Common use of AND SEVERANCE Clause in Contracts

AND SEVERANCE. The Union shall be advised in writing at least one hundred and twenty (120) days in advance of any reductions in the indeterminate workforce, planned by the Employer. The notice will outline the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Article. The Employer may offer voluntary early retirement or a separation incentive ((‘lump sum” buy out for voluntary lay-off) to any employee. Where the Employer meets with an employee to advise them of such opportunities, the employee may request and be represented by an Alliance representative. There shall be no temporary or permanent layoff of any employee, who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another vacant position in accordance with this Article, and provided that the employee can establish that has the ability to perform the job within a reasonable for on the job training. An employee who could be affected by a reduction in the workforce be offered assignment or appointment to any vacant position at the same classification level within the bargaining unit providing the employee can establish that he or she has the ability to the job. The employee will be provided a reasonable for training to become qualified. If an employee refuses an assignment or appointment to a position at the same classification level within the bargaining unit shall be laid off with recall rights as provided for in this article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, an employee may be assigned to a vacant position of a lower classification level in the bargaining units providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable for training to become qualified. The employee will have priority rights to return to a position at the same classification level as former position. If an employee accepts an assignment to a lower classification level with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently an appointment to a position at the same classification level as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level position to which had been assigned. If an employee an assignment to a position at a lower classification level within the bargaining unit shall be laid off with recall rights as provided for in this article. Employees subject to layoff will be notified sixty (60) days in advance of their layoff date. During this period those employees will be granted reasonable leave with pay for the purpose of being interviewed and examined by a prospective employer and to such additional leave with pay as the employer considers reasonable for related travel. Employees to be laid off will also be provided with a job search assistance program coordinated by the Human Resources Department. Employees subject to an shall have the option of

AND SEVERANCE. The Union shall be advised in writing at least one hundred and twenty (120) days in advance of any reductions in the indeterminate workforce, planned by the Employer. The notice will outline the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Article. The Employer may offer voluntary early retirement or a separation incentive ((‘“lump sum” buy out for voluntary lay-off) to any employee. Where the Employer meets with an employee to advise them of such opportunities, the employee may request and be represented by an Alliance representative. There shall be no temporary or permanent layoff of any indeterminate employee, who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another vacant position in accordance with this Article, and provided that the employee can establish that has the ability to perform the job within a reasonable for on the job training. An indeterminate employee who could be affected by a reduction in the workforce shall be offered assignment or appointment to any vacant position at the same classification level within the bargaining unit providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable for training to become qualified. If an employee refuses an assignment or appointment to a position at the same classification level within the bargaining unit shall be laid off with recall rights as provided for in this article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, an employee may be assigned to a vacant position of a lower classification level in the bargaining units providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable for training to become qualified. The employee will have priority rights to return to a position at the same classification level as former position. If an employee accepts an assignment to a lower classification level with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently refuse an appointment to a position at the same classification level as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level position to which had been assigned. If an employee refuses an assignment to a position at a lower classification level within the bargaining unit shall be laid off with recall rights as provided for in this article. Employees subject to layoff will be notified sixty (60) days in advance of their layoff date. During this period those employees will be granted reasonable leave with pay for the purpose of being interviewed and examined by a prospective employer and to such additional leave with pay as the employer considers reasonable for related travel. Employees to be laid off will also be provided with a job search assistance program coordinated by the Human Resources Department. Employees subject to an shall have the option of.

AND SEVERANCE. The Union shall be advised in writing at least one hundred and twenty (120) days in advance of any reductions in the indeterminate workforce, planned by the Employer. The notice will outline the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Article. The Employer may offer voluntary early retirement or a separation incentive ((‘"lump sum” buy out for voluntary lay-offlayoff) to any employee. Where the Employer meets with an employee to advise them of such opportunities, the employee may request and be represented by an Alliance representative. There shall be no temporary or permanent layoff of any indeterminate employee, who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another vacant position in accordance with this Article, and provided that the employee can establish that has the ability to perform the job within a reasonable for on the job training. An indeterminate employee who could be affected by a reduction in the workforce shall be offered assignment or appointment to any vacant position at the same classification level band within the bargaining unit providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. If an employee refuses an assignment or appointment to a position at the same classification level band within the bargaining unit shall be laid off with recall rights as provided for in this article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, an employee may be assigned to a vacant position of a lower classification level band in the bargaining units providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. The employee will have priority rights to return to a position at the same classification level band as former position. If an employee accepts an assignment to a lower classification level band with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently refuse an appointment to a position at the same classification level band as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level band position to which had been assigned. If an employee refuses an assignment to a position at a lower classification level band within the bargaining unit shall be laid off with recall rights as provided for in this article. Employees subject to layoff will be notified sixty (60) days in advance of their layoff date. During this period those employees will be granted reasonable leave with pay for the purpose of being interviewed and examined by a prospective employer and to such additional leave with pay as the employer considers reasonable for related travel. Employees to be laid off will also be provided with a job search assistance program coordinated by the Human Resources Department. Employees subject to an shall have the option of.

AND SEVERANCE. The Union shall be advised in writing at least one hundred and twenty (120) days in advance of any reductions in the indeterminate workforce, planned by the Employer. The notice will outline the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Article. The Employer may offer voluntary early retirement or a separation incentive ((‘"lump sum” " buy out for voluntary lay-off) to any employee. Where the Employer meets with an employee to advise them of such opportunities, the employee may request and be represented by an Alliance representative. There shall be no temporary or permanent layoff of any indeterminate employee, who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another vacant position in accordance with this Article, and provided that the employee can establish that has the ability to perform the job within a reasonable timeframe for on the job training. An indeterminate employee who could be affected by a reduction in the workforce shall be offered assignment or appointment to any vacant position at the same classification level within the bargaining unit providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. If an employee refuses an assignment or appointment to a position at the same classification level within the bargaining unit shall be laid off with recall rights as provided for in this article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, an employee may be assigned to a vacant position of a lower classification level in the bargaining units providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. The employee will have priority rights to return to a position at the same classification level as former position. If an employee accepts an assignment to a lower classification level with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently refuse an appointment to a position at the same classification level as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level position to which had been assigned. If an employee refuses an assignment to a position at a lower classification level within the bargaining unit shall be laid off with recall rights as provided for in this article. Employees subject to layoff will be notified sixty (60) days in advance of their layoff date. During this period those employees will be granted reasonable leave with pay for the purpose of being interviewed and examined by a prospective employer and to such additional leave with pay as the employer considers reasonable for related travel. Employees to be laid off will also be provided with a job search assistance program coordinated by the Human Resources Department. Employees subject to an shall have the option of.

AND SEVERANCE. The Union shall be advised in writing at least one hundred and twenty (120) days in advance of any reductions in the indeterminate workforce, planned by the Employer. The notice will outline the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Article. The Employer may offer voluntary early retirement or a separation incentive ((‘"lump sum” buy out for voluntary lay-offlayoff) to any employee. Where the Employer meets with an employee to advise them of such opportunities, the employee may request and be represented by an Alliance representative. There shall be no temporary or permanent layoff of any indeterminate employee, who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another vacant position in accordance with this Article, and provided that the employee can establish that has the ability to perform the job within a reasonable for on the job training. An indeterminate employee who could be affected by a reduction in the workforce shall be offered assignment or appointment to any vacant position at the same classification level band within the bargaining unit providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable for training to become qualified. If an employee refuses an assignment or appointment to a position at the same classification level band within the bargaining unit shall be laid off with recall rights as provided for in this article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, an employee may be assigned to a vacant position of a lower classification level band in the bargaining units providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable for training to become qualified. The employee will have priority rights to return to a position at the same classification level band as former position. If an employee accepts an assignment to a lower classification level band with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently refuse an appointment to a position at the same classification level band as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level band position to which had been assigned. If an employee refuses an assignment to a position at a lower classification level band within the bargaining unit shall be laid off with recall rights as provided for in this article. Employees subject to layoff will be notified sixty (60) days in advance of their layoff date. During this period those employees will be granted reasonable leave with pay for the purpose of being interviewed and examined by a prospective employer and to such additional leave with pay as the employer considers reasonable for related travel. Employees to be laid off will also be provided with a job search assistance program coordinated by the Human Resources Department. Employees subject to an shall have the option of.