Common use of Recall Procedure Clause in Contracts

Recall Procedure. When it becomes necessary to recall employees from layoff, or to re-man a department after a reduction, the following procedure shall be applied: 1. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance to the following procedure: a. performed job within the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the work. At the end of this period, employee must be performing at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Section, the employee shall be placed on layoff status, with the right to recall only to his/her original job. e. employees accepting jobs in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee will be recalled from the layoff list in accordance with their seniority, provided that employee has the skills and abilities to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. Employees with seniority who are laid off shall retain their seniority and right of recall for a period of twelve (12) months. When it becomes necessary to recall employees from layoff, or to re-man a department after a reductionvacancy occurs, the following procedure Board will recall individuals with a right of recall to their job classification provided they are qualified to fill the normal requirements of the job, in reverse order to which they were laid off. Employees on the recall list shall be applied: 1responsible for informing the Board of any change to their mailing addresses. The Company Notice of recall shall determine be sent by registered mail or courier to the last address recorded with seniority prevailing whether there are displaced employees the Board by the employee, requiring the employee to report to work on a date not earlier than seven (7) working elsewhere days after the date of such notice. If the employee does not reply within seven (7) working days or fails to report for work at the time and date specified in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance to the following procedure: a. performed job within the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the work. At the end of this period, employee must be performing at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Sectionnotice, the employee shall be placed on layoff status, with deemed unavailable and the right to recall only to his/her original job. e. employees accepting jobs next eligible employee shall be called. While recalling an individual in accordance with the above procedures foregoing, the Board shall be paid at entitled to fill any job available on a temporary basis not to exceed ten (10) working days, but it shall give a laid-off individual an opportunity consistent with the current rate for requirements of such job and the job. f. seniority of the laid-off individual, to do such job if the employee is readily available and can perform the work. Regardless of classification, employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee will be recalled from the layoff recall list in accordance with their seniority, provided that employee has the skills and abilities to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off listpositions for which they are qualified or for temporary positions as available. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, No supply caretaker assistant shall be considered having quit, forfeiting all accumulated seniorityhired for any job while an employee who is capable of doing that job remains laid off and is willing to be recalled. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. When it becomes necessary (a) Where an employee is laid off, they shall have their name placed on a recall list for a period of twenty-four (24) months from the date of layoff. (b) The Employer shall make all reasonable efforts to ensure that an employee on the recall list shall receive all notices of job postings and shall be entitled to apply for such postings in the normal fashion as an internal candidate. It is the employee’s responsibility to ensure that the Employer has the current contact information. (c) An employee shall have opportunity of recall from a layoff to an available opening, in order of seniority, provided they meet the normal requirements of the job to perform the work, and provided such opening is first posted under the job posting procedure, and has not been filled. (d) No new employees from layoffshall be hired until all those laid off have been given an opportunity to return to work and have failed to do so, in accordance with the loss of seniority provision, or have been found unable to re-man a department after a reduction, perform the following procedure shall be applied: 1. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance to the following procedure: a. performed job within the past ten (10) yearswork available. b. satisfactorily performed (e) If an employee is recalled to a position that is different from the job for one from which they were laid off they shall receive a minimum trial period of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform months. If the work. At the end of this period, employee must be performing at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Section, the employee shall be placed on layoff status, with the right to recall only to his/her original job. e. employees accepting jobs in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was person is unable to qualify for the above, employee will be recalled from the layoff list in accordance with their seniority, provided that employee has the skills and abilities to perform the available jobs. Displaced employee taking available duties of the job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled returned to available jobs denoted by an asterisk lay off status without losing recall rights to their former position. (f) An employee on the Job Classification listrecall list shall be eligible for any casual shifts for which they are qualified. Neither the acceptance, by using plant wide seniority nor the declining of those employees one or more casual shifts shall affect an employee’s recall rights. (g) The Employer shall make all reasonable efforts to ensure that an employee on the lay-off listrecall list shall be notified of all temporary vacancies not included in paragraph b) above, and shall be entitled to any temporary position for which they are qualified. If Neither the acceptance, not the declining of a temporary or term position shall affect an employee’s original job should re-openrecall rights. An employee with recall rights who is appointed to a temporary position shall have the right, the at any time, to apply for a permanent vacancy. (h) An employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off recall list who is successful in applying to a permanent vacancy shall have their name removed from the recall list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. When it becomes necessary to recall employees from layoff, or to re-man a department after a reduction, the following procedure shall be applied: 1. The Company shall determine with seniority prevailing whether there maintain a recall list of employees who are displaced laid off. When hiring employees, the Business Unit shall give preference in rehiring to laid off employees working elsewhere in the plant or on the layoff such list who previously performed are qualified to fill the normal requirements of the available jobs in the job classification. Employee will be reassigned reverse order to an open job that in accordance which they were laid off subject to the following procedureprovisions: a. performed job within (a) notice of recall shall be sent to the past ten laid off employee by registered mail to the last address which he has recorded with the Company or by such other method as may be reasonably available in the circumstances; (10b) years. b. satisfactorily performed the notice shall stipulate the job to which the laid off employee is being recalled, its probable duration, and the proposed time (which shall be not less than 14 calendar days from date of mailing) and place to report. The laid off employee shall indicate his acceptance as promptly as possible prior to such time; (c) laid off employees who accept the recall and report for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the work. At the end of this period, employee must be performing duty at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Section, the employee shall be placed on layoff status, with the right to recall only to his/her original job. e. employees accepting jobs time and place specified in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee paragraph (b) hereof will be recalled from the layoff list rehired in accordance with their seniorityseniority ranking; (d) no laid off employee shall be denied rehiring solely because of a medical or physical condition which existed at the time he was laid off; (e) the Business Unit shall be entitled to fill any jobs available on a temporary basis pending the rehiring of laid off employees with recall rights provided it shall give any senior laid off employee an opportunity, provided consistent with the requirements of such temporary job, to do such work if he: (i) has informed the Company that employee has the skills and abilities to he is readily available, (ii) is readily available, and (iii) can perform the available jobsnormal requirements of such work. Displaced Prior to being laid off, the Company will provide a form to an employee taking available job to enable the employee to indicate to the Company his availability for such temporary work. (f) a laid off employee who is unable to report for work as specified in his notice of recall because of injury, illness or other reasonable excuse and who: (i) informs the Company of the injury, illness or other reasonable excuse prior to the time specified in paragraph (b); (ii) confirms in writing as soon as possible that he has so informed the Company of the injury, illness or other reasonable excuse; and (iii) provides satisfactory medical or other evidence of such injury, illness or other reasonable excuse, shall not lose recall rights solely because of his failure to so report; and (g) aside from paragraph (f), if a laid off employee is recalled in accordance with paragraph (b) to an occupational classification other than that from which laid off he may refuse such recall once. If he has so refused, the Business Unit shall not be reassigned required to their original job once they have chosen offer a second recall to sign a Job Bidan occupational classification other than the one from which laid off, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off listunless that occupational classification has been eliminated. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of he refuses recall to available workthe occupational classification from which laid off, employees he shall be considered on layoff until original job becomes available, or Article V, Section F., #2lose his recall rights., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. When it becomes necessary Any employee receiving written notice of contract non-renewal pursuant to recall employees the provision of this section shall be placed in an employment pool for possible re-employment until such time as either the affected employee turns down employment of equal FTE from layoffwhich the employee was reduced, or the affected employee fails to renotify the District of his/her acceptance of an offered position within ten (10) days from the date of receipt of the job offer as in 8.5.3 below. It is expressly understood that the failure of an employee to accept a position of lesser FTE than what the employee had at the time of non-man a department after a reductionrenewal shall not remove an employee from the employment pool. Employment pool personnel will be offered any position that becomes available for which the employee is certified. If the FTE of the available position is greater than that of the employee’s FTE, the following procedure District and the employee may mutually agree to increase the employee’s FTE. If more than one such employee is certified for an open position, the criteria set forth in Section 8.3 shall be appliedapplied to determine who shall be offered the position, with the employee with the most seniority offered first right of refusal to the position. In the case that an employee who had previously earned continuing status with the District is being recalled into what would otherwise be a leave replacement contract, the continuing status of that employee shall be maintained, and a continuing contract shall be offered. In the event that programs are restored, or positions are available, the Board shall follow the following procedures when recalling employees: 1. The Company shall determine with seniority prevailing whether there are displaced All qualified employees working elsewhere who have been placed in the plant employment pool shall first be recalled before the Board employs or on assigns any additional personnel to fill teaching assignments. Non- renewed employees shall first be recalled by certification, then seniority. Employees who were previously assigned to full-time positions shall be recalled to full-time positions provided that employees shall have the layoff list who previously performed option of accepting any part-time position that may exist without jeopardizing their recall status for any full-time position. 2. When a vacancy occurs for which any such person in the job classification. Employee employment pool is qualified, notification from the school district to such individual will be reassigned by certified mail sent to an open job in accordance to employee's last known address, or personal written contact by the following procedure: a. performed job within the past Superintendent or his/her designee. Such individual shall have ten (10) yearsdays from date of receipt or personal written contact to accept the position, whichever shall occur first. b. satisfactorily performed 3. An employee in the job recall pool shall maintain employment status with the District for a minimum of a two (2) years immediately following August 31 of the year period. c. the employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the workis laid off. At the end of this period, Such employment status may be extended upon employee must be performing request at the established production standard. d. if an employee fails to satisfactorily perform discretion of the work as required above due to lack of skills or abilities under this Section, the employee shall be placed on layoff status, with the right to recall only to his/her original job. e. employees accepting jobs in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee will be recalled from the layoff list in accordance with their seniority, provided that employee has the skills and abilities to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off listBoard. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, Substitute teaching positions shall be considered having quitoffered to interested teachers in the employment pool, forfeiting all accumulated seniorityin order of seniority per Section 8.3, before any other person is offered such a position. If there is a change in software capabilities, the parties will meet to discuss how to revise the process. 5. Employees recalled from Insurance eligibility and benefits may be continued under the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2conditions set by SEBB., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. When it becomes necessary to recall employees from layoff, or to re-man a department after a reduction, the following procedure shall be applied: 1. The Company shall determine with seniority prevailing whether there maintain a recall list of Employees who are displaced employees working elsewhere laid off. When hiring Employees, the Company shall give preference in the plant or rehiring to laid off Employees on the layoff such list who previously performed are qualified to fill the normal requirements of the available jobs in the job classification. Employee will be reassigned reverse order to an open job that in accordance which they were laid off subject to the following procedureprovisions: a. performed job within (a) notice of recall shall be sent to the past ten laid off Employee by registered mail to the last address which he has recorded with the Company or by such other method as may be reasonably available in the circumstances; (10b) years. b. satisfactorily performed the notice shall stipulate the job to which the laid off Employee is being recalled, its probable duration, and the proposed time (which shall be not less than 14 calendar days from date of mailing) and place to report. The laid off Employee shall indicate his acceptance as promptly as possible prior to such time; (c) laid off Employees who accept the recall and report for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the work. At the end of this period, employee must be performing duty at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Section, the employee shall be placed on layoff status, with the right to recall only to his/her original job. e. employees accepting jobs time and place specified in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee paragraph (b) hereof will be recalled from the layoff list rehired in accordance with their seniorityseniority ranking; (d) no laid off Employee shall be denied rehiring solely because of a medical or physical condition which existed at the time he was laid off; (e) the Company shall be entitled to fill any jobs available on a temporary basis pending the rehiring of laid off Employees with recall rights provided it shall give any senior laid off Employee an opportunity, provided consistent with the requirements of such temporary job, to do such work if he: (i) has informed the Company that employee has the skills and abilities to he is readily available, (ii) is readily available, and (iii) can perform the available jobsnormal requirements of such work. Displaced employee taking available job Prior to being laid off, the Company will provide a form to an Employee to enable the Employee to indicate to the Company his availability for such temporary work. (f) a laid off Employee who is unable to report for work as specified in his notice of recall because of injury, illness or other reasonable excuse and who: (i) informs the Company of the injury, illness or other reasonable excuse prior to the time specified in paragraph (b); (ii) confirms in writing as soon as possible that he has so informed the Company of the injury, illness or other reasonable excuse; and (iii) provides satisfactory medical or other evidence of such injury, illness or other reasonable excuse, (g) aside from paragraph (f), if a laid off Employee is recalled in accordance with paragraph (b) to an occupational classification other than that from which laid off he may refuse such recall once. If he has so refused, the Business Unit shall not be reassigned required to their original job once they have chosen offer a second recall to sign a Job Bidan occupational classification other than the one from which laid off, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off listunless that occupational classification has been eliminated. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of he refuses recall to available workthe occupational classification from which laid off, employees he shall be considered on layoff until original job becomes available, or Article V, Section F., #2lose his recall rights., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. (a) When it becomes necessary to recall employees from layoff, or to re-man a department circumstances permit the increase of the working force after a reductionlay-off, permanent employees transferred as a result of the following procedure reduction in the working force will be transferred back to their former jobs. Seniority, subject to the ability of individuals to perform the work available shall be applied:the guiding factor in recalling persons on the recall list. 1(b) The Company will notify an employee of recall first by telephone then by registered mail or telegram addressed to the employee at his last known address. The Company shall determine with seniority prevailing whether there are displaced employees employee must signify his intention to return to work within five (5) working elsewhere in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance to the following procedure: a. performed job days and furthermore must report within the past ten (10) yearsworking days of being notified (unless reasonable cause prevails). The employees will give twenty-four (24) hours advance notice of their intent to return. b. satisfactorily performed (c) An employee on the recall list who is recalled may declined the recall if the period of re- employment is temporary or of short duration (duration of ten (10) working days or less). (d) A person placed on the recall list shall not accumulate seniority or Company service when refusing recall except as provided in (c) above. (e) New employees shall not be hired where there are employees with seniority on lay-off and able and willing to perform the job. If the Company, as a result of not being able to fill the job vacancy through recalling or through the job posting procedure, decides to hire from the outside a new employee who will have to be trained for the position while employees are on lay-off, the Company will first recall the senior employee and train him for the open position. Employees who are recalled in accordance with this section shall be required to stay on the job position in question, provided training was required when such a recall took place, for a minimum period of a two six (26) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the work. At the end of this period, employee must be performing at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Section, months except that the employee shall be placed on layoff status, with the right to recall only who was recalled can return to his/her original posted position if it opens up or an employee who is posted to the job the recalled employee was trained to do, become available for their job. e. employees accepting jobs in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee will be recalled from the layoff list in accordance with their seniority, provided that employee has the skills and abilities to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. When it becomes necessary Recall rights extend for a two-year period from the date of last employment. If any Employee is laid off and subsequently recalled to recall employees from layoff, or to re-man a department after a reductionposition and is later laid off again, the following procedure shall be applied: 1new layoff date becomes the start of the two-year period. The Company shall determine An individual on layoff can have another job with seniority prevailing whether there are displaced employees working elsewhere in another employer and still retain recall rights for the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance to the following procedure: a. performed job within the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) two-year period. c. employee will (a) Prior to the recall of laid off Employees, vacancies within the Bargaining Unit shall be posted pursuant to Article 15.03 (a) with the exception that if the Society recreates an eliminated position, the Employee laid off from that position shall be recalled without the need to post. When it is necessary to increase the departmental complement of Employees, Employees who have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform been laid off shall be recalled in reverse order of layoff provided the work. At the end application of this periodprovision shall be consistent with the Employees recalled being able and willing to perform satisfactorily the Society's reasonable requirements which shall be equally applicable to all Employees. (b) Employees shall be notified by registered mail or equivalent system to their last known address on record with the Society and must respond within fifteen (15) working days of receipt of notice. Failure to do so will result in Employees' loss of seniority rights, employee must unless satisfactory proof is submitted within the notice period to substantiate that he/she cannot return for reason of illness; temporary absence from the Employee's designated address, provided the Society has been notified in advance of the temporary absence; or any other just cause. (c) If a laid off Employee is recalled to a temporary assignment which is four (4) weeks or less in duration, he or she will be performing entitled to pro-rated sick leave and vacation pay as per Articles 20 and 24. The Society will specify at the established production standard. d. if an employee fails time of recall the length of employment and no further notice is required. Such Employees will not be eligible for benefits. A laid off Employee who refuses a recall to satisfactorily perform the work as required above due to lack of skills or abilities under this Section, the employee shall be placed on layoff status, with the right to recall only to his/her original job. e. employees accepting jobs in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee will be recalled from the layoff list in accordance with their seniority, provided that employee has the skills and abilities to perform the available jobs. Displaced employee taking available job a temporary assignment shall not be reassigned subject to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off listprovisions of Article 13.04(c). 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. When it becomes necessary to recall employees from the work force is increased after a layoff, or the employees shall be recalled in the reverse order of layoff and to rean available position, provided the senior employee has the ability and qualifications to perform the job. Notice of recall shall be sent, in writing, to the employee at her last known address, by certified mail with a copy to the Union Chapter Chair. Within seventy-man a department two (72) hours after a reductionreceipt of the recall notice, the following procedure employee shall be applied: 1. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere notify the employer in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned writing of her intention to an open job in accordance return to the following procedure: a. performed job work and within the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which after receipt of the recall notice, she shall return to demonstrate ability to satisfactorily perform the work. At If the end of this period, employee must be performing at the established production standard. d. if an employee fails is currently employed and required to satisfactorily perform the work as required above due give notice to lack of skills or abilities under this Sectionher current employer, the employee shall be placed on layoff statusnotify the District, with in writing within seventy-two (72) hours of her intention to return to work at Riverview, and shall return to work within ten (10) working days from the right date the notice of intent to recall only return to his/her original job. e. employees accepting jobs in accordance with work is given to the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2District. Should open jobs become available and the If an employee was is physically unable to qualify for the above, employee will be recalled from the layoff list in accordance return to work (with their seniority, provided that employee has the skills and abilities said physical inability being determined pursuant to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-openArticle 25), the employee must return still respond to the recall notice within seventy- two (72) hours and inform her employer of her physical inability to work, and the employee may then apply for a leave of absence pursuant to Article 19, Paragraph A. The District may then use a substitute to fill the vacancy. If the person does respond within the prescribed period and is physically unable to work, she shall not be denied the right to work when her condition permits, so long as she returns to the position when she is physically able, and returns upon the expiration of any leave, or returns early if the Board permits. An employee, regular or those on leave or layoff, is required to update the Employer periodically in writing of any change in address or telephone number. The Employer will send the recall notice to the address that original job. Employees bypassed shall retain their relative positions is on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed file at the bottom time that a position is available. Failure of the layoff list. However, upon second refusal of recall an employee to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that respond to the recall notice in writing and/or report to work will automatically terminate the person's employment and re-the employer will so notify the Union Chapter Chair or ▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Unionwriting.

Recall Procedure. When it becomes necessary to i) Where there is an opportunity of recall employees from layoff, or to re-man a department after a reduction, the following procedure shall be applied: 1. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance available opening within the Nursing Home division of Wildwood Care Centre, an employee(s) on layoff from the Nursing Home division shall first have opportunity of recall from lay-off to the following procedure: a. performed job within available opening, in order of seniority, provided she has the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization ability and minimal training during which qualifications to demonstrate ability to satisfactorily perform the work. At Where the end Employer is unable to fill the available opening through recall of this periodemployees of lay-off from the Nursing Home division, an employee must be performing at on lay-off from the established production standardRetirement Home division shall have opportunity of recall to the available opening, in order of seniority, provided she has the ability and qualifications to perform the work. In accordance with 9.01 (d) i) and ii), an employee from the Retirement Home division who is so recalled to the Nursing Home division shall not transfer her Retirement Home seniority to the Nursing Home division. Article 9.01 (d) iv) does not apply to such recall. d. if ii) Where there is an opportunity of recall to an available opening within the Retirement Home division of Wildwood Care Centre, an employee(s) on layoff from the Retirement Home division shall first have opportunity of recall from lay-off to the available opening, in order of seniority, provided she has the ability and qualifications to perform the work. Where the Employer is unable to fill the available opening through recall of employees of lay-off from the Retirement Home division, an employee fails on lay-off from the Nursing Home division shall have opportunity of recall to satisfactorily the available opening, in order of seniority, provided she has the ability and qualifications to perform the work as required above due work. In accordance with 9.01 (d) i) and iii), an employee from the Nursing Home division who is so recalled to lack of skills or abilities under this Section, the employee Retirement Home division shall be placed on layoff status, with not transfer her Nursing Home division seniority to the right Retirement Home division. Article 9.01(d) iv) does not apply to recall only to his/her original jobsuch recall. e. employees accepting jobs iii) An employee recalled to work in accordance with a different classification or division of the above procedures Wildwood Care Centre from which she was laid off shall be paid at have the current rate for privilege of returning to the job. f. employees bypassed shall retain their relative positions on position she held prior to the lay-off list. 2should it become vacant within six (6) months of being recalled. Should open jobs become available In the event that an employee is initially recalled to a different division and the employee was unable subsequently exercises her privilege of returning to qualify for the above, employee will be recalled from the layoff list her former division in accordance with their senioritythis provision, provided that employee has the skills seniority she accumulated during her initial recall shall be credited to her seniority within her former division. iv) No new employees shall be hired until all those laid off have been given an opportunity to return to work and abilities have failed to do so or have been found unable to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off listwork available. 3. Should employees be unable to qualify for v) It is the above, they will be sole responsibility of the employee who has been laid off and recalled to available jobs denoted by an asterisk on a position other than a temporary position to notify the Job Classification list, by using plant wide seniority Employer of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing her intention to return to such jobswork within seven (7) calendar days after being notified to do so by registered mail, addressed to the last address on record with the Employer (which notification shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from deemed to have been received on the layoff list second date of mailing) and return to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.an additional fourteen

Recall Procedure. When it becomes necessary to recall employees from layoff, or to re-man a department after a reduction, the following procedure Employees shall be applied: 1. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere recalled in the plant or on order of their seniority, provided they have the skills and qualifications required to perform the available work. (a) An employee shall have the opportunity of recall from a layoff list who previously performed in the job classification. Employee will be reassigned to an open job available opening, in accordance order of seniority, provided he/she has the ability and qualifications to the following procedure: a. performed job within the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the work, before such opening is filled on a regular basis under a job posting procedure. At The posting procedure in the end of this period, employee must be performing at Collective Agreement shall not apply until the established production standardrecall process has been completed. d. if an (b) An employee fails recalled to satisfactorily perform work in a different classification from which he/she was laid off shall have the work privilege of returning or may be transferred, without posting to the position he/she held prior to the layoff, should it become vacant within six (6) months of the employee's recall. (c) Where possible, all extra shifts will be scheduled according to seniority so as required above due to lack of skills or abilities under this Section, bring the employee most senior person on layoff up to their pre-layoff hours before moving to the person next in seniority. (d) No new employees shall be placed on layoff statushired until all those laid off have been given an opportunity to return to work and have failed to do so, with the right to recall only to his/her original job. e. employees accepting jobs in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was loss of seniority provision, or have been found unable to qualify for the above, employee will be recalled from the layoff list in accordance with their seniority, provided that employee has the skills and abilities to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off listwork available. 3. Should employees be unable to qualify for (e) It is the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority sole responsibility of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return who has been laid off to that original job. Employees bypassed shall retain their relative positions on notify the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing Employer of his or her intention to return to such jobswork within three (3) calendar days and/or return to work within fourteen (14) calendar days after being notified to do so by registered mail, addressed to the last address on record with the Employer (which notification shall be considered having quit, forfeiting all accumulated senioritydeemed to have been received after the second day following the date of mailing). The notification shall state the job classification to which the employee is eligible to be recalled and the date and time at which the employee shall report for work. It shall be the responsibility of the employee to keep the Employer informed of his or her current address. 5. Employees recalled from (f) A laid off employee may retain the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal rights of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations for a period of this Agreement, after having first advised the Union.twenty-four

Recall Procedure. When it becomes necessary to recall For the period of time for which an employee retains seniority from the date of layoff for lack of work as provided for in Section he/she shall have preferential rights for rehiring (but only for jobs whose occupants would be classified as employees from layoff, and which are not of a temporary or to re-man a department after a reduction, emergency nature) in accordance with the following procedure provisions: Those most recently laid off shall be applied: 1sent notices by mail by the Company stating the jobs available and the proposed time of hiring. Such notices shall be mailed by registered mail to each such person addressed to the last address which he/she shall have recorded with the Company. The persons to whom such notices are sent and who report ready for work shall, if they are qualified and physically able to fill the jobs available, be hired in the inverse order to that in which they were laid off. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere in the plant or on the layoff list not be required, however, to rehire at any time any person who previously performed in the job classification. Employee will be reassigned shall have failed to an open job report for rehiring in accordance with and at the time stated in any such notice sent to the following procedure: a. performed job within the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the workhim/her. At the end of this period, The employee must be performing at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Section, the employee shall be placed on layoff status, communicate with the right Company within ten days of the mailing of such notice to confirm intention to return to work within fifteen days from the mailing of such notice. An employee may refuse a recall only to a temporary assignment or to a job other than his/her original job. e. employees accepting jobs regular job and may also elect layoff in lieu of a demotion to a lower job classification without loss of subsequent recall rights except as set out in An employee exercising the provisions of need not be recalled for any job other than the job he/she designated until such time as he/she notifies the Company in writing that he/she is prepared to accept any other job available to which he/she may be recalled. Particulars of every position to be filled, other than a temporary vacancy shall be posted on the Department’s bulletin board for seven calendar days. An employee department with the greatest Company Seniority. The Company will provide the Union with copies of postings. bid. The Company will accept phone calls from any employee so notified during the period of the postings and accept his/her request that his name be added to the posting. the greatest Company Seniority. If any employee who has been selected to fill a vacancy posted in accordance with the above procedures shall provisions of this Article applies for and is selected to another vacancy before takes up the first position then the first vacancy need not be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee will posted again but may be recalled from the layoff list filled in accordance with their seniority, provided that employee has this Article 9 from among the skills original applicants. This Section shall also apply during a job posting period of up to thirty days in order to provide continuity and abilities to perform the available jobsmaintain efficient operations. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign Where it is anticipated a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they temporary vacancy will be recalled longer than sixty days, then the senior qualified employee in the department will be given the opportunity to available jobs denoted by an asterisk on fill that temporary vacancy. The Union will be informed of temporary vacancies. The Company shall post the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom name of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, selected candidate or Article V, Section F., #2the fact that no candidate has been chosen within seven days following the last posting day mentioned above., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. When it becomes necessary to i) Where there is an opportunity of recall employees from layoff, or to re-man a department after a reduction, the following procedure shall be applied: 1. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance available opening within the Nursing Home division of Wildwood Care Centre, an employee(s) on layoff from the Nursing Home division shall first have opportunity of recall from lay-off to the following procedure: a. performed job within available opening, in order of seniority, provided she has the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization ability and minimal training during which qualifications to demonstrate ability to satisfactorily perform the work. At Where the end Employer is unable to fill the available opening through recall of this periodemployees of lay-off from the Nursing Home division, an employee must be performing at on lay-off from the established production standardRetirement Home division shall have opportunity of recall to the available opening, in order of seniority, provided she has the ability and qualifications to perform the work. In accordance with 9.01 (d) i) and ii), an employee from the Retirement Home division who is so recalled to the Nursing Home division shall not transfer her Retirement Home seniority to the Nursing Home division. Article 9.01 (d) iv) does not apply to such recall. d. if ii) Where there is an opportunity of recall to an available opening within the Retirement Home division of Wildwood Care Centre, an employee(s) on layoff from the Retirement Home division shall first have opportunity of recall from lay-off to the available opening, in order of seniority, provided she has the ability and qualifications to perform the work. Where the Employer is unable to fill the available opening through recall of employees of lay-off from the Retirement Home division, an employee fails on lay-off from the Nursing Home division shall have opportunity of recall to satisfactorily the available opening, in order of seniority, provided she has the ability and qualifications to perform the work as required above due work. In accordance with 9.01 (d) i) and iii), an employee from the Nursing Home division who is so recalled to lack of skills or abilities under this Section, the employee Retirement Home division shall be placed on layoff status, with not transfer her Nursing Home division seniority to the right Retirement Home division. Article 9.01(d)iv) does not apply to recall only to his/her original jobsuch recall. e. employees accepting jobs iii) An employee recalled to work in accordance with a different classification or division of the above procedures Wildwood Care Centre from which she was laid off shall be paid at have the current rate for privilege of returning to the job. f. employees bypassed shall retain their relative positions on position she held prior to the lay-off list. 2should it become vacant within six (6) months of being recalled. Should open jobs become available In the event that an employee is initially recalled to a different division and the employee was unable subsequently exercises her privilege of returning to qualify for the above, employee will be recalled from the layoff list her former division in accordance with their senioritythis provision, provided that employee has the skills seniority she accumulated during her initial recall shall be credited to her seniority within her former division. iv) No new employees shall be hired until all those laid off have been given an opportunity to return to work and abilities have failed to do so or have been found unable to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off listwork available. 3. Should employees be unable to qualify for v) It is the above, they will be sole responsibility of the employee who has been laid off and recalled to available jobs denoted by an asterisk on a position other than a temporary position to notify the Job Classification list, by using plant wide seniority Employer of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing her intention to return to such jobswork within seven (7) calendar days after being notified to do so by registered mail, addressed to the last address on record with the Employer (which notification shall be considered having quit, forfeiting all accumulated senioritydeemed to have been received on the second date of mailing) and return to work within an additional fourteen (14) days unless otherwise agreed. The notification shall state the job to which the employee is eligible to be recalled and the date and time at which the employee shall report for work. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. vi) It is understood the sole responsibility of employees who are laid off and agreed who are recalled to a temporary position that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative is anticipated to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.exceed sixty

Recall Procedure. When it becomes necessary to i) Where there is an opportunity of recall employees from layoff, or to re-man a department after a reduction, the following procedure shall be applied: 1. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance available opening within the Nursing Home division of Wildwood Care Centre, an employee(s) on layoff from the Nursing Home division shall first have opportunity of recall from lay-off to the following procedure: a. performed job within available opening, in order of seniority, provided they have the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization ability and minimal training during which qualifications to demonstrate ability to satisfactorily perform the work. At Where the end Employer is unable to fill the available opening through recall of employees of lay-off from the Nursing Home division, an employee on lay-off from the Retirement Home division shall have opportunity of recall to the available opening, in order of seniority, provided they have the ability and qualifications to perform the work. In accordance with 9.01 (d) i) and ii), an employee from the Retirement Home division who is so recalled to the Nursing Home division shall not transfer their Retirement Home seniority to the Nursing Home division. Article 9.01 (d) iv) does not apply to such recall. ii) Where there is an opportunity of recall to an available opening within the Retirement Home division of Wildwood Care Centre, an employee(s) on layoff from the Retirement Home division shall first have opportunity of recall from lay-off to the available opening, in order of seniority, provided they have the ability and qualifications to perform the work. Where the Employer is unable to fill the available opening through recall of employees of lay-off from the Retirement Home division, an employee on lay-off from the Nursing Home division shall have opportunity of recall to the available opening, in order of seniority, provided they have the ability and qualifications to perform the work. In accordance with 9.01 (d) i) and iii), an employee from the Nursing Home division who is so recalled to the Retirement Home division shall not transfer their Nursing Home division seniority to the Retirement Home division. Article 9.01 (d) iv) does not apply to such recall. iii) An employee recalled to work in a different classification or division of the Wildwood Care Centre from which they were laid off shall have the privilege of returning to the position they held prior to the lay-off should it become vacant within six (6) months of being recalled. In the event that an employee is initially recalled to a different division and subsequently exercises their privilege of returning to their former division in accordance with this periodprovision, the seniority they accumulated during their initial recall shall be credited to their seniority within their former division. iv) No new employees shall be hired until all those laid off have been given an opportunity to return to work and have failed to do so or have been found unable to perform the work available. v) It is the sole responsibility of the employee must who has been laid off and recalled to a position other than a temporary position to notify the Employer of their intention to return to work within seven (7) calendar days after being notified to do so by registered mail, addressed to the last address on record with the Employer (which notification shall be performing deemed to have been received on the second date of mailing) and return to work within an additional fourteen (14) days unless otherwise agreed. The notification shall state the job to which the employee is eligible to be recalled and the date and time at which the employee shall report for work. vi) It is the sole responsibility of employees who are laid off and who are recalled to a temporary position that is anticipated to exceed sixty (60) calendar days duration to notify the Employer of their intention to return to work within four (4) calendar days after being notified to do so by registered mail (which notification shall be deemed to have been received after the second day following the date of mailing) and return to work within six (6) calendar days after being so notified. vii) Full-time and regular part-time employees on layoff may notify the Employer in writing at the established production standard. d. time of layoff of their interest in accepting casual part-time call-in shifts and temporary vacancies which are not expected to exceed sixty (60) calendar days which may arise within their classification within their division from which they were laid off. Such written notification of interest shall state any restrictions on the type of assignment the employee is willing to accept and shall remain valid for six weeks. However, if an employee fails declines such a casual part-time call-in shift or temporary vacancy the Employer shall not be obliged to satisfactorily call upon the employee again during the balance of the six-week period. Subject to the provisions of the Letter of Understanding re " Recall to Casual Part-time Call-in Shifts and Temporary Vacancies", casual part-time call-in shifts and temporary vacancies which are not expected to exceed sixty (60) calendar days shall be offered first to those full-time and regular part-time employees on layoff from the classification and the division in which the casual part-time call-in shift or temporary vacancy arises who have expressed written interest in accepting such work in accordance with this provision in order of their seniority prior to being offered to casual part-time employees, provided that the employees have the ability and qualifications to perform the work work. An employee to whom a casual part-time call-in shift or a temporary vacancy that is not expected to exceed sixty (60) calendar days duration is offered in accordance with this provision or otherwise may accept or decline such vacancy and in either case shall maintain their position on the recall list. Acceptance of a casual part-time call-in shift or temporary vacancy of less than sixty (60) calendar days shall not constitute a recall from layoff. viii) Except as required above due specifically provided otherwise herein, where a full- time employee is recalled to lack a casual part-time call-in shift or a temporary vacancy and the full-time employee's benefit coverage has elapsed, the full-time employee shall be treated as a part-time employee for benefit purposes and will accordingly receive a payment in lieu of skills or abilities under this Sectionbenefits at the rate specified in the applicable "Part-Time Employee Benefits" section of Schedule "A" for the applicable classification. Where, however, the full-time employee is recalled to a temporary vacancy and works more than six hundred (600) consecutive hours in such temporary vacancy, the employee shall thereafter be placed on eligible for benefit coverage as a full-time employee and will continue to receive such benefit coverage for the remaining duration of the temporary recall. ix) It is understood that upon the completion of a temporary recall, the employee who had been temporarily recalled to fill the temporary vacancy has the right to: A) return to their layoff status (Articles 9.10 and 9.11 shall not apply to such return to layoff status, with ); or B) displace another laid off employee who has been recalled to a temporary position within the right to recall only to his/her original job. e. employees accepting jobs in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available same division and the employee was unable to qualify for the above, employee will be recalled from the layoff list in accordance with their who has lesser bargaining unit seniority, provided that each one of the following conditions is satisfied: 1) the employee whose temporary recall has the skills been completed is qualified for and abilities to can perform the available jobs. Displaced duties of the lower or identical paying classification without training other than orientation; and 2) the temporary recall position into which the employee taking available job shall not be reassigned wishes to their original job once they have chosen to sign displace is of at least a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on further two weeks duration calculated from the lay-off list.date that the employee will displace into the position; and 3. Should employees be unable ) forty-eight hours’ notice of displacement is given personally to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return who is to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled be displaced from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6temporary recall. It is understood that Articles 9.11 and agreed 9.10 do not apply to the displacement of any employee pursuant to this provision. Any employee displaced from a temporary recall in accordance with this section has the same options as addressed above in this subsection ix). It is further understood that any displacements of employees from temporary recalls pursuant to this section shall not result in claims against the Employer arising from resulting changes in the posted schedule. x) It is understood that for the purposes of recall, that the employee is solely responsible for notifying the Employer in writing of any change in the employee's address and telephone number. xi) A laid off employee shall retain the rights of recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations for a period of this Agreement, after having first advised the Unioneighteen (18) calendar months.

Recall Procedure. When it becomes necessary to i) Where there is an opportunity of recall employees from layoff, or to re-man a department after a reduction, the following procedure shall be applied: 1. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance available opening within the Nursing Home division of Wildwood Care Centre, an employee(s) on layoff from the Nursing Home division shall first have opportunity of recall from lay-off to the following procedure: a. performed job within available opening, in order of seniority, provided she has the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization ability and minimal training during which qualifications to demonstrate ability to satisfactorily perform the work. At Where the end Employer is unable to fill the available opening through recall of this periodemployees of lay-off from the Nursing Home division, an employee must be performing at on lay-off from the established production standardRetirement Home division shall have opportunity of recall to the available opening, in order of seniority, provided she has the ability and qualifications to perform the work. In accordance with 9.01 (d) i) and ii), an employee from the Retirement Home division who is so recalled to the Nursing Home division shall not transfer her Retirement Home seniority to the Nursing Home division. Article 9.01 (d) iv) does not apply to such recall. d. if ii) Where there is an opportunity of recall to an available opening within the Retirement Home division of Wildwood Care Centre, an employee(s) on layoff from the Retirement Home division shall first have opportunity of recall from lay-off to the available opening, in order of seniority, provided she has the ability and qualifications to perform the work. Where the Employer is unable to fill the available opening through recall of employees of lay-off from the Retirement Home division, an employee fails on lay-off from the Nursing Home division shall have opportunity of recall to satisfactorily the available opening, in order of seniority, provided she has the ability and qualifications to perform the work as required above due work. In accordance with 9.01 (d) i) and iii), an employee from the Nursing Home division who is so recalled to lack of skills or abilities under this Section, the employee Retirement Home division shall be placed on layoff status, with not transfer her Nursing Home division seniority to the right Retirement Home division. Article 9.01(d) iv) does not apply to recall only to his/her original jobsuch recall. e. employees accepting jobs iii) An employee recalled to work in accordance with a different classification or division of the above procedures Wildwood Care Centre from which she was laid off shall be paid at have the current rate for privilege of returning to the job. f. employees bypassed shall retain their relative positions on position she held prior to the lay-off list. 2should it become vacant within six (6) months of being recalled. Should open jobs become available In the event that an employee is initially recalled to a different division and the employee was unable subsequently exercises her privilege of returning to qualify for the above, employee will be recalled from the layoff list her former division in accordance with their senioritythis provision, provided that employee has the skills seniority she accumulated during her initial recall shall be credited to her seniority within her former division. iv) No new employees shall be hired until all those laid off have been given an opportunity to return to work and abilities have failed to do so or have been found unable to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off listwork available. 3. Should employees be unable to qualify for v) It is the above, they will be sole responsibility of the employee who has been laid off and recalled to available jobs denoted by an asterisk on a position other than a temporary position to notify the Job Classification list, by using plant wide seniority Employer of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing her intention to return to such jobswork within seven (7) calendar days after being notified to do so by registered mail, addressed to the last address on record with the Employer (which notification shall be considered having quit, forfeiting all accumulated senioritydeemed to have been received on the second date of mailing) and return to work within an additional fourteen (14) days unless otherwise agreed. The notification shall state the job to which the employee is eligible to be recalled and the date and time at which the employee shall report for work. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. vi) It is understood the sole responsibility of employees who are laid off and agreed who are recalled to a temporary position that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative is anticipated to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.exceed sixty

Recall Procedure. 16.1 When it becomes necessary to recall employees from layoff, or to re-man a department after a reductionrecalls are necessary, the following procedure Employee with the most classification seniority in the classification being recalled shall have priority in returning. Classifications will be recalled in the order of their listing in the List of Departments and Classifications of this Agreement. 16.2 When all Labourers with seniority have been recalled, laid off Employees with seniority in other departments will be offered a recall to the Labour Department by plant-wide seniority before probationary Labourers are recalled providing they are physically capable of doing the work. An Employee who refuses an offer to work in the Labour Department will retain his recall rights to his own Department and classification but will not be offered work in the Labour Department again during his present period of lay-off. 16.3 An Employee who refuses a recall for a short term job in his classification may not exercise his seniority regarding recall until he accepts a permanent recall. Employees who are not contacted by telephone or any other convenient means for a short term job and recall extends beyond one week, shall be applied:contacted for additional work of one week or more. With the knowledge available at such time, the Company will give the approximate duration of such recall. 116.4 A short term job as referred to in Clause 16.3 shall be a job of ten consecutive working days or less. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere Employees in the plant classifications requiring recall for a short term job shall be recalled by the Company by any convenient means of communication and such recall will be carried out by seniority. If the Company is unable to contact the required number by such means, they will continue to contact the remainder of the Employees, in the classification affected, by seniority until the required number have been recalled. 16.5 A job consisting of more than ten consecutive working days shall require a permanent recall. Employees in the classifications requiring permanent recall shall be recalled by the Company by any convenient means of communication, and such recall will be carried out by seniority. If the company is unable to contact the Employees by such means, the Employees involved will be recalled by Certified Mail to such Employee's last address given to the Company. However, if the number of Employees requiring recall is less than the number of Employees on lay-off in the classification, the Employees being recalled may refuse, provided sufficient Employees in the affected classification indicate a willingness to return. Employees who so refuse, must do so in writing, either personally or by proxy and may not grieve loss of earnings or exercise their seniority regarding recall until they are again permanently recalled. This notice will also be sent to Employees who are laid off and are on Weekly Indemnity, sickness, W.C.B. benefits or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance to the following procedure: a. performed job within the past ten (10) yearsvacation. b. satisfactorily performed 16.6 In all such cases of recalls, the job Business Agent shall be provided with a list of those Employees affected. 16.7 An Employee who is unable to answer a recall due to his participation in a training course, must arrange for a minimum leave of a two (2) year periodabsence. c. employee will have 16.8 The right to refuse a recall may be used only if the recall is of shorter duration than five (5) days for familiarization or the Employee provides proof of employment elsewhere of a longer duration than that offered by the Company. Clause 16.9 supersedes the Employee's right to refuse a recall as stated in clauses 16.3, 16.4 and minimal training during which to demonstrate ability to satisfactorily perform the work. At the end of this period, employee must be performing at the established production standard16. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Section, the employee shall be placed on layoff status, with the right to recall only to his/her original job. e. employees accepting jobs in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee will be recalled from the layoff list in accordance with their seniority, provided that employee has the skills and abilities to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the 16.9 The Company shall exercise its prerogative to fill those vacancies, within first acknowledge the limitations seniority rights of this Agreement, after having first advised the Unionany laid off Employee before new- hiring.

Recall Procedure. A. When it becomes necessary the working force is increased after a lay-off, the employees shall be recalled in the reverse order of lay-off to recall employees from the position available regardless of whether that position is the same type, classification or length that the employee held at the time of the layoff, or provided the senior employee has the ability and qualification to re-man a department after a reduction, perform the following procedure job. Notice of recall shall be applied: 1. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance sent to the following procedure: a. performed job employee at his last known address with a copy to the union President. If the potential returning employee does not respond within the past ten (10) years. b. satisfactorily performed calendar days to the job for a minimum original letter, he shall be deemed to have terminated his employment by way of a voluntary resignation. Within seventy-two (272) year period. c. hours after receipt of the recall notice, the employee will have shall notify the employer in writing of his intention to return to work and within five (5) days for familiarization and minimal training during which after receipt of the recall notice, he shall return to demonstrate ability to satisfactorily perform the work. At If the end of this period, employee must be performing at the established production standard. d. if an employee fails is currently employed and required to satisfactorily perform the work as required above due give notice to lack of skills or abilities under this Sectionhis current employer, the employee shall be placed on layoff status, with notify the right District in writing of his intention to return to work at Riverview within seventy-two (72) hours and shall return to work within ten (10) working days from the date the notice of intent to return to work is given to the District. Failure of an employee to respond to the recall only notice in writing and/or report to his/her original jobwork will automatically terminate the person's employment and the employer will so notify the Union President in writing. e. employees accepting jobs in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the B. If a recalled employee was is physically unable to qualify for the above, employee will be recalled from the layoff list in accordance return to work (with their seniority, provided that employee has the skills and abilities said physical inability being determined pursuant to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-openArticle 28), the employee must return still respond to that original jobthe recall notice within seventy-two (72) hours and inform the employer of their physical inability to work and the employee may then apply for a leave of absence pursuant to Article 20. Employees bypassed The District may then recall the next senior qualified employee in the recall list to fill the vacancy. If the person does respond within the prescribed period and is physically unable to work, he shall retain their relative positions not be denied the right to work when his condition permits so long as he returns to the position when he is physically able, returns upon the expiration of any leave, or returns early if the Board permits. C. If a position is known to be vacant for a period in excess of four (4) months, the District will offer the position to a laid off employee according to seniority and qualifications and the employee accepting the position will receive the contractual rate of pay and all benefits provided for under this Agreement for the offered position. If a position is to be vacant for less than four (4) months, the District will offer the position to a laid off employee according to seniority and qualifications and the employee accepting the position will receive the casual rate of pay and no fringe benefits. If a laid- off employee refuses recall to a position paying at the casual rate and no fringe benefits, he/she shall not lose his/her recall rights. D. An employee, regular or those on the leave or lay-off list. 4off, is required to update the employer periodically in writing of any change in address or telephone number. Employees recalled from The employer will send the layoff list recall notice to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed address that is on file at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes time that a position is available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. When it becomes necessary to recall employees WPAS proposal: (a) An employee laid off or displaced from layoff, or to re-man a department after a reduction, the following procedure job classification shall be appliedfirst in line for recall to his or her previously held classification, unless that employee's qualifications or prior job performance in that job classification are unequal compared to those of an employee previously laid off or displaced from that same classification, as determined by the Employer. Such determination shall be fairly and reasonably exercised. Union proposal to maintain current contract language (a) An employee laid off or displaced from a job classification shall be first in line for recall to his or her previously held classification, unless that employee's qualifications or prior job performance in that job classification are unequal compared to those of an employee previously laid off or displaced from that same classification, as determined by the Employer. Such determination shall be fairly and reasonably exercised. WPAS proposal: 1(b) Subject to Section 6.4(a) the Employer, upon recalling shall do so in the inverse order of seniority. The Company Employer shall determine with seniority prevailing whether there are displaced recall the last employee laid off; provided, however, that such employee has the qualifications for the position for which he or she is recalled. The last employee laid off from a job will be the first recalled to that job. Under no circumstances shall the Employer hire from the open market while employees working elsewhere on the recall list, qualified by having prior employment in the plant or on the layoff list who previously performed in the job classificationvacant position are able to be employed. Employee will be reassigned to an open job in accordance An employee shall retain recall rights to the following procedure: a. performed job within position from which laid off for twelve (12) months from the past ten (10) years. b. satisfactorily performed the job for a minimum date of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the work. At the end of this period, employee must be performing at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Sectionlayoff; provided that, the employee keeps the Employer continuously advised of his or her last known address and interest in such recall; such recall rights may be ex tended by the Employer. Union proposal to maintain current contract language (b) Subject to Section 6.4(a) the Employer, upon recalling shall do so in the inverse order of seniority. The Employer shall recall the last employee laid off; provided, however, that such employee has the qualifications for the position for which he or she is recalled. The last employee laid off from a job will be placed the first recalled to that job. Under no circumstances shall the Employer hire from the open market while employees on the recall list, qualified by having prior employment in the vacant position are able to be employed. An employee shall retain recall rights to the position from which laid off for twelve (12) months from the date of layoff; provided that, the employee keeps the Employer continuously advised of his or her last known address and interest in such recall; such recall rights may be ex tended by the Employer. WPAS proposal: (c) Upon layoff and each three (3) months thereafter, the affected employee may advise the Employer in writing or person of his or her desire to be considered for rehire to a position other than the position from which laid off. If a position other than the position from which the employee was laid off becomes available, an employee on layoff status, with the right if qualified, will receive preferential consideration to recall only be rehired to his/her original job. e. employees accepting jobs in accordance with the above procedures such position and shall be paid at subject to the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee will be recalled from the layoff list in accordance with their seniority, provided that employee has the skills and abilities to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority probationary schedule of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. Article 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #25., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. Employees with seniority who are laid off shall retain their seniority and right of recall for a period of twelve (12) months. When it becomes necessary to recall employees from layoff, or to re-man a department after a reductionvacancy occurs, the following procedure Board will recall individuals with a right of recall to their job classification provided they are qualified to fill the normal requirements of the job, in reverse order to which they were laid off. Employees on the recall list shall be applied: 1responsible for informing the Board of any change to their mailing addresses. The Company Notice of recall shall determine be sent by registered mail or courier to the last address recorded with seniority prevailing whether there are displaced employees the Board by the employee, requiring the employee to report to work on a date not earlier than seven (7) working elsewhere days after the date of such notice. If the employee does not reply within seven (7) working days or fails to report for work at the time and date specified in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance to the following procedure: a. performed job within the past ten (10) years. b. satisfactorily performed the job for a minimum of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the work. At the end of this period, employee must be performing at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Sectionnotice, the employee shall be placed on layoff status, with deemed unavailable and the right to recall only to his/her original job. e. employees accepting jobs next eligible employee shall be called. While recalling an individual in accordance with the above procedures foregoing, the Board shall be paid entitled to fill any job available on a temporary basis not to exceed ten (10) working days, but it shall give a laid-off individual an opportunity consistent with the requirements of such job and the seniority of the laid-off individual, to do such job if the employee is readily available and can perform the work. Regardless of classification, employees on the recall list shall be recalled to positions for which they are qualified or for temporary positions as available. No supply caretaker assistant shall be hired for any job while an employee who is capable of doing that job remains laid off and is willing to be recalled. 11.08 The Board will offer alternative employment with the Board to any employee who has at least two (2) years' service with the current rate Board, if it is proposing to lay off as a direct result of the Board contracting out any work. 11.09 During the term of the Agreement the Board will not enter into any contract with any contractor for the jobperformance of caretaking and courier services in any schools. f. employees bypassed shall retain their relative positions on 11.10 While it is recognized that the lay-off list. 2. Should open jobs become available Board has the right to contract out in case of emergency or temporary work load the Board agrees that there will be no change in the present practice of Maintenance operations and the employee was unable to qualify for the above, that no Maintenance employee will be recalled from the layoff list laid off or suffer a change in accordance with their seniority, provided that employee has the skills and abilities to perform the available jobs. Displaced employee taking available job shall not be reassigned to their original job once they have chosen to sign status as a Job Bid, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off listresult of contracting out. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, shall be considered having quit, forfeiting all accumulated seniority. 5. Employees recalled from the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. When it becomes necessary to recall employees from layoff, or to re-man a department after a reduction, the following procedure Employees shall be applied: 1. The Company shall determine with seniority prevailing whether there are displaced employees working elsewhere recalled in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance to the following procedure: a. performed job within the past ten (10) years. b. satisfactorily performed the job for a minimum order of a two (2) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the work. At the end of this period, employee must be performing at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Section, the employee shall be placed on layoff status, with the right to recall only to his/her original job. e. employees accepting jobs in accordance with the above procedures shall be paid at the current rate for the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available and the employee was unable to qualify for the above, employee will be recalled from the layoff list in accordance with their seniority, provided that employee has they have the skills and abilities qualifications required to perform the available jobswork. (a) An employee shall have the opportunity of recall from a layoff to an available opening, in order of seniority, provided he/she has the ability and qualifications to perform the work, before such opening is filled on a regular basis under a job posting procedure. Displaced employee taking available job The posting procedure in the Collective Agreement shall not apply until the recall process has been completed. (b) An employee recalled to work in a different classification from which he/she was laid off shall have the privilege of returning or may be reassigned transferred, without posting to their original job once they have chosen the position he/she held prior to sign a Job Bidthe layoff, or have completed should it become vacant within one (1) year in their new job classification. Employees bypassed shall retain their relative positions on of the lay-off listemployee's recall. 3. Should employees be unable to qualify for the above(c) Where possible, they all extra shifts will be recalled scheduled according to available jobs denoted by an asterisk seniority so as to bring the most senior person on layoff up to their pre-layoff hours before moving to the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off listperson next in seniority. 4. Employees recalled from the layoff list to their original jobs refusing (d) No new employees shall be hired until all those laid off have been given an opportunity to return to such jobswork and have failed to do so, in accordance with the loss of seniority provision, or have been found unable to perform the work available. (e) It is the sole responsibility of the employee who has been laid off to notify the Employer of his or her intention to return to work within three (3) calendar days and/or return to work within fourteen (14) calendar days after being notified to do so by registered mail, addressed to the last address on record with the Employer (which notification shall be considered having quit, forfeiting all accumulated senioritydeemed to have been received after the second day following the date of mailing). The notification shall state the job classification to which the employee is eligible to be recalled and the date and time at which the employee shall report for work. It shall be the responsibility of the employee to keep the Employer informed of his or her current address. 5. Employees recalled from (f) A laid off employee may retain the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal rights of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2for a period of twenty-four (24) months., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, the Company shall exercise its prerogative to fill those vacancies, within the limitations of this Agreement, after having first advised the Union.

Recall Procedure. (a) When it becomes necessary to recall employees from layoff, or to re-man a department circumstances permit the increase of the working force after a reductionlay-off, permanent employees transferred as a result of the following procedure reduction in the working force will be transferred back to their former jobs. Seniority, subject to the ability of individuals to perform the work available shall be applied:the guiding factor in recalling persons on the recall list. 1(b) The Company will notify an employee of recall first by telephone then by registered mail or telegram addressed to the employee at his last known address. The Company shall determine with seniority prevailing whether there are displaced employees employee must signify his intention to return to work within five (5) working elsewhere in the plant or on the layoff list who previously performed in the job classification. Employee will be reassigned to an open job in accordance to the following procedure: a. performed job days and furthermore must report within the past ten (10) yearsworking days of being notified (unless reasonable cause prevails). The employees will give twenty-four (24) hours advance notice of their intent to return. b. satisfactorily performed (c) An employee on the recall list who is recalled may declined the recall if the period of re- employment is temporary or of short duration (duration of ten (10) working days or less). (d) A person placed on the recall list shall not accumulate seniority or Company service when refusing recall except as provided in (c) above. (e) New employees shall not be hired where there are employees with seniority on lay-off and able and willing to perform the job. If the Company, as a result of not being able to fill the job vacancy through recalling or through the job posting procedure, decides to hire from the outside a new employee who will have to be trained for the position while employees are on lay-off, the Company will first recall the senior employee and train him for the open position. Employees who are recalled in accordance with this section shall be required to stay on the job position in question, provided training was required when such a recall took place, for a minimum period of a two six (26) year period. c. employee will have five (5) days for familiarization and minimal training during which to demonstrate ability to satisfactorily perform the work. At the end of this period, employee must be performing at the established production standard. d. if an employee fails to satisfactorily perform the work as required above due to lack of skills or abilities under this Section, months except that the employee shall be placed on layoff status, with the right to recall only who was recalled can return to his/her original posted position if it opens up or an employee who is posted to the job the recalled employee was trained to do, become available for their job. e. employees accepting jobs . 13.06 GROUPS Flexo Press and Letter Press Operator Senior 2nd Senior 3rd Senior Bundler Bundler on each shift must be qualified to move up to Flexo 3rd Man for short-term vacancies. Rotary/Bobst Press Operator Senior 2nd All moves as shown in accordance with the above procedures this section shall be paid at determined by seniority in the current rate for shift where the job. f. employees bypassed shall retain their relative positions on the lay-off list. 2. Should open jobs become available original vacancy occurs and the application of seniority shall also require the employee was unable to qualify for have the above, employee will be recalled from the layoff list in accordance with their seniority, provided that employee has the skills and abilities ability to perform the available jobsnormal duties of the job in question (ability includes physical capability). Displaced employee taking available job shall The above procedure is not to be reassigned to their original job once they have chosen to sign a Job Bidinterpreted as the lines of progression, or have completed one (1) year in their new job classification. Employees bypassed shall retain their relative positions on the lay-off list. 3. Should employees be unable to qualify for the above, they will be recalled to available jobs denoted by an asterisk on the Job Classification list, by using plant wide seniority of those employees on the lay-off list. If the employee’s original job should re-open, the employee must return to that original job. Employees bypassed shall retain their relative positions on the lay-off list. 4. Employees recalled from the layoff list to their original jobs refusing to return to such jobs, and movement shall be considered having quiton a voluntary basis, forfeiting all accumulated seniority. 5. Employees recalled from except that where no one voluntarily agrees to fill the layoff list to available work refusing such job shall be placed at the bottom of the layoff list. However, upon second refusal of recall to available work, employees shall be considered on layoff until original job becomes available, or Article V, Section F., #2., becomes applicable. 6. It is understood and agreed that the recall and re-▇▇▇▇▇▇▇ procedures contained in this Agreement will be invoked only when full time, permanent jobs become available. Should temporary jobs become available, position the Company shall exercise its prerogative place the most junior qualified employee in the position to fill those vacanciesbe filled for an open period. To prevent unnecessary moves, within each employee will move up only once per shift. The company agrees to re-arrange schedules when making up the limitations weekly lists and cross shifts if necessary in order to keep as many senior employees working as is possible in the application of this Agreement, after having first advised the UnionArticle 13.05 b (iii).