Permanent Layoffs Clause Samples
The Permanent Layoffs clause defines the terms and procedures that apply when an employer permanently terminates the employment of one or more employees. Typically, this clause outlines the conditions under which layoffs are considered permanent, the notice period required, and any severance or benefits owed to affected employees. For example, it may specify that employees laid off for economic reasons are entitled to a certain amount of notice or compensation. The core function of this clause is to provide clear guidelines and protections for both employers and employees in the event of permanent job eliminations, thereby reducing uncertainty and potential disputes.
Permanent Layoffs. 1) A permanent layoff is defined as one whereby an employee or employees are laid off for an indefinite period of time when the Company reduces the number of employees employed by the Company. Employees affected by a layoff will be laid off in reverse order of company seniority. An employee subject to a layoff shall receive written notice in advance of the layoff or pay in lieu as follows: - one (1) week’s written notice for each year of employment or portion of a year of employment to a maximum of fifteen (15) weeks’ notice.
Permanent Layoffs. In some cases, the City may utilize a layoff under circumstances where there is no reasonable expectancy to return to work. Such layoffs will be designated permanent and the employees laid off shall not be eligible for recall.
Permanent Layoffs. Employees subject to a permanent lay off will have the options Accept the layoff; or displace an employee who has lesser bargaining unit seniority and who is the least senior employee in the employee’s preferred shift. (days, evening, nights) providing the laid off employee has the skills and qualification to perform the duties
Permanent Layoffs. It is understood and agreed that a permanent layoff is defined as one which the Company declares to be a permanent layoff. These layoffs would be the result of full department closures. Such layoffs may or may not conform to the definition of permanent layoff in the Labour Standards Code or other legislation. The Company will within five (5) days of the announcement meet with the Union representatives of the Labour/Management Committee to discuss and implement (subject to ratification of the membership) a plan to achieve the necessary reduction required.
Permanent Layoffs. In some cases, the City may utilize a layoff under circumstances where there is no reasonable expectation to return to work. Such layoffs will be designated permanent and the members laid off shall not be eligible for recall.
A. Full-time members who have completed their initial probationary period and who are scheduled to be permanently laid off for lack of work, funds or other reasons where there is no fault on the part of the member shall be eligible to receive severance pay as follows:
1. One (1) week of pay at their straight time hourly rate or salary, whichever applies, less statutory deductions, for each full year of service as an employee of St. ▇▇▇▇ Beach, capped at twelve (12) weeks.
2. The member’s last annual performance evaluation must be satisfactory or better and the member must be on active duty not on leave of absence or suspension without pay.
3. The member must have unsuccessfully sought to bump, unless there is no job to which the member may bump covered under this Agreement.
4. The member must execute a release of all claims, including the right to file a grievance under this Agreement, as well as any and all judicial and/or administrative claims.
B. Members who have recall rights may elect to retain recall rights in lieu of severance pay as provided in this Section.
Permanent Layoffs. A permanent layoff shall be defined as one of more than (3) consecutive working days' duration.
Permanent Layoffs. A permanent layoff is a layoff anticipated by Woodland Healthcare to be for more than thirty (30) days. Layoffs will be by classification and department. Unless a suddenly-occurring unexpected event causes the layoff, employees being permanently laid off will receive fourteen (14) days' advance notice of such layoff, or pay in lieu thereof, in part or in whole. The Union will be given a copy of any written notification of layoff. After the use of Temporary Agency personnel is discontinued, Temporary employees will be the first employees to be laid off. When a Regular Full-Time employee is permanently laid off, or his/her position is eliminated, (s)he may elect to displace the most junior Regular Full-Time employee in his/her classification, department and shift. If there is no more junior Regular Full-Time employee in his/her classification, department and shift, then (s)he may displace the most junior Regular Full- Time employee in his/her classification and department from the other shifts. The most junior Regular Full-Time employee may, in turn, displace the most junior Regular Part-Time employee in his/her classification, department and shift, and if there is none, the most junior Regular Full- Time employee may displace the most junior Regular Part-time employee from the other shifts. If there is no more junior Regular Part-Time employee, the most junior Regular Full-Time employee may displace the most junior Limited Part-Time employee in his/her classification, department and shift, and if there is no such employee, the most junior Limited Part-Time employee on the other shifts. An affected Regular Part-Time employee will have the same rights to displace other employees, first as among Regular Part-Time employees, then among Regular Full-Time employees, and then among Limited Part-Time employees. An affected Limited Part-Time employee will have the same rights among Limited Part-Time employees. In every case described above the affected employee must be senior to the "most junior" employee (s)he wishes to displace. Additionally, every displacement of one employee by another, as described above, is also subject to meeting the criteria set forth in Subsection B.1., above. Finally, if there is no more junior Limited Part-Time employee to displace, a Regular Full-Time, Regular Part-Time, or Limited Part-Time employee may elect to take a Casual/On Call position in his/her classification and department. If it deems it necessary to do so in order to meet st...
Permanent Layoffs. 1. A permanent layoff is a layoff anticipated by Dignity Health to be greater than thirty (30) days.
2. Layoffs will occur by classification and department
1. After the use of Temporary Agency personnel is discontinued, Temporary employees will be the first employees to be laid off.
Permanent Layoffs. 15.01 For purposes of this Article, technological change means the automation of equipment, or the mechanization or automation of operations, or the replacement of existing equipment or machinery with new equipment or machinery which results in the permanent loss of employment by an employee of the bargaining unit.
15.02 The Company will discuss with the Union, in advance of implementation, so far as practicable, any decision it has made that will result in the permanent layoff of an employee, including a decision based on technological change. The Company will discuss the options open to the Company including the reasons for the permanent layoff or technological change, the impact upon any bargaining unit employee(s), and, notwithstanding Section 15.03 below, severance issues for employee(s).
15.03 Whether or not the Company is subject to Section 58 of the Employment Standards Act of Ontario (ESAO) at the time of technological change or permanent layoff, the Company will provide the severance entitlements set out in Section 58 of the ESAO in force on January 1, 1999, to any employee who is permanently laid off, except that where severance payments are due the Company will pay two (2) weeks for every year of service up to a maximum of 36 weeks severance pay. Further, excepting paragraph (2) of Section 58 of the ESAO, all other provisions of Section 58 shall apply.
Permanent Layoffs. Definition A permanent layoff is defined here, for the purpose of applying the seniority provisions of the Local Seniority Agreement only, as a layoff exceeding twenty (20) working days.