Temporary Layoff Procedure. Temporary layoffs, not to exceed twenty-one (21) calendar days, will be made within the department, classification according to plant seniority.
Temporary Layoff Procedure. 1. Employees may be laid off for five (5) working days according to seniority by classification in each department. If such layoff exceeds five (5) working days, the Union may request in writing the Plant Management to adjust the working force according to seniority, by department, division, or occupational group. Plant Management shall then do so within five (5) working days thereafter, unless said time is extended by mutual agreement. During such adjustments, including those instances where it is anticipated a number of such adjustments will occur on a regular recurring basis, Management will endeavor to give consideration to retaining senior employees when time and circumstances permit, or
Temporary Layoff Procedure. Excepting inventory, shutdowns, and sched- uled vacation periods in instances where due to causes of a temporary nature, it is necessary to reduce temporarily or shut down any given operation, employees may be given a Temporary Layoff not to exceed three (3) working days in one contract year. The employee with the least amount of plant seniority in the group of machines on the shift concerned will be laid off first.
Temporary Layoff Procedure. If there is lack of work in an employee’s work area and the Employer does not have redeployment work for the employee, until December 31, 2020, the Employer may temporarily lay off the employee for a period of no more than 28 days, with the goal of the employee being eligible to receive available State and Federal unemployment benefits. Before placing employees on temporary layoff, the Employer shall first ask for volunteers.
Temporary Layoff Procedure. If there is lack of work in a department/unit and the Employer does not have redeployment work for the employee, then until December 31, 2020, the Employer may temporarily lay off the employee for a period not to exceed December 31, 2020, with the goal that the employee be eligible to receive available State and Federal unemployment benefits. In this event, due to the temporary nature of the layoff, Appendix F (severance) and all portions of Article 19 of the CBA other than those addressed in this LOA shall not apply and the following process will govern. Departments/work units with an interest to participate in the temporary layoff option shall provide at least 7 days’ notice of the intention to begin the process. Before placing employees on temporary layoff, the Employer shall first ask for volunteers to come forward within the notice period. For the purposes of calculating seniority and years of service toward the next vacation accrual level, any unpaid days would be treated as days worked.
Temporary Layoff Procedure. Temporary layoffs may be made for periods of not exceeding twenty-five (25) calendar days regardless of the reason for such layoff. Extensions of this time period may be made by mutual agreement between the Company and the Union in unusual circumstances. Such layoffs shall be determined by the Company, based on operational requirements during the temporary layoff period made in order of Company-wide seniority within this agreement applied by classification within the particular unit of organization, work unit or project affected, where ability, skill and efficiency are substantially equal.
Temporary Layoff Procedure. 1. Employees may be laid off for five (5) working days according to seniority by classification in each department. If such layoff exceeds five (5) working days, the Union may request in writing the Plant Management to adjust the working force according to seniority, by department, division, or occupational group. Plant Management shall then do so within five
Temporary Layoff Procedure. The Employer wishes to avoid permanent layoffs as much as reasonably possible during this time. However, if there is lack of work in an employee’s work area and the Employer does not have redeployment work for the employee, then until December 31, 2020 the Employer may temporarily lay off the employee with the goal of the employee being eligible to receive available State and Federal unemployment benefits. In this event, Article 19 shall not apply and the following process will govern. Before placing employees on temporary layoff, the Employer shall first ask for volunteers. The Employer shall have limited discretion on whether to accept an employee’s offer to be among those placed on temporary layoff, based on the need to balance shifts, skill sets, and/or roles in the department. Although this is intended to be the first step in temporary layoffs, the Employer may accept volunteers at any point of the duration of this LOA. Employees who volunteer or are placed on temporary layoff must apply for unemployment benefits themselves, and the Employer will support their request for unemployment benefits in responding to the Oregon Employment Department. Eligibility for unemployment benefits and the grant of unemployment benefits is not controlled by the Employer. Employees who are temporarily laid off will remain on Employer-paid health benefits. Temporary layoffs shall not trigger severance pay or cash out of vacation or sick leave, or loss of seniority.
Temporary Layoff Procedure
