Common use of and Recall Clause in Contracts

and Recall. In the event of a proposed layoff of a permanent or long-term nature, the Home will provide the Union with at least eight (8) weeks notice. This notice is not in addition to required notice for individual employees. In the event of a layoff of a permanent or long-term nature, the Home will provide affected employees with notice in accordance with the Employment Standards However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as follows: if her service is greater than years weeks notice if her service is greater than years weeks notice if her service is greater than Iyears weeks notice if her service is greater than years weeks notice (a) In the event of lay-off, the Employer shall first lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the skills to perform the An employee who is subject to lay-off shall have the right to either: accept the lay-off; or first bump an employee with less bargaining unit seniority within his or her bargaining unit (full-time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation. Chain bumping will be allowed with the understanding that an employee subject to layoff who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below. Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of lay off at the outset of the process. An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1 of the laid off employees straight time hourly wage rate.

and Recall. In the event of a proposed layoff lay-off of a permanent or long-term nature, the Home will provide the Union with at least eight (8) weeks notice. This notice is not in addition to required notice for individual employees. In the event of a layoff of a permanent or long-term nature, the Home will provide affected employees with notice in accordance with the Employment Standards However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as follows: if her service is greater than years weeks notice if her service is greater than years weeks notice if her service is greater than Iyears years weeks notice if her service is greater than years weeks notice (a) notice In the event of lay-off, the Employer employer shall first lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the skills ability and qualifications as required by law to perform the An employee who is subject to lay-off shall have the right to either: work. accept the lay-off; or first bump displace an employee with less who has lesser bargaining unit seniority within his or her bargaining unit (full-time or part-time) and who is the least senior employee in a lower or identical paying classification for which they are in the bargaining unit if the employee originally subject to lay-off is qualified, as required by law law, for and can perform the duties of the lower or identical paying classification without training other than orientation. Chain bumping will Such employee so displaced shall be allowed with the understanding that an employee subject to layoff who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below. Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of lay off at the outset of the process. An Note: identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1 of the laid off employees employee’s straight time hourly wage rate. In the event that there are no employees with lesser seniority in lower or identical paying classifications as defined in this article, a laid-off employee will have the right to displace an employee with lesser seniority, who is the least senior employee in a classification where the straight time hourly rate at the level of service corresponding to that of the laid off employee is within of the laid off employee's straight time hourly rate provided he is qualified for and can perform the duties without training other than orientation. Such employee so displaced shall be laid off. The decision of the employee to choose or above shall be given in writing to the administrator within one calendar week following the notification of lay-off. Employees failing to do so will be deemed to have accepted the lay-off.

and Recall. In the event of a proposed layoff of a permanent or long-term nature, the Home will provide the Union with at least eight six (8) 6) weeks notice. This notice is not in addition to required notice for individual employees. In the event of a layoff of a permanent or long-term nature, the Home will provide affected employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as follows: if her service is greater than years weeks notice if her service is greater than years weeks notice if her service is greater than Iyears years weeks notice if her service is greater than years weeks notice (a) In the event of lay-off, the Employer employer shall first lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the skills ability and qualifications as required by law to perform the An employee who is subject to lay-off shall have the right to either: work. accept the lay-off; or first bump an employee with less bargaining unit seniority within his or her bargaining unit (full-full- time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the a lower or identical paying classification without training other than orientation. Chain bumping will be allowed with the understanding that an employee subject to layoff who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below. Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of lay off at the outset of the process. An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1 1%) of the laid off employees straight time hourly wage rate. In the event that there are no employees within the laid off employee's classification in either bargaining unit with lesser seniority who have scheduled hours equal to, or less than the employee being laid off, such employee may bump a less senior employee with greater regularly scheduled hours within of the laid off regularly scheduled hours within her classification. When an employee subject to layoff chooses to bump and there are no employees with less seniority within his or her bargaining unit, the seniority lists will be merged and the laid off employee may bump into the other bargaining unit. It is understood and agreed that if a part-time employee bumps a full-time employee as part of the above-noted procedure, the part-time employee is accepting the full-time position only. the event that there are no employees in either bargaining unit with lesser seniority lower or identical paying classification as defined in this article, a laid-off employee will have the right to equal to or less than the employee laid off, in a classification where the straight time hourly rate at the level of service corresponding to that of the laid off employee is within five percent (5%) of the laid off employee's straight time hourly rate provided he or she is qualified for and can perform the duties without training other than orientation. The decision of the employee to choose (I) or above shall be given in writing to the Administrator within three (3) days following the notification of lay-off. Employees failing to do so will be deemed to have accepted the lay-off.

and Recall. In the event of a proposed layoff of a permanent or long-term nature, the Home will provide the Union with at least eight (8) weeks notice. This notice is not in addition to required notice for individual employees. In the event of a layoff of a permanent or long-term nature, the Home will provide affected employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as follows: if her service is greater than years weeks notice if her service is greater than I O years weeks notice if her service is greater than Iyears years weeks notice if her service is greater than years weeks notice (a) In the event of lay-off, the Employer shall first lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the skills to perform the work. An employee who is subject to lay-off shall have the right to either: accept the lay-off; or first bump an employee with less bargaining unit seniority within his or her bargaining unit (full-time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation. Chain bumping will be allowed with the understanding that an employee subject to layoff who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below. Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of lay off at the outset of the process. An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1 1%) of the laid off employees employee’s straight time hourly wage rate. In the event that there are no employees within the laid off employee’s classification in either bargaining unit with lesser seniority who have scheduled hours equal to, or less than the employee being laid off, such employee may bump a less senior employee with greater regularly scheduled hours within of the laid off employee’s regularly scheduled hours within her classification. When an employee subject to layoff chooses to bump and there are no employees with less seniority within his or her bargaining unit, the seniority lists will be merged and the laid off employee may bump into the other bargaining unit. It is understood and agreed that if a part-time employee bumps a full-time employee as part of the procedure, the part- time employee is accepting the full-time position only. In the event that there are no employees in either bargaining unit with lesser seniority in lower or identical paying classifications as defined in this article, a employee will have the right to displace an employee with less seniority, who has scheduled hours equal to or less than the employee laid off, in a classification where the straight time hourly rate at the level of service corresponding to that of the laid off employee is within five percent (5%) of the laid off employee’s straight time hourly rate provided he or she is qualified for and can perform the duties without training other than orientation. The decision of the employee to choose or above shall be given in writing to the Administrator within three (3) days following the notification of lay-off. Employees failing to do so will be deemed to have accepted the lay-off.

and Recall. In the Inthe event of a proposed layoff of a permanent or permanentor long-term nature, ,the Home will provide the Union with Unionwith at least eight (8) weeks six notice. This notice is not in addition to required notice for individual employeesnoticefor individualemployees. In the event of a layoff of a permanent or long-term nature, the Home will provide affected employees with notice in accordance with accordancewith the Employment Standards StandardsAct. However, the Employment Standards will be deemed to be amended to provide notice to noticeto the affected employee as follows: if her service is greater than years weeks notice if her service is greater than years weeks notice if her service is greater than Iyears weeks years notice if her service is greater than years weeks notice (a) In the notice Inthe event of lay-off, the Employer shall first lay-off employees in the inthe reverse order of their seniority within their classification, provided that providedthat there remain on the job employees who have the skills ability and qualifications to perform the work. It is understood that full time employees can bump part- time employees in the event of a layoff, part-time, however, cannot bump full-time. An employee who is subject to lay-off shall have the right to either: accept the lay-off; or first bump displace an employee with less who has lesser bargaining unit seniority within his or her bargaining unit (full-time or part-time) and who is the least senior employee in a lower or identical paying classification in the bargaining unit if the employee originallysubjectto lay-off isqualified,as requiredby law,for which they are qualified, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation. Chain bumping Such employee so displaced shall be laid off. Note: An identical payingclassificationshall include any classification where the straight time rate at the level of service correspondingto that of the laid off employee is within one percentthe laid off employees straight time hourlywage rate. eventthat there are no employeesineither bargainingunit with lesserseniority in loweror identicalpaying defined in this article, a laid-offemployee will be allowed with have the understanding that right to displace an employee subject to layoff who chooses to bump, must bump the employee with less seniority seniority, who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below. Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of lay off at the outset of the process. An identical paying classification shall include any in a classification where the straight time hourly wage rate at the level of service corresponding to correspondingto that of the laid off employee is within one five percent (1 5%) of the laid off employees employee’s straight time hourly wage raterateprovidedhe or she is qualifiedfor and can performthe duties without training other than orientation. Such an employee so displaced shall be laid off. The decision of the employeeto choose or above shall be given inwriting to the Administratorwithin one (1) calendarweek following the notification of lay-off. Employeesfailing to do so will be deemed to have accepted the lay-off. An employee shall havethe recallfrom a lay-offto an available opening, inorder of seniority, providedshe hasthe skillsto performthework. In determiningthe skills of an employeeto performthe work for the purposesof the paragraphabove, the Employershall not act in an arbitrary manner. An employee recalledto work in a different classification from which she was laid off shall right of returningto the positionsheheld the lay- off should it becomevacantwithin twelve (12) being recalled, qualificationsfor thejob have not changed. No new employees shall be hired until all those laid off have been given an opportunityto returnto work and havefailed to do so, in accordancewiththe loss of seniority provision, or have been found unable to perform the work available. It isthe sole the employeewho has been laid off to notifythe Employer of his intention to return to work within three (3) working days (exclusiveof Saturdays, Sundaysand Paid being notifiedto do so by registered mail, addressed to the last address on record with the Employer (which notificationshall be deemedto have been received second day following the date of mailing) and return to work within ten working days after being notificationshall state to which the employee is eligible to be recalled and the date and time at which the employee shall report for work. The employee is solely responsible for his proper address being on record with the Employer. Employees on lay-off or notice of lay-off shall be given preference for temporary vacancies which are expectedto exceedtwenty (20) days of work. An employee who has been recalledto such temporaryvacancy shall not be required to accept such recall and may instead remain on lay-off.

and Recall. In the event of a proposed layoff of a permanent or long-term nature, the Home will provide the Union with at least eight (8) weeks notice. This notice is not in addition to required notice for individual employees. In the event of a layoff of a permanent or long-term nature, the Home will provide affected employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as follows: if her service is greater than years weeks notice if her service is greater than years weeks notice if her service is greater than Iyears years weeks notice if her service is greater than years weeks notice (a) In the event of lay-off, the Employer shall first lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the skills to perform the work. An employee who is subject to lay-off shall have the right to either: accept the lay-off; or first bump an employee with less bargaining unit seniority within his or her bargaining unit (full-time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation. Chain bumping will be allowed with the understanding that an employee subject to layoff who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below. Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of lay off at the outset of the process. An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1 1%) of the laid off employees straight time hourly wage rate. In the event that there are no employees within the laid off employee’s classification in either bargaining unit with lesser seniority who have scheduled hours equal to, or less than the employee being laid off, such employee may bump a less senior employee with greater regularly scheduled hours within of the laid off employee’s regularly scheduled hours within her classification. When an employee subject to layoff chooses to bump and there are no employees with less seniority within his or her bargaining unit, the seniority lists will be merged and the laid off employee may bump into the other bargaining unit. It is understood and agreed that if a part-time employee bumps a full- time employee as part of the above-noted procedure, the part-time employee is accepting the full-time position only. In the event that there are no employees in either bargaining unit with lesser seniority in lower or identical paying classifications as defined in this article, a laid-off employee will have the right to displace an employee with less seniority, who has scheduled hours equal to or less than the employee laid off, in a classification where the straight time hourly rate at the level of service corresponding to that of the laid off employee is within five percent (5%) of the laid off employee’s straight time hourly rate provided he or she is qualified for and can perform the duties without training other than orientation. The decision of the employee to choose or above shall be given in writing to the Administrator within three (3) days following the notification of lay-off. Employees failing to do so will be deemed to have accepted the lay-off.

and Recall. In the event of a proposed layoff of a permanent or long-term nature, the Home will provide the Union with at least eight (8) weeks notice. This notice is not in addition to required notice for individual employees. In the event of a layoff of a permanent or long-term nature, the Home will provide affected employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as follows: if her service is greater than years weeks notice if her service is greater than years weeks notice if her service is greater than Iyears years weeks notice if her service is greater than years weeks notice (a) In the event of lay-off, the Employer shall first lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the skills to perform the work. An employee who is subject to lay-off shall have the right to either: accept the lay-off; or first bump an employee with less bargaining unit seniority within his or her bargaining unit (full-time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the performthe duties of the lower or identical paying classification without training other than orientation. Chain bumping will be allowed with the understanding that understandingthat an employee subject to layoff who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below. Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of lay off at the outset of the process. An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1 of the laid off employees straight time hourly wage rate. In the event that there are no employees within the laid off employee’s classification in either bargaining unit with lesser seniority who have scheduled hours equal to, or less than the employee being laid off, such employee may bump a less senior employee with greater regularly scheduled hours within of the laid off employee’s regularly scheduled hours within her classification. When an employee subject to layoff chooses to bump and there are no employees with less seniority within his or her bargaining unit, the seniority lists will be merged and the laid off employee may bump into the other bargaining unit. It is understood and agreed that if a part-time employee bumps a full- time employee as part of the above-noted procedure, the part-time employee is accepting the full-time position only. In the event that there are no employees in either bargaining unit with lesser seniority in lower or identical paying classificationsas defined in this article, a laid-off employee will have the right to displace an employee with less seniority, who has scheduled hours equal to or less than the employee laid off, in a classification where the straight time hourly rate at the level of service corresponding to that of the laid off employee is within five percent (5%) of the laid off employee’s straight time hourly rate provided he or she is qualified for and can performthe duties without training other than orientation. The decision of the employee to choose or above shall be given in writing to the Administrator within three (3) days following the notification of lay-off. Employees failing to do so will be deemed to have accepted the lay-off. An employee shall have opportunity of recall from a lay-off to an available opening, in order of seniority, provided she has the skills to performthe work. In determining the skills of an employee to perform the work for the purposes of the paragraph above, the Employer shall not act in an arbitrary manner. An employee recalled to work in a different classification from which she was laid off shall have the right of returning to the position she held prior to the lay-off should it become vacant within twelve (12) monthsof being recalled, if qualifications for the job have not changed. No new employees shall be hired until all those laid off have been given an opportunityto return to work and have failed to do so, in accordance with the loss of seniority provision, or have been found unable to perform the work available. It is the sole responsibilityof the employee who has been laid off to notifythe Employer of his intention to return to work within three (3) working days (exclusive of Saturdays, Sundays and Paid Holidays) after being notified to do so by registered mail, addressed to the last address on record with the Employer (which notification shall be deemed to have been received after the second day following the date of mailing) and return to work within ten (1O) working days after being notified. The notification shall state the job to which the employee is eligible to be recalled and the date and time at which the employee shall report for work. The employee solely responsible for his proper address being on record with the Employer.

and Recall. In the event of a proposed layoff of a permanent or long-term nature, the Home will provide the Union with at least eight six (8) 6) weeks notice. This notice is not in addition to required notice for individual employees. In the event of a layoff lay-off of a permanent or long-term nature, the Home will provide affected employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as follows: if her is greater than years weeks notice if her service is greater than years weeks notice if her service is greater than years weeks notice if her service is greater than Iyears years weeks notice if her service is greater than years weeks notice (a) In the event of lay-off, the Employer shall first lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the skills ability and qualifications as required by law to perform the An employee who is subject to lay-off shall have the right to either: work. accept the lay-off; or first bump an employee with less bargaining unit seniority within his or her bargaining unit (full-full- time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation. Chain bumping will be allowed with the understanding that an employee subject to layoff who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below. Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of lay off at the outset of the process. An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1 1%) of the laid off employees employee’s straight time hourly wage rate.