Common use of Layoff and Bumping Procedure Clause in Contracts

Layoff and Bumping Procedure. Lay-off Procedure: - The Company will attempt to provide as much advance notice to the Union as reasonably possible, i.e., greater than 24 hours in accordance with Article 14.10. . - The Union and the Company will work out bumping scenarios together prior to layoff notification. - The Union and the Company will, in the case of a delay in the bumping process due to seniority, determine the most effective date/time of actual notification to the affected employee in order to reduce the bumping process duration. - The affected employee will have 24 hours from notification to make their decision in accordance with 14.09c. As agreed the 24 hours will not be considered working notice and will be paid at the affected employee’s regular rate of pay. Bumping Process: If the affected employee chooses to bump: - The affected employee must report to Human Resources and wait for their interview and/or wait for notification that they can leave for the day. - Once the affected employee has a new position confirmed they will move immediately into the new position. Wherein feasible the Union and the Company will endeavour to facilitate this process within 24 hours. - The time between 24 and 48 hours will not be considered working notice. - If the affected employee chooses to not report to Human Resources while waiting to assume their new position, the time will be considered personal leave (sick, vacation, not paid). Any personal time must be pre-approved by the Director, Human Resources Operations. - The affected manager of the employee that has been bumped will have the right to meet with the affected employee in an appropriate location (coordinated between HR, the Union, and the affected Manager) to review any critical job issues. In the case wherein it takes longer than 48 hours to complete the bumping process the following will apply: - The first five working days of the process will be paid by the Company. - Any additional time over the five working days, will be considered to be working notice and will be deducted from the employee’s Notice entitlement as per Schedule A, article

Layoff and Bumping Procedure. Lay-off Procedure: - ‐ The Company will attempt to provide as much advance notice to the Union as reasonably possible, i.e., greater than 24 hours in accordance with Article 14.10. . - ‐ The Union and the Company will work out bumping scenarios together prior to layoff notification. - ‐ The Union and the Company will, in the case of a delay in the bumping process due to seniority, determine the most effective date/time of actual notification to the affected employee in order to reduce the bumping process duration. - ‐ The affected employee will have 24 hours from notification to make their decision in accordance with 14.09c. • As agreed the 24 hours will not be considered working notice and will be paid at the affected employee’s regular rate of pay. Bumping Process: If the affected employee chooses to bump: - ‐ The affected employee must report to Human Resources and wait for their interview and/or wait for notification that they can leave for the day. - ‐ Once the affected employee has a new position confirmed they will move immediately into the new position. Wherein feasible the Union and the Company will endeavour to facilitate this process within 24 hours. - ‐ The time between 24 and 48 hours will not be considered working notice. - ‐ If the affected employee chooses to not report to Human Resources while waiting to assume their new position, the time will be considered personal leave (sick, vacation, not paid). Any personal time must be pre-approved by the Director, Human Resources Operations. - ‐ The affected manager of the employee that has been bumped will have the right to meet with the affected employee in an appropriate location (coordinated between HR, the Union, and the affected Manager) to review any critical job issues. In the case wherein it takes longer than 48 hours to complete the bumping process the following will apply: - ‐ The first five working days of the process will be paid by the Company. - ‐ Any additional time over the five working days, will be considered to be working notice and will be deducted from the employee’s Notice entitlement as per Schedule A, articlearticle 14.09 (d). ‐ During the bumping process the affected employee will report daily to Human Resources on a time agreed to, between the Union and the Company. If the affected employee chooses to not report to Human Resources while waiting to assume their new position, the time will be considered personal leave (sick, vacation, not paid). Any personal time must be pre-approved by the Director, Human Resources Operations. Should this letter not be applied in a manner consistent with the intent and the spirit of this agreement, then either party may give 30 days written notice that the provisions of this letter be rescinded. Sincerely, ▇.▇.▇▇▇▇▇▇▇ Vice-President, Human Resources October 1, 2010 ▇▇. ▇. Lapensee President Independent Union of Defence Contractors ▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇ Ottawa, Ontario K2H 5B7 Dear ▇▇▇▇: The Company may, at its discretion, appoint Lead Hands. The primary function of a Lead Hand, in addition to the regular duties of his or her occupation, is to direct coworkers and to manage the flow of work within a work unit. This responsibility is the essential condition for receiving Lead Hand premium.