Common use of Pre-Layoff Canvass Clause in Contracts

Pre-Layoff Canvass. Where the Employer identifies a need to proceed with a layoff pursuant to Article 14.6, the Employer shall notify the Bargaining Unit Chairperson and the Staff Representative, in writing, prior to the issuing of any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), the campus, the pay level classification and qualifications of the position(s), the reasons for layoff, and the cost reduction. The bargaining unit Chairperson, the Staff Representative and the Labour Relations Manager will meet to discuss a pre-layoff canvass. The discussion will include: (a) identifying where the reduction(s) is required and number of position(s) to be affected; (b) identify specific position(s) to be canvassed based on a review of the pay level, classification and qualifications of the position(s) targeted for reduction. Once the position(s) to be canvassed are agreed upon by the Parties, the Employer shall conduct the pre-layoff canvass by sending out written notice to identified employee(s) in (b) above. Response from employee(s) to the voluntary layoff canvass must be submitted to the Employee Relations Department within ten (10) working days of issuance of the written notice. Employee responses shall be in writing.

Pre-Layoff Canvass. Where the Employer College identifies a need to proceed with a layoff pursuant to Article 14.6, the Employer College shall notify the Bargaining Unit bargaining unit Chairperson and the Staff Representativestaff representative, in writing, prior to the issuing of any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), the campus, the pay level classification and qualifications of the position(s), the reasons for layoff, and the cost reduction. The bargaining unit Chairperson, the Staff Representative staff representative and the Labour Relations Manager Associate Vice President, Human Resources, or designate, will meet to discuss a pre-layoff canvass. The discussion will include: (a) identifying where the reduction(s) is required and number of position(s) to be affected; (b) identify specific position(s) to be canvassed based on a review of the pay level, classification and qualifications of the position(s) targeted for reduction. Once the position(s) to be canvassed are agreed upon by the Partiesparties, the Employer College shall conduct the pre-layoff canvass by sending out written notice to identified employee(s) in (b) above. Response from employee(s) to the voluntary layoff canvass must be submitted to the Employee Relations Human Resources Department within ten (10) working days of issuance of the written notice. Employee responses shall be in writing.

Pre-Layoff Canvass. Where the Employer College identifies a need to proceed with a layoff pursuant to Article 14.6, the Employer College shall notify the Bargaining Unit bargaining unit Chairperson and the Staff Representativestaff representative, in writing, prior to the issuing of any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), the campus, the pay level classification and qualifications of the position(s), the reasons for layoff, and the cost reduction. The bargaining unit Chairperson, the Staff Representative staff representative and the Labour Relations Manager Associate Vice President, Human Resources, or designate, will meet to discuss a pre-layoff canvass. The discussion will include: (a) identifying where the reduction(s) is required and number of position(s) to be affected; (b) identify specific position(s) to be canvassed based on a review of the pay level, classification and qualifications of the position(s) targeted for reduction. Once the position(s) to be canvassed are agreed upon by the Partiesparties, the Employer College shall conduct the pre-layoff canvass by sending out written notice to identified employee(s) in (b) above. Response from employee(s) to the voluntary layoff canvass must be submitted to the Employee Relations Human Resources Department within ten (10) 10 working days of issuance of the written notice. Employee responses shall be in writing.

Pre-Layoff Canvass. ‌ Where the Employer College identifies a need to proceed with a layoff pursuant to Article 14.6, the Employer College shall notify the Bargaining Unit bargaining unit Chairperson and the Staff Representativestaff representative, in writing, prior to the issuing of any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), the campus, the pay level classification and qualifications of the position(s), the reasons for layoff, and the cost reduction. The bargaining unit Chairperson, the Staff Representative staff representative and the Labour Relations Manager Director Human Resources, or designate, will meet to discuss a pre-layoff canvass. The discussion will include: (a) identifying where the reduction(s) is required and number of position(s) to be affected; (b) identify specific position(s) to be canvassed based on a review of the pay level, classification and qualifications of the position(s) targeted for reduction. Once the position(s) to be canvassed are agreed upon by the Partiesparties, the Employer College shall conduct the pre-layoff canvass by sending out written notice to identified employee(s) in (b) above. Response from employee(s) to the voluntary layoff canvass must be submitted to the Employee Relations Human Resources Department within ten (10) working days of issuance of the written notice. Employee responses shall be in writing.

Pre-Layoff Canvass. Where the Employer College identifies a need to proceed with a layoff pursuant to Article 14.6, the Employer College shall notify the Bargaining Unit bargaining unit Chairperson and the Staff Representativestaff representative, in writing, prior to the issuing of any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), the campus, the pay level classification and qualifications of the position(s), the reasons for layoff, and the cost reduction. The bargaining unit Chairperson, the Staff Representative staff representative and the Labour Relations Manager Director Human Resources, or designate, will meet to discuss a pre-layoff pre‐layoff canvass. The discussion will include: (a) identifying where the reduction(s) is required and number of position(s) to be affected; (b) identify specific position(s) to be canvassed based on a review of the pay level, classification and qualifications of the position(s) targeted for reduction. Once the position(s) to be canvassed are agreed upon by the Partiesparties, the Employer College shall conduct the pre-layoff pre‐layoff canvass by sending out written notice to identified employee(s) in (b) above. Response from employee(s) to the voluntary layoff canvass must be submitted to the Employee Relations Human Resources Department within ten (10) working days of issuance of the written notice. Employee responses shall be in writing.