Common use of Workforce Adjustment General Principles Clause in Contracts

Workforce Adjustment General Principles. ‌ The Company and the Union recognize that program decisions and business or economic factors may require adjustments in bargaining unit positions. The parties agree to cooperate to minimize as much as possible disruptions to the workplace and to implement an employee redeployment process with due consideration to various parameters such as seniority, qualifications and ability to perform core duties of the remaining work. The parties shall strive to implement any such process, which is as fair and equitable as possible to all involved in the redeployment. The Company and the Union agree that employment security should increase in proportion to the length of service in the bargaining unit. Seniority shall mean the length of service in the employ of the Company recognized on a bargaining unit wide basis as described in Article 24.01. (a) Where adjustments are required which may result in layoff, i.e. the discontinuation or non‐voluntary reduction in working hours of a bargaining unit member, a redeployment process will be initiated. The Company and the Union agree to meet at least ten (10) working days in advance of individual employee notifications to discuss the proposed adjustment, possible redeployment of employees, the application of seniority and recall provisions and other options for minimizing the impact of the workforce adjustments, and the application of seniority and recall provisions. (b) In determining layoffs, the principle of seniority will be followed, provided that the employees retained are qualified to perform the core duties of the remaining work within a sixty‐five (65) working days familiarization period. The familiarization period is defined as the sixty‐five (65) working days commencing on the date of move to the new position. (c) Any employee designated for layoff may: (i) choose to be laid‐off and accept the termination compensation provided for in Article 18.03 Layoff, or (ii) choose to exercise any displacement (bumping) rights in accordance with the provisions of this Article. (d) In order to minimize the effects of bumping, the Company, the Union and the laid‐off employee will begin searching for appropriate positions via the Workforce Adjustment Process. The Workforce Adjustment Process will comprise the following steps: (i) A Redeployment Committee (RC), consisting of five (5) representatives will facilitate the process. The Committee will consist of two (2) Company, two (2) bargaining unit representatives and one (1) additional CRL line management representative, below the General Manager level, identified by the Union and agreed to by the Company representatives on the Redeployment Committee. In order to facilitate the redeployment process, the Company and the Union may add additional resources to the Committee. These additional resources will not have a vote on committee decisions. This committee shall endeavour to hold its initial meeting within two (2) working days of the advance notice being given to the bargaining unit. (ii) Individual notifications of lay‐off will be issued as far in advance as possible to employees and will provide for a minimum of eight (8) weeks written notice prior to the effective termination date. (iii) The employee will be required to submit a comprehensive resume to the RC outlining the employee’s qualifications. (iv) The RC will interview the employee and by majority decision will identify potential suitable positions subject to the conditions outlined in (e), (f), (g) and (h) below. (v) Once a potential position is found, a letter is sent to the prospective new branch by the RC informing the Manager of a potential bump. The Manager is required to interview the employee and assess any gaps between the core duties and the employee’s qualifications. The Manager will endeavour to provide written response (email) on suitability within two (2) working days of the interview. On request, the Manager will attend and make representation to a meeting of the RC. (vi) On acceptance of the proposed displacement, the Manager will document a plan outlining activities to occur during the familiarization period to address the gaps between core duties and the employee’s qualifications. (vii) If within the familiarization period (sixty‐five (65) working days), the Manager and/or employee recognize that the bump has not been a suitable match, the employee may re‐enter the bumping process for a second bump with a familiarization period of sixty‐five (65) working days. This option can be exercised only once. Alternatively, the employee may choose to be laid‐off without further bumping rights and paid termination compensation as provided for in Article 18.03

Workforce Adjustment General Principles. ‌ The Company and the Union recognize that program decisions and business or economic factors may require adjustments in bargaining unit positions. The parties agree to cooperate to minimize as much as possible disruptions to the workplace and to implement an employee redeployment process with due consideration to various parameters such as seniority, qualifications and ability to perform core duties of the remaining work. The parties shall strive to implement any such process, which is as fair and equitable as possible to all involved in the redeployment. The Company and the Union agree that employment security should increase in proportion to the length of service in the bargaining unit. Seniority shall mean the length of service in the employ of the Company recognized on a bargaining unit wide basis as described in Article 24.01. (a) Where adjustments are required which may result in layoff, i.e. the discontinuation or non‐voluntary non-voluntary reduction in working hours of a bargaining unit member, a redeployment process will be initiated. The Company and the Union agree to meet at least ten (10) working days in advance of individual employee notifications to discuss the proposed adjustment, possible redeployment of employees, the application of seniority and recall provisions and other options for minimizing the impact of the workforce adjustments, and the application of seniority and recall provisions. (b) In determining layoffs, the principle of seniority will be followed, provided that the employees retained are qualified to perform the core duties of the remaining work within a sixty‐five sixty-five (65) working days familiarization period. The familiarization period is defined as the sixty‐five sixty-five (65) working days commencing on the date of move to the new position. (c) Any employee designated for layoff may: (i) choose to be laid‐off laid-off and accept the termination compensation provided for in Article 18.03 Layoff, or (ii) choose to exercise any displacement (bumping) rights in accordance with the provisions of this Article. (d) In order to minimize the effects of bumping, the Company, the Union and the laid‐off laid-off employee will begin searching for appropriate positions via the Workforce Adjustment Process. The Workforce Adjustment Process will comprise the following steps: (i) A Redeployment Committee (RC), consisting of five (5) representatives will facilitate the process. The Committee will consist of two (2) Company, two (2) bargaining unit representatives and one (1) additional CRL line management representative, below the General Manager level, identified by the Union and agreed to by the Company representatives on the Redeployment Committee. In order to facilitate the redeployment process, the Company and the Union may add additional resources to the Committee. These additional resources will not have a vote on committee decisions. This committee shall endeavour to hold its initial meeting within two (2) working days of the advance notice being given to the bargaining unit. (ii) Individual notifications of lay‐off lay-off will be issued as far in advance as possible to employees and will provide for a minimum of eight (8) weeks written notice prior to the effective termination date. (iii) The employee will be required to submit a comprehensive resume to the RC outlining the employee’s qualifications. (iv) The RC will interview the employee and by majority decision will identify potential suitable positions subject to the conditions outlined in (e), (f), (g) and (h) below. (v) Once a potential position is found, a letter is sent to the prospective new branch by the RC informing the Manager of a potential bump. The Manager is required to interview the employee and assess any gaps between the core duties and the employee’s qualifications. The Manager will endeavour to provide written response (email) on suitability within two (2) working days of the interview. On request, the Manager will attend and make representation to a meeting of the RC. (vi) On acceptance of the proposed displacement, the Manager will document a plan outlining activities to occur during the familiarization period to address the gaps between core duties and the employee’s qualifications. (vii) If within the familiarization period (sixty‐five (65) working days), the Manager and/or employee recognize that the bump has not been a suitable match, the employee may re‐enter the bumping process for a second bump with a familiarization period of sixty‐five (65) working days. This option can be exercised only once. Alternatively, the employee may choose to be laid‐off without further bumping rights and paid termination compensation as provided for in Article 18.03and

Workforce Adjustment General Principles. ‌ The Company and the Union recognize that program decisions and business or economic factors may require adjustments in bargaining unit positions. The parties agree to cooperate to minimize as much as possible disruptions to the workplace and to implement an employee redeployment process with due consideration to various parameters such as seniority, qualifications and ability to perform core duties of the remaining work. The parties shall strive to implement any such process, which is as fair and equitable as possible to all involved in the redeployment. The Company and the Union agree that employment security should increase in proportion to the length of service in the bargaining unit. Seniority shall mean the length of service in the employ of the Company recognized on a bargaining unit wide basis as described in Article 24.01. (a) Where adjustments are required which may result in layoff, i.e. ie. the discontinuation or non‐voluntary non-voluntary reduction in working hours of a bargaining unit member, a redeployment process will be initiated. The Company and the Union agree to meet at least ten (10) working days in advance of individual employee notifications to discuss the proposed adjustment, possible redeployment of employees, the application of seniority and recall provisions and other options for minimizing the impact of the workforce adjustments, and the application of seniority and recall provisions. (b) In determining layoffs, the principle of seniority will be followed, provided that the employees retained are qualified to perform the core duties of the remaining work within a sixty‐five sixty-five (65) working days familiarization period. The familiarization period is defined as the sixty‐five sixty-five (65) working days commencing on the date of move to the new position. (c) Any employee designated for layoff may: (i) choose to be laid‐off laid-off and accept the termination compensation provided for in Article 18.03 Layoff, or (ii) choose to exercise any displacement (bumping) rights in accordance with the provisions of this Article. (d) In order to minimize the effects of bumping, the Company, the Union and the laid‐off laid-off employee will begin searching for appropriate positions via the Workforce Adjustment Process. The Workforce Adjustment Process will comprise the following steps:. (i) A Joint Redeployment Committee (RCJRC), consisting of five (5) representatives will be struck to facilitate the process. The Committee will consist of two (2) Company, two (2) bargaining unit Union representatives and one one (1) additional CRL line management representative, below the General Manager level, identified Management representative selected by the Union and agreed to by the Company representatives on the Redeployment Committee. In order to facilitate the redeployment process, the Company and the Union may add additional resources to the Committee. These additional resources will not have a vote on committee decisions. This committee shall endeavour to hold its initial meeting within two (2) working days of the advance notice being given to the bargaining unitUnion. (ii) Individual notifications of lay‐off lay-off will be issued as far in advance as possible to employees and will provide for a minimum of eight (8) weeks written notice prior to the effective termination dateworking notice. (iii) The employee will be required to submit a comprehensive resume to the RC JRC outlining the employee’s qualifications. (iv) The RC JRC will interview the employee and by majority decision will identify potential suitable positions subject to the conditions outlined in (e), (f), (g) and (h) below. (v) Once a potential position is found, a letter is sent to the prospective new branch by the RC JRC informing the Manager of a potential bump. The Manager is required to interview the employee and assess any gaps between the core duties and the employee’s qualifications. The Manager will endeavour to provide written response (email) on suitability within two (2) working days of the interview. On request, the Manager will attend and make representation to a meeting of the RCJRC. (vi) On acceptance of the proposed displacement, the Manager will document a plan outlining activities to occur during the familiarization period to address the gaps between core duties and the employee’s qualifications. (vii) If within the familiarization period (sixty‐five sixty-five (65) working days), the Manager and/or employee recognize that the bump has not been a suitable match, the employee may re‐enter re-enter the bumping process for a second bump with a familiarization period of sixty‐five sixty-five (65) working days. This option can be exercised only once. Alternatively, the employee may choose to be laid‐off laid-off without further bumping rights and paid termination compensation as provided for in Article 18.03