Common use of Pre-Layoff Process Clause in Contracts

Pre-Layoff Process. (a) Where the University identifies a need to proceed with a layoff, the University shall notify the Union, in writing, prior to issuing any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), classification grade and qualifications of the position(s), the reasons for layoff, the cost reduction or other goal intended to be achieved by the layoff. (b) The University and the Union shall meet in Joint Committee, within five working days of the written notification of intent to the Union in Article 36.2(a), to discuss the need to proceed with a layoff, and to explore the options open to the affected employees including; job sharing, reduced hours through partial leaves, secondment, retraining of affected employees, voluntary severance payout, early retirement as outlined in the collective agreement or other options in order to minimize layoffs. (c) The cost of options provided under Article 36.2(b) will not exceed the costs that would be incurred under Article 36. (d) The University shall give one month's written notice of layoff to affected employee(s). Notice shall not coincide with the employee’s pre-approved vacation. (e) The Joint Committee shall meet with the affected employee(s) within two working days of the written notice of layoff in Article 36.2(d) to discuss the options. The employee must then confirm their choice of option in writing to the Joint Committee within five working days. The employee will be presented with a list of potential internal placement options identified by Human Resources, for which they are qualified that are available at the time of this meeting. The Employer will not proceed with the normal selection process for the identified internal placement positions for five working days or until the employee chooses an option, whichever takes place first. Options to be considered may include: (1) Internal placement; (2) Early retirement incentive; (3) Severance in accordance with Article 41.2; (4) Other options identified under Article 36.2(b). (f) If the employee chooses option 2, 3 or 4 above, the employee will not be entitled to bumping or recall rights.