirements. Where the Employer deems a short-term layoff of more than one (1) day but not exceeding a temporary layoff, as defined herein, to be reviewed necessary the following procedure will apply: a) The Employer shall determine the number of employees and approved the classifications and/or shifts which shall require reduction; b) The Employer shall advise the Union of the number of employees who will be affected by the Joint Electrical/Instrumentation Committee short-term lay-off, 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 further shall advise the course and who successfully complete the first half Union of the course shall receive an interim rate classifications and/or shifts which will be affected; c) The employer may consider volunteers for short term lay-off, by classification and by seniority, subject to skill and ability 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 those left to perform the entire coursework. If the employee withdraws from company is considering voluntary lay-offs it shall identify the course targeted classifications and number of lay- offs and then solicit employees by seniority (senior to junior) to determine the impact on operational efficiency. The company will then indicate if it will proceed by voluntary lay-off or fails to successfully complete any portion not at its discretion. If the company does not proceed by voluntary lay-off, lay-offs shall be administered and determined in accordance with the requirements of Article 7, Section 9 (excluding the one week refresher period) of the courseCollective Agreement; d) Those employees on short-term lay-off shall be required to return to work upon request, notwithstanding that the short-term lay-off period shall not have expired; e) Employees who have been laid off in accordance with this short-term lay-off process shall not be entitled to return to work prior to the expiry of the short-term lay-off period unless they are requested to return to work by the Employer; The Employer, prior to any short-term lay-off, resulting in a week without earnings, shall contact the Employment Insurance Commission and seek a determination as to whether the E.I.C. will grant benefits to employees laid off under this short-term lay-off process. Where the E.I.C. indicates that benefits will be paid, the premium rate will Employer shall have fulfilled all of its obligations and shall not be discontinued. The administration a guarantor of this Advanced Electrical / Instrumentation Program will be by a joint Union-Company committeebenefits.

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 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 electronicsthat would be reviewed and reviewedand 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 InstrumentationProgram will be by a joint Union-Company committee. It is the policy of the Company to conduct a Trades Training Program in have an adequate supply of skilled tradesmen available. It is the intent of this program to train mill employees as Tradesmen when qualified candidates are available. The policy does not preclude obtaining candidates from outside of the bargaining unit or the hiring of skilled tradesmen.

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. INSTRUMENT MECHANICS 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 lnstrumentation 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. Where it is necessary for Management to lay off employees for a temporary period, 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 negotiablenego- tiable. Programs approved as required shall be administered admin- istered by a joint Union-Company committee. It is the Company’s responsibility to provide these programs. INSTRUMENT MECHANICS To qualify for the Fifty Cents ($0.50) 0.50 an hour premium in addition to regular ‘“A’ ” rate of pay, tradesmen must meet the following follow- ing criteria: (a) successfully : Successfully complete the thirty-six (36) 36 week Confederation College program in instrumentation, successfully complete com- plete the Companycompany’s instrument mechanics apprenticeshipapprentice- ship, be at the ‘“A’ ” rate of pay, OR; (b) pay successfully complete the Joint E/I Committee’s approved electronic training course and demonstrate an ability to work with electronics, OR; (c) electronics have the equivalent training courses in electronics that would be reviewed and approved by the Joint Electrical/Instrumentation Committee and demonstrate demonstrated an ability to work with electronics. Tradesmen who require training (Joint Committee’s 91 approved electronic training course) and who have not previously taken the course and who successfully complete com- plete the first half of the course shall receive an interim rate of Thirty Cents ($0.30) 0.30 per hour, and upon successful completion of three-quarters of this course shall receive an interim rate of Forty Cents ($0.40) 0.40 per hour providing in each case they continue con- tinue 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 pre- mium rate will be discontinued. The administration of this Advanced Electrical / Electrical/Instrumentation Program will be by a joint Union-Company committeeCommittee. It is the policy of the Company to conduct a Trades Training program in order to have an adequate supply of skilled tradesmen available. It is the intent of this pro- gram to train mill employees as Tradesmen when quali- fied candidates are available. The policy does not pre- clude obtaining candidates from outside of the bargain- ing unit or the hiring of skilled tradesmen.

Temporary Lay-Offs. Where it is necessary for Management The Employer and the Union agree that the Employer may, from time to lay off employees for time and as production requirements dictate, require short-term reductions in the number of bargaining unit employees. The Employer and the Union agree that a temporary periodshort-term shall be defined as a lay-off, it will which shall not be obligatory to follow exceed six (6) weeks in length. The Employer and the procedure outlined above. HoweverUnion agree that, Management will define what it considers in circumstances where the Employer deems a short-term layoff of one (1) day or less, 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 paynecessary, tradesmen must meet the following criteriaprocedure shall apply: (a) successfully complete Employer will request volunteers within the thirty-six (36) week Confederation College program in instrumentation, successfully complete job classification on the Company’s instrument mechanics apprenticeship, be at the ‘A’ rate of pay, OR;affected shift. (b) successfully complete Employer will request volunteer’s plant wide on the Joint E/I Committee’s approved electronic training course and demonstrate an ability to work with electronics, OR;affected shift. (c) If there are insufficient volunteers the least senior employees on the shift will be displaced, as long as the senior employees remaining have the equivalent training courses in electronics that would skill and ability to meet minimum production requirements. Where the Employer deems a short-term layoff of more than one (1) day but not exceeding a temporary layoff, as defined herein, to be reviewed necessary the following procedure will apply: a) The Employer shall determine the number of employees and approved the classifications and/or shifts which shall require reduction; b) The Employer shall advise the Union of the number of employees who will be affected by the Joint Electrical/Instrumentation Committee short-term lay-off, 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 further shall advise the course and who successfully complete the first half Union of the course shall receive an interim rate classifications and/or shifts which will be affected; c) The employer may consider volunteers for short term lay-off, by classification and by seniority, subject to skill and ability 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 those left to perform the entire coursework. If the employee withdraws from company is considering voluntary lay-offs it shall identify the course targeted classifications and number of lay-offs and then solicit employees by seniority (senior to junior) to determine the impact on operational efficiency. The company will then indicate if it will proceed by voluntary lay-off or fails to successfully complete any portion not at its discretion. If the company does not proceed by voluntary lay-off, lay-offs shall be administered and determined in accordance with the requirements of Article 7, Section 9 (excluding the one week refresher period) of the courseCollective Agreement; d) Those employees on short-term lay-off shall be required to return to work upon request, notwithstanding that the premium rate short-term lay-off period shall not have expired; e) Employees who have been laid off in accordance with this short-term lay-off process shall not be entitled to return to work prior to the expiry of the short-term lay-off period unless they are requested to return to work by the Employer; The Employer and the Union, prior to any short-term lay-off where possible, resulting in a week without earnings, shall seek Employment Insurance Commission information as to whether the E.I.C. will grant benefits to employees laid off under this short-term lay-off process. The Employer and Union shall reasonably cooperate in the access to benefits by employees. Subsection (F) Voluntary Lay-offs: There will be discontinued. The administration no voluntary lay-offs except in case of this Advanced Electrical / Instrumentation Program will be by a joint Unionshort-Company committeeterm lay-offs as provided for in subsection (E) above: Laid off employees must exercise their seniority and bumping rights.

Temporary Lay-Offs. Where it is necessary for Management The Employer and the Union agree that the Employer may, from time to lay off employees for time and as production requirements dictate, require short-term reductions in the number of bargaining unit employees. The Employer and the Union agree that a temporary periodshort- term shall be defined as a lay-off, it will which shall not be obligatory to follow exceed six (6) weeks in length. The Employer and the procedure outlined above. HoweverUnion agree that, Management will define what it considers in circumstances where the Employer deems a short-term layoff of one (1) day or less, 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 paynecessary, tradesmen must meet the following criteriaprocedure shall apply: (a) successfully complete Employer will request volunteers within the thirty-six (36) week Confederation College program in instrumentation, successfully complete job classification on the Company’s instrument mechanics apprenticeship, be at the ‘A’ rate of pay, OR;affected shift. (b) successfully complete Employer will request volunteer’s plant wide on the Joint E/I Committee’s approved electronic training course and demonstrate an ability to work with electronics, OR;affected shift. (c) If there are insufficient volunteers the least senior employees on the shift will be displaced, as long as the senior employees remaining have the equivalent training courses in electronics that would skill and ability to meet minimum production requirements. Where the Employer deems a short-term layoff of more than one (1) day but not exceeding a temporary layoff, as defined herein, to be reviewed necessary the following procedure will apply: a) The Employer shall determine the number of employees and approved the classifications and/or shifts which shall require reduction; b) The Employer shall advise the Union of the number of employees who will be affected by the Joint Electrical/Instrumentation Committee short-term lay-off, and demonstrate an ability further shall advise the Union of the classifications and/or shifts which will be affected; c) The lay-offs shall be administered and determined in accordance with the requirements of Article 7, Section 9 (excluding the one week refresher period) of the Collective Agreement; d) Those employees on short-term lay-off shall be required to return to work with electronics. Tradesmen who require training (Joint Committee’s approved electronic training courseupon request, notwithstanding that the short-term lay-off period shall not have expired; e) and Employees who have been laid off in accordance with this short-term lay-off process shall not previously taken be entitled to return to work prior to the course and who successfully complete the first half expiry of the course shall receive an interim rate of Thirty Cents ($0.30) per hour, and upon successful completion of threeshort-quarters of this course shall receive an interim rate of Forty Cents ($0.40) per hour providing in each case term lay-off period unless they continue with and successfully complete are requested to return to work by 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.Employer;