Menu of Labour Adjustment Strategies. Where a work force reduction is necessary, the following labour adjustment strategies will be considered and offered by the University to minimize layoffs and at the appropriate time in the member reduction process: (a) Job sharing. (b) Reduced hours of work through partial leaves. (c) Transfers to other areas within the bargaining unit subject to available work and to meeting qualifications, with minimal training required where such training can be scheduled within the employee’s professional development and other non-instructional time. If the retraining is approved by the Board, the Board shall pay all reasonable costs relating to the plan of retraining. If the retraining or appointment is to a vacant academic position, members shall retain their former academic status, including credits for sabbatical leaves, salaries and benefits. (d) Paid and unpaid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc. (e) Voluntary severance with up to twenty-four (24) months’ severance payment. (f) Workload averaging. (g) Purchasing past pensionable service. If permissible the employer will match a minimum of three (3) years’ contributions to the College Pension Plan where an employee opts for early retirement. (h) Combined pension earnings and reduced workload to equal one hundred percent (100%) of regular salary subject to compliance with the regulations of the College Pension Plan. (i) Early retirement incentives as outlined in Collective Agreement . (j) Agreed secondment.
Appears in 5 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement