to Employees. Employees selected for layoff will be so notified in writing by the employing department or agency at least thirty (30) calendar days prior to the effective date. If mutually agreed to, an employee may be given two (2) weeks pay in lieu of notice. The Department of Human Resources may elect to notify all potentially affected employees within the Vertical Displacement group, coincidental to notice to the initially selected employee(s). The official notice of layoff will advise the employee:
(1) to file an updated application with the Department of Human Resources;
(2) to define reemployment parameters;
(3) if desired, to schedule a personal interview as soon as practical to discuss alternative employment opportunities;
(4) inform the employee of the effective day of the layoff and that mandatory reemployment rights begin thirty (30) days before that effective date and continue for two (2) years thereafter, unless terminated under this section; and,
(5) inform the employee of vertical displacement rights, if applicable, including any horizontal displacement rights.
to Employees. Employees selected for layoff will be so notified in writing by the employing department or agency at least thirty (30) calendar days prior to the effective date. If mutually agreed to, an employee may be given two (2) weeks pay in lieu of notice. The Department of Human Resources may elect to notify all potentially affected employees within the Vertical Displacement group, coincidental to notice to the initially selected employee(s). The official notice of layoff will advise the employee:
to Employees. Employees selected for layoff will be so notified in writing by the ODG at least thirty (30) calendar days prior to the effective date. If mutually agreed to, an employee may be given two weeks’ pay in lieu of notice. The DG may elect to notify all potentially affected employees within the group subject to displacement by affected employees, coincidental to notice to the initially selected employee(s). The official notice of layoff will advise the employee:
(1) to file an updated application with the ODG;
(2) to define reemployment parameters;
(3) if desired, to schedule a personal interview as soon as practical to discuss alternative employment opportunities;
(4) inform the employee of the effective day of the layoff and that mandatory reemployment rights begin thirty (30) days before that effective date and continue for two years thereafter, unless terminated under this section; and,
(5) inform the employee of displacement rights, if applicable.
to Employees. The CPEEA may, at its discretion, institute a one-time per year payroll deduction to supplement the pool. The CPEEA assumes liability for the administration of the pool. The parties recognize that continuation of this pool is negotiable subject to subsequent master agreements.
to Employees. Each member of the bargainingunit shall be provided with access to the Collective agreement via the Board‘s internal website, Each member may print a copy from said website at the Employer’s expense. At the point of hire each new employee shall receive a copy of the current Collective Agreement.
to Employees. A newly hired employee shall be informed in writing if, position is within the bargaining unit, of the name and address of the bargaining agent and the name and, work location of the local union xxxxxxx which shall be provided as per Subsection of Article The Employer shall make sufficient copies of the Collective Agreement availableto ensure that all employees have access to it. As soon as practicable following the end of each quarter, each employee shall be notified of the number of vacation and attendance credits to which is entitled. Upon serving reasonable notice to the Employer, employees shall have access to their personnel file and a copy of any documents shall be given to the employee. Requests will be accommodated within two (2) working days.
to Employees. Initial expected overtime assignments will be communicated one day prior to the last workday of the week (Thursday on full workweeks). If an employee was not initially assigned overtime but it is determined on Friday that they will be needed on Saturday, the employee will be notified no later than lunchtime on day shift on Friday, or, if overtime needs are not known by that time, as soon as possible after such needs are determined. Swing shift employees not initially expected to work who are assigned on Friday will be notified via phone call or text message. It is expected that any employee who believes that he/she has been passed over for overtime in violation of the rules listed in #1 communicate such concern to his/her team lead and/or supervisor as quickly as is feasible.
to Employees. An employee whose status is changed from full-time to part-time shall receive credit for his full seniority and service. An employee whose status is changed from full-time to part-time shall receive credit for seniority on the basis of one
to Employees. The Team Lead will communicate all weekday overtime that is known to be needed during the team huddle at the beginning of the shift. If the need for same-day or next-day overtime becomes known during the shift, the Team Lead will communicate such need to the assigned employees at the time the need for overtime is known. It is expected that any employee who believes that he/she has been passed over for overtime in violation of the rules listed in #1 communicate such concern to his/her team lead and/or supervisor as quickly as is feasible. Assigning weekend overtime:
to Employees. The Company will have the sole authority for the allocation of work for employees moving under the conditions of Sections or for a period of two (2) months from the date of the move or until the date of the next annual job bid whichever comes first. Section Dovetailing of Seniority for Employees moving under the conditions of Sections or will dovetail their seniority dates with those persons already employed at the terminal to which they moved.
