Common use of CONDITIONS FOR LAYOFF Clause in Contracts

CONDITIONS FOR LAYOFF. (a) Where it becomes necessary to make staff reductions in the bargaining unit, the Employer shall consider reducing by attrition wherever possible, and only thereafter shall displacement or layoff be used. (b) Where a position has been reduced in hours, the employee in the position may choose to accept the reduced hours or exercise her rights under Article 7.06. (c) An employee may only be laid off or displaced due to the discontinuation of a function system-wide, the closure of a service outlet or a reduction in overall library funding. The Employer shall give at least forty-five (45) calendar days general notice, in writing, of the reasons for layoff and displacement, to the Union and employees. (d) Within fifteen (15) calendar days of giving a notice of layoff or displacement, in accordance with Article 7.05(c), the Employer shall meet with the Union to discuss a means of avoiding or minimizing the displacement or layoff and the effects thereof. (e) Provided the Employer and the Union and the employee involved agree, where an employee is being laid off or displaced and the Employer is: (1) willing to create a new position; or (2) willing to add hours or otherwise adjust an existing position that is vacant; or (3) aware of an upcoming vacancy; for which the employee to be laid off or displaced would be qualified and that is at the same or a lower level, the employee may be appointed to the vacancy, thereby avoiding the bumping process. Use of this Article is deemed not to be a violation of any provision of the collective agreement. (f) The Employer shall provide specific notice to those employees who will be laid off or displaced at least twenty-one (21) calendar days in advance of the layoffs or displacements commencing. During the twenty-one (21) days following specific notice being provided, employees shall be permitted to explore their options for bumping. The Employer shall provide a timely response to all inquiries pertaining to job specifications, including minimum qualifications, hours of work and duties.

CONDITIONS FOR LAYOFF. (a) Where it becomes necessary to make staff reductions in the bargaining unit, the Employer shall consider reducing by attrition wherever possible, and only thereafter shall displacement or layoff be used. (b) Where a position has been reduced in hours, the employee in the position may choose to accept the reduced hours or exercise her their rights under Article 7.06. (c) An employee may only be laid off or displaced due to the discontinuation of a function system-wide, the closure of a service outlet or a reduction in overall library funding. The Employer shall give at least forty-five (45) calendar days general notice, in writing, of the reasons for layoff and displacement, to the Union and employees. (d) Employees in the position of Adult ELL Program Coordinator or Adult Literacy Program Coordinator may, in addition to the reasons set out in Article 7.05(c), be laid off or displaced due to the discontinuation of the grant, a reduction in grant funding, or a need to reallocate a service or hours to an alternative location. Where feasible, the Employer will give at least forty-five (45) calendar days’ general notice, in writing, of the reasons for layoff and displacement, to the Union and employees. (e) Within fifteen (15) calendar days of giving a notice of layoff or displacement, in accordance with Article 7.05(c), the Employer shall meet with the Union to discuss a means of avoiding or minimizing the displacement or layoff and the effects thereof. (ef) Provided the Employer and the Union and the employee involved agree, where an employee is being laid off or displaced and the Employer is: (1) willing to create a new position; or (2) willing to add hours or otherwise adjust an existing position that is vacant; or (3) aware of an upcoming vacancy; for which the employee to be laid off or displaced would be qualified and that is at the same or a lower level, the employee may be appointed to the vacancy, thereby avoiding the bumping process. Use of this Article is deemed not to be a violation of any provision of the collective agreement. (fg) The Employer shall provide specific notice to those employees who will be laid off or displaced at least twenty-one (21) calendar days in advance of the layoffs or displacements commencing. During the twenty-one (21) days following specific notice being provided, employees shall be permitted to explore their options for bumping. The Employer shall provide a timely response to all inquiries pertaining to job specifications, including minimum qualifications, hours of work and duties. (h) During the portion of the year that a seasonal employee is not working, a seasonal employee will be considered on layoff, subject to the following: (1) Articles 7.05 and 7.06 will not apply. (2) Upon request, a Record of Employment will be issued at the beginning of the period of layoff. (3) Employees will maintain and continue to accrue service and seniority. (4) Subject to the terms of the Benefits and Pension plans, eligible employees will bear the total cost of any benefits and pension continued during the period of layoff but will be ineligible for Long-Term Disability coverage. Group benefits must be maintained throughout the period of layoff with post-dated cheques received by Human Resources prior to the commencement of the layoff. Where an employee chooses to continue Pension contributions during the period of layoff, the employee must provide post-dated cheques to Human Resources prior to the commencement of the layoff.