Common use of Layoff Procedure Clause in Contracts

Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary Type B faculty will be laid off next; (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary Type B faculty will be laid off next; (viivi) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. ‌ When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary Type B faculty will be laid off next; (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. When Section 18.1 It is the Employer determines that intent of WFSE to provide job security for its employees and to avoid layoffs. A layoff is defined as a reduction lack of work, changes in work, a lack of funds, or fewer positions available than the number of permanent employees or entitled to such positions. The parties agree that should conditions for a reduction layoff exist, the Union will be notified at least thirty (30) calendar days in advance of intended layoff implementation. As soon as possible thereafter, the parties will jointly consider creative alternatives in lieu of layoff through the Union/Management Committee process in Article 11. Discussions will include, but not be limited to, a review of all vacant positions and those held by non-permanent employees and early retirement options. Section 18.2 If it becomes necessary to reduce the number of an employee's hours of work is necessarypermanent bargaining unit members, the following procedures will apply: A. The Executive Director will determine which position(s) by job type(s) and location(s) are to be abolished and the effective date of such action. This determination will be adopted: (abased on the position(s) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoffbe abolished, not named bargaining unit member(s), and Article 16.6 (Notice of Layoff to Affected Employees)the position(s) affected will be those held by the least senior bargaining unit member(s) within job type and location. (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area B. No permanent bargaining unit member will be laid off first; without first being offered any positions at the same or lower salary for which the bargaining unit member qualifies and which are held by non-permanent employees or are funded vacancies. Permanent bargaining unit members will be notified of these options in lieu of layoff and will have seven (ii7) Auxiliary workers work days to choose an option. If the bargaining unit member is in leave status during the notification period, an extension will be granted. If more than one employee wishes the same vacancy, seniority will determine which employee will be awarded the position. If a permanent bargaining unit member is awarded a vacancy in lieu of layoff, he/she will be reassigned to that position and employees will not be laid off. Bargaining unit members who do not respond will be laid off next;off. C. A Permanent bargaining unit member who must relocate their residence due to the exercise of a layoff option to remain employed with WFSE, will receive reimbursement of relocation moving expenses up to $500 for a move of 100 miles or more. D. Permanent bargaining unit members who are eligible to retire within five (iii5) Type C years of the effective date of the layoff and D probationary employees elect to retire early will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categoriesprovided severance pay in accordance with Section 18.7. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary Type B faculty will be laid off next; (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance ac- cordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees em- ployees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; ; (iv) Sessionals will be laid off next; (iv) (v) Limited Term faculty will be laid off next. (v) (vi) Probationary Type B faculty will be laid off next; (vi) (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. (a) Plant Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of there is an employee's hours of work is necessary"indefinite layoff”, the following procedures will procedure shall be adoptedfollowed: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff1. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and Probationary employees will be laid off next;on a unit-wide basis in such manner and as expeditiously as is consistent with the continuous, efficient and orderly operation of the offices or departments involved, provided that the laid-off seniority employee who displaces the probationary employee is willing to accept and has the ability to perform the job. (iii) Type C and D probationary employees 2. Employees with seniority will be laid off next;according to seniority provided the greater seniority employees are able to perform the available work. However, the Company shall not be required to promote an employee at time of layoff unless he has previously performed the higher-rated job and is able to do the work. 3. Local supplemental seniority agreements may provide that an employee in one seniority group who thereafter is laid off, and who desires to displace an employee in another seniority group as set forth in this Subsection shall, within two (iv2) Type C weeks of notice of such layoff, apply in writing to do so at his plant Employment Office. Such an applicant shall be recalled within thirty (30) days after layoff or, if not recalled within that time period, at the time lesser seniority employees are being recalled to the other seniority groups to displace an employee with less seniority in another seniority group in the same classification or in a classification that he previously held the work of which he satisfactorily performed, provided he has thirty (30) days more seniority than the employee he displaces and Type D employees will be laid off next; he is qualified to perform the duties of the employee he displaces. Employees placed under this Subsection shall enter the new seniority group with full ranking for seniority, and their seniority in other groups shall terminate. The Company shall have five (v5) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only working days after the preceding categoriesUnion files a written grievance in which to correct any error in the application of this Subsection. Local engineering supplemental seniority agreements may provide that employees assigned to engineering classifications who transfer from one noninterchangeable occupational group to another noninterchangeable occupational group may continue to accumulate seniority in their former noninterchangeable seniority group. 4. For the purposes of Paragraph 3., the phrase "in a classification that he previously held" includes (i) Student workers in classifications that appear on the area will be laid off first; employee's employment record, the work of which he satisfactorily performed for the Company since his last date of hire, regardless of whether or not it was then a bargaining unit position, and (ii) Auxiliary workers a job in the unit, the duties of which, as set forth in the job description thereof, the employee satisfactorily performed in the unit although the classification does not appear on the employee's employment record in his present unit. In the event of a dispute under this Paragraph 4., the employee's employment record shall be controlling. The provisions of Paragraphs 3. and employees will be laid off next; 4. of this Subsection (iiia) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off nextshall not require any change in the Company's practices or procedures with respect to recording the classification of employees. (vi) Probationary Type B faculty will be laid off next; (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. (a) Permanent employees shall be laid off in reverse order of seniority pursuant to the following subsections: (1) Permanent employees designated for layoff shall be offered, in seniority order, provided the employee has the skill, knowledge and ability to perform the duties required, the option of placement into a vacancy in either: (i) his/her geographic work location, or (ii) another geographic work location, in which case Article 12.1(e) will apply. (2) Permanent employees, designated for layoff, shall have the right to bump a more junior bargaining unit employee, provided the senior employee has the skill, knowledge and ability to perform the duties required after orientation of one (1) week. (3) Upward bumping to a higher paid classification is not permitted under this article. (4) When a senior employee bumps a junior employee, the Employer determines that a reduction in senior employee shall assume the number of employees or a reduction in the number of an employee's hours of work is necessary, of the following procedures will be adopted: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees)position into which he/she bumps. (b) During To be eligible to bump a more junior employee under this article, employees designated for ▇▇▇▇▇▇ must notify the notice periodDirector or designate of their intention to do so, within ten (10) regular business days after being so designated. Failure by the Employer and the Association employee to do so shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescindedresult in loss of all bumping rights. (c) Consistent with The Employer shall notify employees designated for layoff, four (4) calendar weeks prior to the reasons effective date of their layoff. After three (3) years of continuous service, an additional calendar weeks' notice shall be provided for each year of continuous service, to a maximum of eight (8) calendar weeks' notice. (d) As an alternative to the layoff given pursuant of a junior employee under this article, a senior employee may voluntarily offer to Article 16.1 take layoff and to be placed on the recall list, provided the junior employee to be retained has the skill, knowledge and ability to perform the work available. (Reasons for Layoff), e) The Employer shall pay reasonable relocation costs incurred by employees who are assigned required to similar duties and have similar qualifications will be selected relocate their permanent residence more than fifty (50) kilometres from their original place of residence as a result of bumping into that position after being laid off, to a maximum reimbursement of twenty-five hundred dollars ($2,500) for layoff in reverse order of seniority, within categories, as follows belowany one relocation. The employee must provide receipts to support all reimbursements requested under this section. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary Type B faculty will be laid off next; (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. When the Employer University College determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Employer University College will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 18.5 (Advance Notice to the Association of Layoff), and Article 16.6 18.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer University College and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 18.1 (Reasons for LayoffLayoff ), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. Before laying off any employee from the categories below, the University College will remove from employment all student workers in that area. (i) Student workers in the area auxiliary employees will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iviii) Type C and Type D employees will be laid off next; (viv) Type A probationary employees will be laid off next; (viv) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area auxiliary employees will be laid off first; (ii) Auxiliary workers and employees probationary sessionals will be laid off next; (iii) Probationary Sessionals sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary probationary Type B faculty will be laid off next; (viiv) Nonnon-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The In the event of layoff, the Employer will provide advance notice 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 Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees)work. (b) During An Employee who is subject to layoff shall have the notice period, the Employer and the Association shall meet right to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below.either: (i) Student workers in Accept the area will be laid off firstlayoff; (ii) Auxiliary workers 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 employees will be laid off next;can perform the duties of the lower or identical paying classification without training other than orientation. (iii) Type C and D probationary employees 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 next;off, subject to paragraph (vi) below. (iv) Type C and Type D employees Consistent with the opportunity to chain bump, all Employees who are potentially impacted will be laid off next;given notice of layoff at the outset of the process. (v) Type A probationary employees will be 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 next; Employee is within ten percent (vi10%) Type A non-probationary employees will be of the laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off nextEmployees straight time hourly wage rate. (vi) Probationary Type B faculty will be In the event that there are no Employees within the laid off next;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 twenty percent (20%) of the laid off Employee’s regularly scheduled bi- weekly hours within her classification. (vii) Non-probationary Type B faculty 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 only after Employee may bump into the preceding categoriesother 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. (viii) 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 ten (10%) 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. (ix) The decision of the Employee to choose (i) or (ii) above shall be given in writing to the Administrator within five (5) working days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff.