WORKER ADJUSTMENT PROCESS. This Worker Adjustment Process shall apply to employees affected by a Company decision to contract out work normally performed by employees in the bargaining unit, which would cause permanent lay-off.
1. The employees shall receive notice of permanent lay-off and therefore have the right to exercise seniority in accordance with Article 12 - SENIORITY, to maintain employment in the bargaining unit. OR
2. The employee shall have the right to accept a severance allowance and sever their employment relationship with the Company. The severance allowance shall be two (2) weeks’ regular salary for each full year of recent and continuous service with the Company. A part year of service will be pro-rated. OR
3. The employee may elect to retire and receive Early Retirement benefits when such is offered.
4. Where an employee with three (3) or more years’ service accepts a demotion under this provision to a lesser paid position and his/her current salary is above the maximum for the newly assigned position, his/her salary shall be reduced to the maximum of his/her new range according to the following formula:
i) One-third (1/3) reduction on assignment to the new position
ii) One-third (1/3) reduction six (6) months after assignment to the new position;
iii) One-third (1/3) reduction one (1) year after assignment to the new position.
5. Employees who may be displaced as a result of another employee exercising seniority shall have the rights set out above. This adjustment process shall be available to any affected employee who is on leave of absence or on Workers’ Compensation or Disability benefits.
WORKER ADJUSTMENT PROCESS. This Worker Adjustment Process shall apply to employees affected by a Company decision to contract out work normally performed by employees in the bargaining unit, which would cause permanent lay-off.
1. The employees shall receive notice of permanent lay-off and therefore have the right to exercise seniority in accordance with Article 12 - SENIORITY, to maintain employment in the bargaining unit. OR
2. The employee shall have the right to accept a severance allowance and sever their employment relationship with the Company. The severance allowance shall be two (2) weeks’ regular salary for each full year of recent and continuous service with the Company. A part year of service will be pro-rated. OR
3. The employee may elect to retire and receive Early Retirement benefits when such is offered.
WORKER ADJUSTMENT PROCESS. 1. In the event the Company plans to eliminate a position or positions due to technological change, or reorganization of operations as a result of change in processes or contracting out work normally done by employee(s) who are members of the bargaining unit, or reduce the work force, either permanently or temporarily, for any other business reasons; any of which results in the permanent or temporary layoff of employee(s), the Company shall give the Union and the employee(s) a minimum of ninety (90) calendar days’ notice of such. Layoff notices due to technological change or reorganization as a result of change in processes or contracting out work will be provided to affected employees. Layoff for any other reason will be applied to the most junior employee in the affected category.
2. The notice to the Union referred to above shall be in writing and shall state:
a) the reason for the lay-off;
b) the effective date of such;
c) the approximate number and classifications of employees likely to be affected;
d) the effect that change is likely to have on the terms and conditions or security of employment of the employees affected
e) the number of jobs and job classifications to be abolished and the number of new jobs and job classifications to be created by the change.
3. The notice to the employees referred to above shall be in writing and shall state:
a) the reason for the layoff;
b) the effective date of such;
c) the options available to the employee.
4. No layoffs may become effective until after the notice period is complete.
5. Collective bargaining with respect to the scope and rate(s) of pay of new job classifications that may be created or revised job classifications shall be in accordance with this agreement.
6. Technological change shall be defined as:
a) the introduction by an employer into the employer’s work, undertaking or business of equipment or material of a different nature or kind than previously utilized by the employer in the operation of the work, undertaking or business;
b) a change in the manner in which the employer carries on the work, undertaking or business that is directly related to the introduction of that equipment or material; or
c) the removal or relocation outside of the appropriate unit by an employer of any part of the employer’s work, undertaking or business. This Article is intended to assist employees affected by technological change and accordingly Section 43 of the Saskatchewan Trade Union Act with respect to Technolo...
WORKER ADJUSTMENT PROCESS. In the event the Company plans to eliminate positions due to technological change; or reorganization of operations as a result of change in processes; or permanent closure, consolidation, or rail line abandonment; or contracting out work normally done by employees who are members of the bargaining unit; any of which results in the permanent layoff of employees, the Company shall give the Union and the employees a minimum of calendar days notice of such. When the notice referred to above indicates that or more employees are negatively affected, the Company and the Union agree to meet within days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. The notice to the Union referred to above shall be in writing and shall state:
