Lay Off and Recall Procedures Sample Clauses
Lay Off and Recall Procedures. In the event of a workforce reduction the following procedure will be followed. The number of regular employees in each job classification, shift, work location, or work group to be laid off is determined by Management, bearing in mind the need for a balanced work force. Prior to a reduction in work force the TTC shall discuss with the Union Committee, the lay off or placement of those employees who are affected. Regular employees will not be laid off before temporary employees unless no regular employee is qualified to perform the work being done by the temporary employee. The most junior employees by Local 2 Seniority shall be laid off first.
1. In the event of a reduction of work force within a work group, the most junior employees in the work group will be displaced by senior employees within the work group, providing they can perform the work to be done.
2. Employees who are displaced from their work group as a result of the application of Local 2 Seniority shall have the right to use their Local 2 Seniority and displace a junior employee in other work groups within Local 2, providing they can perform the work to be done.
3. Those employees who do not have enough seniority to be retained at work shall be sent to the Human Resources Department for pos- sible placement in other Sections or Departments within the TTC, prior to lay off. Regular employees being laid off, due to a reduction in work force, will be given notice or pay in lieu of notice as specified in the Employment Standards Act of Ontario, but in no case shall a regular employee with one year or more TTC seniority receive less than four weeks notice or equivalent pay in lieu of notice.
Lay Off and Recall Procedures.
(a) Lay-off In the event that the Employer determines that lay-offs will occur, employees will be laid off in reverse order of seniority within a post.
Lay Off and Recall Procedures. Teachers who successfully complete a probationary period are entitled to continuous employment. No new teachers shall be hired in subject areas before teachers who are laid off from other subject areas who may be qualified are recalled or decline the opening.
Lay Off and Recall Procedures. In the event that a reduction in staff should become necessary, the following procedure shall be used in determining the order of retention: Those teachers with the greatest seniority in the district shall be retained provided they have the necessary certification and qualifications for the position, which is to be filled. When an opening necessitating recall occurs, teachers who have been laid off will be recalled in the reverse order in which they were laid off, provided they have met the certification and qualification (See Section 10.2.2) requirements for the teaching position which has become available. As openings occur, the Board will contact each qualified person on the “Recall List” by certified mail at the last address provided by the employee. It shall be the responsibility of the employee to assure that a correct mailing address is on file. The contact letter will indicate the position, which is open, the order of seniority of the persons being contacted, and the response date, which shall not be less than fifteen (15) calendar days. In the event that there is no written response from the teacher to the notice of recall within fifteen (15) calendar days from the time the letter was received, the teacher’s right to recall shall be terminated. The teacher shall send his/her response by certified mail. The position shall be awarded to the most senior teacher meeting the certification requirements who responds to the letter within the time limits. If a laid off teacher has committed himself/herself to a full-time study program or a contractual term of employment and is recalled, he/she shall have the option of returning to work or accepting an unpaid leave of absence without loss of seniority for a period not to exceed the remainder of the school year. Teachers shall accumulate seniority while on lay-off. When a laid-off teacher acquires new certification, he/she will present his/her new certification to the Superintendent for verification. The newly certificated laid-off teacher will issue a challenge to the least senior member of the teaching staff holding a job for which he/she is not certified and qualified. If the qualifications are valid, the Board shall recall the more senior teacher. At the teacher’s request, the Board will supply information, which would help teachers to qualify themselves for other teaching positions or provide information in areas, which the Board has or anticipates future needs.
Lay Off and Recall Procedures.
(a) Lay-off
Lay Off and Recall Procedures. In the event that a reduction in staff should become necessary, the following procedure shall be used in determining the order of retention: Those teachers with the greatest seniority in the district shall be retained provided they have the necessary certification and qualifications for the position, which is to be filled. When an opening necessitating recall occurs, teachers who have been laid off will be recalled in the reverse order in which they were laid off, provided they have met the certification and qualification (See Section 10.2.2) requirements for the teaching position which has become available. As openings occur, the Board will contact each qualified person on the “Recall List” by certified mail at the last address provided by the employee. It shall be the responsibility of the employee to assure that a correct mailing address is on file. The contact letter will indicate the position, which is open, the order of seniority of the persons being contacted, and the response date, which shall not be less than fifteen
Lay Off and Recall Procedures. Section A
Lay Off and Recall Procedures. 16.01 In the event of a lay-off or recall, it shall be accomplished as follows: Deleted: ¶ Deleted: ¶ ¶ ¶ ¶
a) Students then part-time employees shall be laid off first, then;
b) Probationary employees, then;
c) Lay-offs will be in the inverse order of seniority, that is, the employee with the least plant wide seniority shall be the first to be laid off providing the remaining employees have the skill and ability and are ready and able to perform the work available after a reasonable trial and training period to learn the job and/or obtain any licences or permits that may be needed and therefore making them qualified to perform the work.
16.02 When it is found necessary to recall laid off employees the senior employee on lay-off shall be recalled first providing the employee has the skill and ability and is ready and able to perform the work available after a reasonable trial and training period to learn the job and/or obtain any licences or permits that may be needed and therefore making them qualified to perform the work.
16.03 The employee so selected for recall shall be contacted by registered letter as outlined below with a request to return to work. A verbal request to return to work may be utilized, to attempt to have the employees return quickly to the work force, but in no case will an employee be considered as terminated where he answers negatively to a verbal recall or fails to give a definite answer to a verbal recall.
16.04 The Co-operative will confirm all recall notices by sending a registered letter to the employee’s last know address. It is the responsibility of the employee to keep management advised of their current address. If the employee fails to return to work within ten (10) working days from the date of the mailing of the request by means of registered mail from the Co- operative the employee will assume the full responsibility for the consequences.
Lay Off and Recall Procedures. 25.01 In the event of a lay-off when it becomes necessary to reduce the work force, the following procedure will be observed”
1) Probationary employees shall be terminated before Union members are affected;
2) When further reductions are necessary, the employee with the least plant wide seniority shall be displaced from the job where there is a lack of work;
3) Any employee so displaced shall have the right to displace any employee in the Bargaining Unit if the displaced employee can satisfy the following conditions:
(a) the displaced employee must have greater plant wide seniority than the individual he wishes to displace and
(b) he must have the ability to perform the work. The employee must give the Company reason to believe he is qualified to perform the regular requirements of the job, prior to being given a trial or training period of five (5) days during which time he must prove his ability to perform the work.
25.02 In the case of lay-offs due to a reduction of the work force expected to last:
1) Less than thirteen (13) weeks, the Company will give five (5) working days notice of lay-off. However, when such lay-off is necessitated by reason of a breakdown of plant machinery or equipment, or other cause beyond the control of the Company, such notice will be given as soon as possible prior to lay-off.
2) In excess of thirteen (13) weeks, notification will be given according to the Employment Standards Act.
25.03 When it is found necessary to recall employees to the work force, the following procedure will be used:
1) The employee with the greatest plant seniority who is at the time on lay-off will be recalled if he has the ability to perform the job within a trial or training period of five (5) days worked.
2) The employees so selected for recall shall be contacted by registered letter as outlined below with a request to return to work. A verbal request to return to work may be utilized to attempt to have the employee return quickly to the work but in no case will an employee be considered as terminated where he answers negatively to a verbal recall or fails to give a definite answer to a verbal recall.
3) When an employee is to receive written notice of recall a registered letter shall be sent to his last known address stating that he has been recalled to active employment. If the duration of the recall is for a period of less than ten (10) working days, the employee will have the right to refuse such recall without prejudice to future recalls. If t...
Lay Off and Recall Procedures. 2.1 In the event of a workforce reduction the following procedure will be followed.
2.2 The number of regular employees to be laid off is determined by Management. Regular employees will not be laid off before temporary employees unless no regular employee is qualified to perform the work being done by the temporary employee.
2.3 The most junior employees in each occupational classification shall be laid off first in Bargaining Unit Seniority order.
2.4 Those employees who do not have enough seniority to be retained at work shall be referred to the Human Resources Department for possible placement in other classifications In the Bargaining Unit Sections or Departments within the TTC, prior to lay off.