LAYOFFS AND RECALLS. (a) Employees will be laid off in reverse order of seniority whenever there is a reduction of employees in the bargaining unit. The only exception to this provision is when the client requests in writing that a specific security guard be retained at their site. Guards can bump due to (1) loss of site, (2) being bumped by a senior guard, (3) client removal for non-disciplinary reasons, (4) return from approved leave of absence or (5) loss of position on a site.
(b) The Company shall notify employees whose position is to be eliminated due to the loss of work at a specific site or the loss of the entire site at least five (5) working days prior to the effective date of termination of the position. Such employee will be entitled to bump junior employees at other sites in order to maintain employment and status. The company will meet with the affected employee and their Union representative as quickly as possible after notification in order to allow the employee to review options and make an informed decision where they wish to bump into. The parties will attempt to place the security guard into an alternate site where said guard will not lose any days of pay, but in no event, will the placement, or bumping take more than five (5) working days (no more than five (5) unpaid days). If an employee is not slotted into their new position within said five (5) working days, the company will provide payment in lieu of work. During the up to five (5) days waiting period, the employee will be entitled to be on top of the spare board list if they so desire.
(c) The Company shall generally give notice of recall by registered mail to the last recorded address of the employee. The employee shall keep the Company informed of the employee's present address of location where he may be reached. The employee who fails to do so shall forfeit his right of recall.
(d) If, within one (1) calendar day from the receipt of such notice, the employee accepts the recall, the job will be held open for one (1) calendar day from the day of the employee's acceptance. In the event that such recalled employee is employed elsewhere at the time of recall, the Company will hold the position vacant for two (2) weeks if the Company has received appropriate advance notice from its client.
(e) In circumstances where the Company must fill vacant positions without delay, the Company shall give notice of recall by telephone until able to find a qualified employee who is prepared to report to work immediat...
LAYOFFS AND RECALLS. 13.01 Both Parties recognize that job security should increase in proportion to the length of service. Therefore, in the event of a layoff, employees shall be laid off in the reverse order of seniority. Employees shall be recalled in order of their seniority providing they are qualified to do the work.
13.02 A layoff shall be defined as a reduction in the workforce.
13.03 No new employees will be hired until those laid off have been given an opportunity of re- employment providing they are qualified to do the work, which is available within the bargaining unit.
13.04 The Corporation shall notify employees who are to be laid off by providing them with a minimum of five (5) working months notice before the layoff is to be effective. If the employee laid off has not had the opportunity to work five (5) months after the notice of layoff, they shall be paid in lieu of work for that part of the five (5) months during which work was not made available.
13.05 In order that the operations of the Union will not become disorganized when layoffs are being made, members of the Local Executive Board shall be the last persons laid off during their term of office as long as full-time work, which they are qualified to perform is available.
13.06 The Corporation’s decision on acceptance or denial of a bump shall be communicated in writing to affected employees and the Union within five (5) working days. An employee who has been served notice of layoff as outlined above shall bump the employee with the lowest seniority in the classification in which the employee has elected to bump based on their skill and ability to perform the work. No part-time or casual employee shall displace a full-time employee in any classification.
13.07 An employee affected by layoff will be given an orientation and assessment period as deemed appropriate by the Corporation. Should the Corporation deem the employee unsatisfactory or unsuitable, the employee will be advised that they are to be laid off and will be allowed to exercise their bumping rights into another position. Such decision will not prejudice future consideration of the employee under a posted vacancy for the same position. Any other employee displaced as a result of the above rearrangements of positions shall be returned to their position without loss of seniority, benefits, or wage/salary. Should the employee find the new position unsatisfactory within thirty (30) working days, the employee will inform the Human Resources Departme...
LAYOFFS AND RECALLS. 10.01 When reducing staff or recalling laid off employees, seniority shall prevail provided the senior employee has the ability and fitness, as determined by the Co- operative, to handle the work to be performed.
10.02 The Co-operative shall notify employees who are to be laid off, fourteen (14) calendar days prior to the effective date of the layoff, or award pay in lieu thereof.
10.03 When the Co-operative recalls an employee who has been laid off, it shall notify such employee by registered letter, addressed to the employee's last known address. The employee concerned must notify the Co-operative within seven (7) calendar days of the mailing of such letter, stating their acceptance or refusal of the employment offered.
10.04 It shall be the responsibility of the employee to leave their current address and phone number with the Co-operative.
LAYOFFS AND RECALLS. 9.01 When reducing staff or recalling laid off employees, seniority in the classification affected shall prevail providing the senior employee has the ability and qualifications as evaluated by the Employer to handle the work to be performed. An employee laid off under this clause can bump a junior person in any classification provided they have the ability and qualifications to handle the work to be performed.
9.02 When the Employer recalls an employee who has been laid off, it shall notify such employee by telephone or registered letter addressed to the employee’s last known address. The employee concerned must notify the Employer within five (5) days of the telephone call or mailing of such letter stating his/her acceptance or refusal of the employment offered. If an employee fails to report for work within five (5) days of mailing of such notice but does report within thirty (30) days showing good cause for having failed within the five (5) days, he/she shall be notified of the next vacancy and his/her seniority shall be retained. Good cause shall be sickness, verified by the certificate of a medical practitioner, insufficient travelling time, or accident. The Union will be notified when a re-call notice is being issued.
9.03 Where an employee has been in the continuous service of the Employer for at least three (3) consecutive months, the Employer shall not lay off the employee without giving the employee at least the following notice or pay in lieu thereof:
(a) One week's written notice where his/her period of employment is more than three months but less than one year;
(b) Two weeks written notice where his/her period of employment is one year or more but less than three years;
(c) Four weeks written notice where his/her period of employment is three years or more but less than five years;
(d) Six weeks written notice where his/her period of employment is five years or more but less than ten years;
(e) Eight weeks written notice where his/her period of employment is ten years or more.
LAYOFFS AND RECALLS. In the event of a lay-off, employees having the least seniority in the classification to be reduced will be laid off first and will be recalled based on the most senior employee by classification back to work first. • An employee, electing to exercise his/her seniority by bumping into another classification, will be retained provided he/she is satisfactorily able to perform the work to be done, after a three (3) day familiarization period and a formal assessment by the Joint Health and Safety Committee. • The union plant committee will be retained in the employee of the company during their respective terms of office, notwithstanding their position on the seniority list, so long as the company has work available which they are qualified for and willing to perform. • The company will provide the chairperson of the union plant committee with a list of employees to be laid off or recalled, also any cancellation of such notices. • In the event of an indefinite lay-off, employees will be retained based on inverse seniority and training (to a maximum of one (1) week will be provided) to perform the work required. Where the employee will not be able to perform the work with training. Then the next senior employee who can perform the work with training will be retained. In the event indefinite lay-offs occur, the company in conjunction with the plant committee will have up to 48 hours to move employees onto other crews in accordance with their seniority in conjunction with the union committee. • A temporary adjustment means a reduction in the working force necessitated by unplanned occurrences which require partial or full curtailment of operations and over which management has no control. Such occurrences are usually for a limited duration and are caused for example by parts or material shortages, machinery or equipment failures, temporary tooling or production difficulties, labour disputes, emergencies or acts of God. • In the event of a temporary layoff, the Company and the Union will mutually agree to work out methods which will be applied in inverse seniority layoffs. In the event that the company requires a temporary adjustment in its workforce, the company agrees an employee who has worked eight (8) hours during the week and the work week is canceled, the company will pay each employee 85% of his/her base rate on the normal pay period. SUB Fund
LAYOFFS AND RECALLS. All cases of layoff shall be by Department seniority by Job Title providing the remaining employees have the skill, ability, prior work experience and efficiency to perform the available work within one (1) work shift.
LAYOFFS AND RECALLS. During layoffs or reductions in the working force, the employee with the least seniority in the job classification affected shall be laid off first. When the working force is again increased, employees on layoff shall be recalled in the order of their job classification seniority, unless circumstances have occurred during the layoff which make them disqualified. Ability to perform the work available shall be a determining factor in following the principle that the last employee laid off will be the first employee rehired.
LAYOFFS AND RECALLS. 12.01 When, in the opinion of the Employer, a reduction of the workforce is necessary, probationary employees and students shall be laid off first. If further reductions are necessary the Employer shall be guided by the following considerations (not necessarily in this order):
a. Length of service of the employee;
b. The productivity of the employee;
c. The ability of the employee;
d. Willingness to travel of the employee.
12.02 The Employer agrees to notify the Union (Xxxxxxx or Representative) of the names of employees laid off within the pay period of the date during which the layoff occurred.
LAYOFFS AND RECALLS. 24.01 The Employer will give at least seven (7) days notice to employees and the Union to any contemplated layoffs. The term “layoff” includes a reduction in the total number of full-time positions in the bargaining unit.
24.02 a) Whenever it becomes necessary to decrease the working force, the Company will determine the staffing compliment required.
LAYOFFS AND RECALLS. Layoffs and recalls shall be based on seniority as defined herein. Recall rights shall continue to apply until a new collective bargaining agreement is agreed to by the parties.
