Pre-Layoff Canvass. (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause 13.3 (Layoff), the Employer will canvass employees in order to invite:
(1) placement on the casual call-in and recall lists with no loss of seniority; or
(2) early retirement; or
(3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority.
(b) Responses from employees to the Pre-Layoff Canvass will only be received by the Employer for consideration if submitted within seven days of issuance of a written notice to the employee or group of employees.
(c) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection.
Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article 13.3. the Employer may canvass employees in order to invite:
(1) placement into a vacant, regular position in the employee’s classification; or
(2) placement into a vacant regular position in another classification for which he/she is qualified and would not be a promotion; or
(3) placement on the auxiliary call-in and recall lists with no loss of seniority; or
(4) resignation with severance as provided for in Article 13.
(b) Where an employee selects an option or accepts an offer of placement, once confirmed in writing, such acceptance is final and binding upon the employee and subject to the agreement of the Employer.
(c) Responses from employees to the Pre-Layoff Canvass will only be received by the Employer for consideration if submitted within seven (7) days of issuance of a written notice to the employee or group of employees.
Pre-Layoff Canvass.
(a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff. Prior to the layoff of regular employees under Article 13.3 (Layoff), the Employer will canvass employees in order to invite:
(1) placement on the casual call-in and recall lists with no loss of seniority; or
(2) early retirement; or
(3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority.
(b) Responses from employees to the Pre-Layoff Canvass will only be received by the Employer for consideration if submitted within seven days of issuance of a written notice to the employee or group of employees.
(c) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection.
Pre-Layoff Canvass. (a) Where the Employer identifies to the Union a need to proceed with a layoff of Employees pursuant to Article 12.1, the Employer shall, prior to issuing a layoff notice to any Employee under Article 12, canvass any Employee or group of Employees within the area identified for reduction in order to invite on a voluntary basis:
(1) placement of an Employee(s) into a vacant position(s);
(2) resignation of an Employee(s) with severance and other benefits as provided for in Article 12; or
(3) where eligible, early retirement.
(b) Where an Employee(s) selects an option or accepts an offer of placement, which shall be confirmed in writing by the Employer, such acceptance is final and binding on the Employee.
(c) Responses from Employees to the Pre-Layoff canvass will only be received by the Employer for consideration if submitted within ten (10) days of issuance of a written notice to the Employee or group of Employees within the area identified for reduction and to the Union of the Pre-Layoff Canvass.
(d) Where the number of Employees choosing to exercise their options under this provision exceeds the number of positions to be reduced, the determination shall be on the basis of seniority.
(e) Pre-Layoff canvass will apply, except under the following conditions:
Pre-Layoff Canvass.
(a) Prior to the layoff of regular employees under Clause 13.3. the Employer may canvass employees in order to invite:
(1) placement into a vacant, regular position in the employee's classification; or
(2) placement into a vacant regular position in another classification for which they are qualified and would not be a promotion; or
(3) placement on the casual call-in and recall lists with no loss of seniority; or
(b) Where an employee selects an option or accepts an offer of placement, once confirmed in writing, such acceptance is final and binding upon the employee and subject to the agreement of the Employer.
(c) Responses from employees to the pre-layoff canvass will only be received by the Employer for consideration if submitted within seven days of issuance of a written notice to the employee or group of employees.
Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article 13.3, the Employer may canvass employees in order to invite:
(1) placement on the casual call-in and recall lists with no loss of seniority;
(2) early retirement; or
(3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they shall be offered to qualified employees on the basis of seniority.
(b) Responses from employees to the Pre-Layoff Canvass will only be received by the Employer for consideration if submitted within seven (7) days of issuance of a written notice to the employee or group of employees.
(c) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer.
Pre-Layoff Canvass.
(a) The Company will advise the Union and team members of the number of individuals and classifications likely to be affected by a prospective layoff. The Company shall advise the Union of the results of the pre-layoff canvass.
(1) placement into a vacant regular position;
(2) resignation with xxxxxxxxx as provided for in 13.2(e) or 13.3(h) as appropriate; or
(3) where eligible, early retirement.
(b) Where a team member selects an option or accepts an offer of placement, once confirmed in writing, such acceptance is final and binding upon the team member, subject to the agreement of the Company.
(c) The Company may establish reasonable time periods in which responses from team members will be received for consideration.
(d) Where the pending layoffs are a result of a substantial reorganization the Company will conduct a pre-layoff canvass pursuant to (a) above.
Pre-Layoff Canvass. Where the Society identifies to the Union a need to proceed with a layoff of employees pursuant to Article 20.1, the Society will, prior to issuing a layoff notice to any employee under Article 20, canvass any employee or group of employees within the area identified for reduction in order to invite on a voluntary basis: placement of an employee(s) into a vacant position(s); or resignation of an employee(s) with severance and other benefits as provided for in the Where an employee(s) selects an option or accepts an offer of placement, which will be confirmed in writing by the Society, such acceptance is final and binding on the employee. Responses from employees to the Pre-Layoff Canvass will only be received by the Society for consideration if submitted within 10 days of issuance of a written notice of the Pre-Layoff Canvass to the Union and to the employee or group of employees within the area identified for reduction. Where the number of employees choosing to exercise their options under this provision exceeds the number of positions to be reduced, the determination will be by the Society based on the needs of the school and the merit of the employees.
Pre-Layoff Canvass. Where the College identifies a need to proceed with a layoff pursuant to Article 14.6, the College shall notify the bargaining unit Chairperson and the staff representative, in writing, prior to the issuing of any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), the campus, the pay level classification and qualifications of the position(s), the reasons for layoff, and the cost reduction. The bargaining unit Chairperson, the staff representative and the Associate Vice President, Human Resources, or designate, will meet to discuss a pre-layoff canvass. The discussion will include:
(a) identifying where the reduction(s) is required and number of position(s) to be affected;
(b) identify specific position(s) to be canvassed based on a review of the pay level, classification and qualifications of the position(s) targeted for reduction. Once the position(s) to be canvassed are agreed upon by the parties, the College shall conduct the pre-layoff canvass by sending out written notice to identified employee(s) in (b) above. Response from employee(s) to the voluntary layoff canvass must be submitted to the Human Resources Department within ten (10) working days of issuance of the written notice. Employee responses shall be in writing.
Pre-Layoff Canvass. (a) Where the Employer identifies to the Union a need to proceed with a layoff of Employees pursuant to Article 12.1, the Employer shall, prior to any layoff of Employees under Article 12, canvass in writing any Employee or group of Employees within the area identified for reduction in order to invite on a voluntary basis:
(1) Placement of an Employee(s) into a vacant position(s); or
(2) Resignation of an Employee(s) with severance as provided for in Article 12, as well as any payout of outstanding vacation and banked sick leave if applicable; or
(3) Where eligible, early retirement (see Article 12.10).
(b) Where an Employee(s) selects an option or accepts an offer of placement, which shall be confirmed in writing by the Employer, such acceptance is final and binding on the Employee.
(c) Responses from Employees to the Pre-Layoff Canvass will only be received by the Employer for consideration if submitted in writing within five (5) work days, or a longer period agreed to between the parties, of issuance of a written notice to the Employee or group of Employees within the area identified for reduction and to the Union of the Pre-Layoff Canvass.
