XXXXXX & RECALL. 14.1 When the Company deems it necessary to reduce the workforce for up to one (1) day, employees will be offered lay-off on a voluntary basis by seniority in their classification/shift/department. In the event that there are insufficient volunteers in the classification / shift / department who volunteer for the layoff, employees in the classification will be sent home in reverse order of seniority.
14.2 If a layoff in excess of one full shift is anticipated, the Employer will meet to inform the Union as far in advance as is practicable. Notice of Layoff shall be in accordance with the Employment Standards Act, R.S.O. 2000, as amended. However where the layoff is in excess of one (1) full shift, the Company shall give employees, seven (7) calendar days’ notice of layoff, except for the reasons specified in Article 21. Probationary employees, if any, shall be laid off first. Where business conditions allow, the Company will post layoff notices on Friday.
14.3 The following is the process/procedure when reducing the workforce for greater than one (1) day:
a) The number of employees to be laid off will be identified. Xxxxxx notices will be given to an equal number of employees in reverse order of seniority.
b) The positions vacated by the junior employees who have been given notice of layoff that must be filled will be identified by the Company. Shift types (8 hour vs. Continental) and shift avail- ability for those vacant positions to be worked will be identified in all classifications and may be filled by remaining employees in said classifications by seniority, pursuant to the Switch Shift Request Form applications on file at the time.
c) Next, a list of remaining positions will be created showing the availability within the plant due to the overall reduction of the workforce. This list will be known as the “Job Pool.” Please note: Employees who have not been affected by these reductions because they had the seniority to maintain their positions in the classification cannot be displaced off of their shifts due to the “temporary placement” of workers from outside the classification. However, these employees may be moved temporarily to help with training for a reasonable amount of time. Thereafter, they will be returned to their shifts, in accordance with their seniority.
d) Xxxx identified in the Job Pool will be offered by seniority to the employee(s) who are displaced from their respective classifications, but still maintain enough seniority to remain at...
XXXXXX & RECALL. 1. If the Board determines to reduce the number of employees in a job classification due to abolishment of positions, lack of funds, cost saving considerations, or lack of work, the following procedure shall govern such layoff:
a. The number of people affected by reduction in the force will be kept to a minimum by not employing replacements in so far as practical for employees who resign, retire, or otherwise vacate a position.
b. Whenever the Board determines to lay off employees by reasons as stated above, affected employees shall be laid off according to seniority within the classification, with the least senior employee laid off first.
XXXXXX & RECALL. 16.01 A layoff shall be defined as a reduction in a Full-‐time or Part-‐time Employee’s regularly scheduled hours.
16.02 The Employer and the Union recognize the value of meeting prior to a layoff. The purpose of this meeting is to discuss the process of how the layoff will take place, review the updated seniority list, and discuss other factors relevant to the layoff.
XXXXXX & RECALL. In the event it becomes legitimately necessary to reduce the number of members through layoff of employment, the Board will follow the layoff procedure outlined below:
a. The Board will consider the application of any member who voluntarily requests to be placed on layoff status.
b. If reduction is still necessary, the probationary member with the least seniority (see Article XVII.C) with the Board, will be laid off first, provided there is a fully qualified and certified (see Section B following) member to replace and perform all the needed duties of the laid off and/or existing positions.
c. If reduction is still necessary, the procedure outlined in paragraph b above will be repeated until sufficient reduction is reached.
XXXXXX & RECALL. 15.1 In the event of layoff or elimination of any union job in either classification, the person so affected may exercise seniority in the following manner:
a) All probationary employees shall be laid off first in reverse order of seniority.
b) Full time employees shall be laid off second in reverse order of seniority.
c) Casual employees shall be laid off third in reverse order of seniority; Full time employees laid off bumping into casual employment will be entitled to maintain existing benefits provided they are available for work on a regular and ongoing basis. Any employee refusing recall to their laid off full time position will no longer be eligible for benefits. Applicable pension rules will apply.
15.2 Employees who have been laid off due to lack of work shall be entitled to recall when the Employer again adds to the number of employees therein. Laid-off employees so restored are not to be considered probationary employees.
15.3 Upon taking office, Local Union Officers shall be credited with top departmental seniority for the purposes of layoff and recall. Such credited seniority shall terminate when an official ceases to hold office.
15.4 Any full time employee who is involuntarily displaced to a casual position will maintain his benefits and full time hourly rate regardless of the number of hours worked.
XXXXXX & RECALL. In the event it becomes necessary to reduce the number of bargaining unit members through layoff of employment, the Board will follow the layoff procedure outlined below:
1. Prior to any necessary reduction of bargaining unit members, the Association President and the Superintendent or their assignees, will meet to review the contract and plan for implementation of the layoff procedure.
2. The Board will consider the application of any bargaining unit member who voluntarily requests to be placed on layoff status.
3. If reduction is still necessary, the probationary bargaining unit member with the least seniority (see Section B below) with the Board will be laid off first, provided there is a fully-qualified bargaining unit member to replace and perform all the needed duties of the laid off and/or existing positions. (Seniority is district wide, not classification wide.) The Board is not required to keep any employee in a position for which he/she is not qualified.
4. If reduction is still necessary, the procedure outlined in paragraph 3 above will be repeated until sufficient reduction is reached.
5. If reduction is still necessary, the procedure outlined in paragraphs 2 and 3 above will be repeated with non-probationary bargaining unit members until sufficient reduction is reached.
6. It is understood that displaced bargaining unit members may exercise their seniority rights by bumping the last senior bargaining unit member with a comparable job which they are qualified to perform.
XXXXXX & RECALL. 1. It is agreed that when there is a lack of work or funds which require reduction in workforce, the employer may lay off employees as herein provided.
a. Employees who are displaced and have the right to bid shall choose vacated assignments in seniority order beginning with the most senior employee.
b. A district-wide seniority list shall be maintained by the Human Resources Office. A copy of the list shall be proved to the Union. A copy of the list will be maintained in each work location. Employees shall have access to the seniority list at each work location and at the Human Resources Office.
c. Employees transferring into any new job classifications must pass the qualifying test for the assignment if the test is required for the original appointment. If the employee is unable to pass the qualifying test, the employee shall select another assignment. If no other assignments are available, the employee shall receive a lay-off notice.
d. Employees laid off shall be recalled in accordance with Article 12, Sections C-2, 3, 4 and 5 of this Agreement.
e. Health benefits for employees laid off are agreed in Article 24, Section 2-e.
2. Paraprofessionals laid off under the terms of this Agreement will be offered, at the time of layoff, the option to elect to be called for substitute paraprofessional assignments. If the employee does not elect to be called, he or she will be considered to have waived any claim to be called for such substitute assignments. The employer shall offer substitute paraprofessional assignments to laid off paraprofessionals before offering substitute paraprofessional assignments to individuals who have not completed their paraprofessional probation or who have worked only as a substitute paraprofessional.
3. Employees laid off shall be place on a recall list, with a copy provided to the Federation, for a period of thirty-six
XXXXXX & RECALL. Seniority Definition
XXXXXX & RECALL. (a) Whenever it becomes necessary to decrease the workforce all probationary employees will be the first laid off.
(b) Where there is a surplus of employees in a particular classification anyone temporarily assigned to that classification shall be returned to their regular classification and then, if necessary, the least senior employees shall be laid off, subject to the remaining employees being able to maintain quality, safety and productivity standards and be on the same shift schedule.
(c) Employees laid off pursuant to (b) may exercise plant wide seniority to bump into the next highest paid classification for which they have the skill and ability to do the job with the same efficiency. Employees bumped as a result have similar rights. There is no bumping ‘up’.
(d) (i) The Company will cross train senior employees to improve job security by qualifying employees under 12.01(c) for a job likely to be available by seniority in the case of lay off, provided the employee is willing to do the job.
XXXXXX & RECALL. A. Process: In the event the Public Works Director determines that a reduction in force is necessary resulting in layoffs, the Public Works Director or designee will convene a meeting with the COUNCIL to review the layoff action pursuant to the following guidelines:
1. The Public Works Director will determine, by classification and work group, the number of employees to be laid off.
2. The Employer will provide thirty (30) days’ notice to work groups facing layoff and to the Union of the need for layoff(s).
3. All extra help and probationary employees serving within the affected classification and work group will be laid off before any regular employee.
4. Within fifteen (15) days of providing notice, the Employer will ask for volunteers for layoff(s). Also within this period, the Union may offer any other alternatives to layoff, such as reduced hours, furloughs, or departmental reorganization. The Employer will respond to any alternatives offered by the Union within the thirty (30) day notice period.
5. At the end of the thirty (30) day notice period, the Public Works Director, in consultation with the Union, will reassess, by classification and work group, the number of employees to be laid off or any other cost saving measures to be taken. Layoff will occur according to knowledge, skills, and abilities (including performance evaluations, special skills, licenses, and certifications needed to perform a particular assignment within a classification) and seniority. When knowledge, skills, and abilities are substantially equal, seniority will be the determining factor. Seniority is defined according to Article 4 (Definitions).
6. Regular non-probationary employees to be laid off will receive at least fourteen (14) days’ notice, except in the case of a declared budget emergency.
