Common use of Recall Procedures Clause in Contracts

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility (a) Employees who are laid off shall be placed on a Recall List. Laid off Employees shall fill out the Laid Off Employee availability form in Appendix 2. (b) Subject to be recalled from layoff and employment shall terminate after fourteen (14) months. consideration of ability, experience, qualifications, or where the Employer establishes that special skills or qualifications are required, according to objective tests or standards reflecting the functions of the job concerned, Employees placed on the Recall List shall be recalled from layoff based on by order of seniority to any position for which the Employee is deemed to be qualified. Positions pursuant to this section shall include all positions in all bargaining units. (c) The Employer shall give notice of recall by registered mail to the following order: 1Employee’s last recorded address. Employees shall be recalled to are responsible for keeping the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the workEmployer informed of their current address. 4. Employees (d) An Employee entitled to recall shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by services of the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the Employer within two (2) weeks of notice of recall, unless on reasonable grounds they are unable to do so. An Employee who has been given notice of recall may refuse to exercise such date right without prejudicing the right of any future recall, except in the case of recall to the Employee’s same position classification title or position classification title series in which event they will be struck from the Recall List. However, an Employee’s refusal to accept recall to their same position classification title or position classification title series at the time of layoff will not result in loss of recall rights in the case of recall for occasional work or for employment of short duration of time during which they are employed elsewhere. (e) Employees on the Recall List shall be not less than fourteen (14) days from given first option of filling vacancies normally filled by casual workers, providing they possess the date necessary qualifications, skills, and abilities, as determined by the Employer, reflecting the functions of the notice unless mutually agreed uponjob concerned. A permanent Employee who accepts such casual work retains their permanent status.

Recall Procedures. ‌ A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility to be recalled from layoff (i) Human Resources will recall Employees on the basis of seniority, and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the essential qualifications, performance record, aptitude, skills and ability to perform successfully in the work; or 3vacant position. A vacant position is considered one which has been posted for Bargaining Unit Employees only and for which no suitable, qualified candidate has been selected. Employees shall will be recalled only to other positions at or below their job code(s). (ii) If an Employee does not accept the employee previously heldvacant position, provided that Employee is considered to have waived their right to recall confirming their termination of employment from the employee completed probation in that Employer unless the vacant position starting is at a level below the last position held by the Employee with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the workEmployer. 4. (iii) If a vacant position goes to second internal posting and is at a higher level than the last position held by any of the Employees shall be recalled from layoff into vacant County positions not previously held provided: 1on the recall list, then the Employee(s) The employee possesses on the qualifications, performance record, aptitude, ability recall list will have the right to perform apply for the workposition. (iv) If the Employee's recall rights expire, and the ability to meet Employee has not been successful in obtaining a position, written notice of termination will be given by the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Superintendent of Human Resources Office, within thirty or designate. (30v) days of the date of layoff, the position(s) they want Employees subject to recall rights shall be placed in a staffing pool to be considered for recall. B. any temporary positions covered by the Bargaining Unit prior to the use of Temporary Employees (THR’s). Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall who are placed into temporary positions will be terminated. A form provided by paid at the Human Resources Office signed by job code of the employee shall document this recall refusaltemporary position. C. When necessary(vi) If an Employee has been laid off and works in a temporary position with the Employer, the Human Resources Director shall determine the recalled employeeEmployee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified effective date of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain layoff will commence on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the termination date of the notice unless mutually agreed upontemporary position. The temporary position shall not affect the Employee’s previous job code. The Employee shall have access to recall procedures during the temporary position.

Recall Procedures. A. Eligibility The names of teacher(s) whose contracts are suspended in a reduction in force will be placed on a recall list for up to twenty-seven (27) months from the date of the reduction. Teachers on the recall list will have the following rights: 1. No new teachers will be employed by the Board nor will a vacancy be posted while there are teachers on the recall list who are certificated for the vacancy. 2. Teachers on the recall list will be recalled in order of the seniority for vacancies in area(s) for which they are certificated. Every teacher on the recall list will receive from layoff the Board, by certified mail, a form indicating the employee's current address, certifications/licensures, and employment desire to return to the district. Such notices shall terminate after be sent out fourteen (14) calendar days prior to once every nine- (9) months, commencing with the effective date of the layoff. Employees The teacher shall be recalled from layoff based on seniority in complete the following order: 1. Employees shall be recalled form, including any additional or deleted certifications, whether or not the teacher continues to desire to return to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitudedistrict, and ability to perform any change in address. The teacher must return the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing form prior to the Human Resources Office, within thirty (30) days expiration of the date of layoffapplicable nine- (9) month period, or the position(s) they want to teacher will be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall removed from the recall list. The teacher will also be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability if he or she indicates he or she does not wish to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the district. 3. If an opening the Board plans to fill occurs, the Board will send a certified announcement to the last known address of all teachers on the recall list after declining recallwho are qualified according to these provisions. It is the teacher's responsibility to keep the Board informed of his/her current address. All teachers are required to respond in writing to the district office within seven (7) calendar days. The most senior of those responding will be awarded the vacant position. Any teacher who fails to respond within seven (7) calendar days, must be mutually agreed uponor who declines to accept the position, will forfeit all recall rights. 4. A form produced by teacher on the Human Resources Office recall list will, upon acceptance of the notification to resume active employment status, return to active employment status with the same seniority, accumulation of sick leave, and signed by salary schedule placement as he/she enjoyed at the employee shall document this processtime of layoff. E. Laid off employees shall report to work on the date specified 5. Teachers may accept less than full-time employment in the notice district; however, such employment does not constitute a waiver of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility (a) Employees who are laid off shall be placed on a Recall List. Laid off Employees shall fill out the Laid Off Employee availability form in Appendix 2. (b) Subject to be recalled from layoff and employment shall terminate after fourteen (14) months. consideration of ability, experience, qualifications, or where the Employer establishes that special skills or qualifications are required, according to objective tests or standards reflecting the functions of the job concerned, Employees placed on the Recall List shall be recalled from layoff based on by order of seniority to any position for which the Employee is deemed to be qualified. Positions pursuant to this section shall include all positions in all bargaining units. (c) The Employer shall give notice of recall by registered mail to the following order: 1Employee’s last recorded address. Employees shall be recalled to are responsible for keeping the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the workEmployer informed of their current address. 4. Employees (d) An Employee entitled to recall shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by services of the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the Employer within two (2) weeks of notice of recall, unless on reasonable grounds they are unable to do so. An Employee who has been given notice of recall may refuse to exercise such date right without prejudicing the right of any future recall. However, an Employee’s refusal to accept recall to their same position classification title or position classification title series at the time of layoff will not result in loss of recall rights in the case of recall for occasional work or for employment of short duration of time during which they are employed elsewhere. (e) Employees on the Recall List shall be not less than fourteen (14) days from given first option of filling vacancies normally filled by casual workers, providing they possess the date necessary qualifications, skills, and abilities, as determined by the Employer, reflecting the functions of the notice unless mutually agreed uponjob concerned. A permanent Employee who accepts such casual work retains their permanent status.

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen ‌ (14i) months. Employees It shall be recalled from layoff based the responsibility of laid-off regular employees on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list to maintain their current telephone number and their postal address with the District's Human Resource Department. When filling regular vacancies under Article 11.06 (ii), and before offering employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessaryto new employees, the Human Resources Director Employer shall determine attempt to contact a laid off regular employee on the recalled employee’s recall list having the required qualifications, performance recordexperience, aptitude, skill and ability to perform the work through discussions with in question, at the applicable Supervisor telephone number so provided, to instruct the employee of the position available, the rate of pay, other requirements of the position, the location, the date and time to report for work. Failing personal contact, the Employer shall send by courier a meeting with letter to the employee’s current address as provided by the Employer by the employee. Should the Employer be unable to contact the employee within ten (10) working days from the postal registration date, or should the employee either not accept the recall, or fail to report on the date and time required, the employee shall, subject to section (iv) below, lose all rights to recall. (ii) The date and time to report may be extended by a maximum of ten (10) working days upon the approval of the Employer, should the employee have extenuating personal circumstances which make it impossible to report as required, provided always that the operational requirements of the Employer permit. (iii) Employees who are otherwise eligible for recall but, as a result of illness or temporary disability are unable to report for work, shall be notified of "bypassed". Employees on the recall list shall notify the Employer when they are to be temporarily away to provide a temporary phone number and address where the Employer shall be able to contact them during such absence. (iv) Employees shall have the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee refuse two (2) recalls, to exercise employment during their twelve (12) month recall period before losing their recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility to Employees who are laid off shall be placed on the Recall List. (a) Employees will be recalled from by seniority regardless of classification provided however Employees who have less than two (2) years seniority at the time of layoff and employment shall terminate be recalled by seniority within their classification as defined in Article 21.10(a). (b) An Employee shall be notified of the opportunity for recall by telephone, fax and/or in person. A formal verification in writing will be provided where the initial contact of recall is other than in writing. (c) The Employer shall notify an Employee of recall by Registered Mail. If the Employee fails to respond to the notice of recall with two (2) working days after receipt of the notice or fails to report to work within fourteen (14) months. Employees calendar days after being advised of the recall, he/she shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed struck from the recall list and their employment shall be terminateddeemed to have resigned unless he/she has notified the Supervisor that he/she is unable to return to work due to illness. A form provided by This provision shall have no application in the Human Resources Office signed by case where an Employee refuses recall for casual work or term employment of less than twelve (12) months if the employee shall document this recall refusalEmployee is employed elsewhere. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, (d) Employees are responsible for leaving their current address and ability to perform the work through discussions phone number with the Employer. (e) An Employee on layoff shall supersede the call in list and shall be offered work on a casual basis within the Administrative Area of the site from which he/she was laid off, up to the point when he/she has worked the regular hours for that site. When the Employee is working as a Casual, his/her status as a laid off Employee shall not change; he/she is considered a Casual and therefore not covered by provisions of this Collective Agreement, except the applicable Supervisor and rate set out in Schedule A for the site where he/she is working as a meeting with the employeeCasual. The employee shall be notified total of the right to have days worked on a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director casual basis shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to extend the recall list after declining recall, must be mutually agreed upon. A form produced period set out in Article 21.12 by the Human Resources Office and signed by the employee shall document this processthat total. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen ‌ (14i) months. Employees It shall be recalled from layoff based the responsibility of laid-off regular employees on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list to maintain their current telephone number and their postal address with the Employer’s Human Resource Department. When filling regular vacancies under Article 11.06 (ii), and before offering employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessaryto new employees, the Human Resources Director Employer shall determine attempt to contact a laid off regular employee on the recalled employee’s recall list having the required qualifications, performance recordexperience, aptitude, skill and ability to perform the work through discussions with in question, at the applicable Supervisor telephone number so provided, to instruct the employee of the position available, the rate of pay, other requirements of the position, the location, the date and time to report for work. Failing personal contact, the Employer shall send by courier a meeting with letter to the employee’s current address as provided by the Employer by the employee. Should the Employer be unable to contact the employee within ten (10) working days from the postal registration date, or should the employee either not accept the recall, or fail to report on the date and time required, the employee shall, subject to section (iv) below, lose all rights to recall. (ii) The date and time to report may be extended by a maximum of ten (10) working days upon the approval of the Employer, should the employee have extenuating personal circumstances which make it impossible to report as required, provided always that the operational requirements of the Employer permit. (iii) Employees who are otherwise eligible for recall but, as a result of illness or temporary disability are unable to report for work, shall be notified of "bypassed". Employees on the recall list shall notify the Employer when they are to be temporarily away to provide a temporary phone number and address where the Employer shall be able to contact them during such absence. (iv) Employees shall have the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee refuse two (2) recalls, to exercise employment during their twelve (12) month recall period before losing their recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s)(v) The above sections notwithstanding, a recalled employee may decide their overall qualifications, aptitude and ability are when it is not compatible with feasible to wait the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.ten

Recall Procedures. A. Eligibility (a) Employees who are laid off shall be placed on a Recall List. Laid off Employees shall fill out the Laid Off Employee availability form in Appendix 2. (b) Subject to be recalled from layoff and employment shall terminate after fourteen (14) months. consideration of ability, experience, qualifications, or where the Employer establishes that special skills or qualifications are required, according to objective tests or standards reflecting the functions of the job concerned, Employees placed on the Recall List shall be recalled from layoff based on by order of seniority to any position for which the Employee is deemed to be qualified. Positions pursuant to this section shall include all positions in all bargaining units. (c) The Employer shall give notice of recall by registered mail to the following order: 1Employee’s last recorded address. Employees shall be recalled to are responsible for keeping the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the workEmployer informed of their current address. 4. Employees (d) An Employee entitled to recall shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by services of the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the Employer within two (2) weeks of notice of recall, unless on reasonable grounds she is unable to do so. An Employee who has been given notice of recall may refuse to exercise such date right without prejudicing the right of any future recall. However, an Employee’s refusal to accept recall to her same position classification title or position classification title series at the time of layoff will not result in loss of recall rights in the case of recall for occasional work or for employment of short duration of time during which she is employed elsewhere. (e) Employees on the Recall List shall be not less than fourteen (14) days from given first option of filling vacancies normally filled by casual workers, providing they possess the date necessary qualifications, skills, and abilities, as determined by the Employer, reflecting the functions of the notice unless mutually agreed uponjob concerned. A permanent Employee who accepts such casual work retains her permanent status.

Recall Procedures. A. Eligibility Permanent and Temporary Employment Opportunities (i) Full Time Permanent Positions: Where full time permanent work becomes available (equal or comparable), full time employees will be recalled, provided that they are qualified to do the work available. Any refusal of such available work will be recalled from layoff and employment shall terminate after fourteen counted as a refusal under Article 10 of the Collective Agreement. (14ii) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within Temporary opportunities that are of greater length than the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from notice entitlement: Where full time but temporary (fixed duration) work becomes available for a period of time which they were laid off starting with is greater than the employee’s Department and then other Departmentsnotice entitlement under Article 10 of the Collective Agreement, provided the employee possesses will be offered recall (equal or comparable work that they are qualified to do). The employee will be advised of the qualificationsduration of the temporary opportunity. If an employee accepts the available temporary work, performance record, aptitude, and ability another Article 10 letter will be issued to perform the work; or 3. Employees shall be recalled to other positions the employee previously heldwith the notice period equivalent to the notice given in the first Article 10 letter, provided whether or not it is from a customer to a non-customer based position or vice versa. During the temporary full time opportunity, the recalled employee cannot elect severance. If the employee completed probation in refuses the available temporary work, a refusal of such available work will be counted as a refusal under Article 10 of the collective agreement. (iii) Temporary opportunities that position starting with are of shorter length than the employee’s Department and then other Departmentsnotice entitlement: Where full time but temporary (fixed duration) work becomes available for a period of time which is shorter than the employee’s notice entitlement under Article 10 of the Collective Agreement, and provided the employee possesses will be offered recall (equal or comparable work that they are qualified to do). If an employee accepts the qualificationsavailable temporary work, performance recordhis/her recall period will be extended by the length of the temporary work period. Another Article 10 letter will not be issued to the employee, aptitudewhether or not it is from a customer to a non-customer based position or vice versa. During this recall period the affected employee cannot elect severance. If the employee refuses the available temporary work, a refusal of such available work will not be counted as a refusal under Article 10 of the Collective Agreement. (iv) In all circumstances where employees are recalled, they will earn seniority service, vacation credits, sick leave credits and ability will be entitled to perform group benefits for the period of time that they work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14i) months. Employees It shall be recalled from layoff based the responsibility of laid-off regular employees on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list to maintain their current telephone number and their postal address with the District's Human Resource Department. When filling regular vacancies under Article 11.06 (ii), and before offering employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessaryto new employees, the Human Resources Director Employer shall determine attempt to contact a laid off regular employee on the recalled employee’s recall list having the required qualifications, performance recordexperience, aptitude, skill and ability to perform the work through discussions with in question, at the applicable Supervisor telephone number so provided, to instruct the employee of the position available, the rate of pay, other requirements of the position, the location, the date and time to report for work. Failing personal contact, the Employer shall send by courier a meeting with letter to the employee’s current address as provided by the Employer by the employee. Should the Employer be unable to contact the employee within ten (10) working days from the postal registration date, or should the employee either not accept the recall, or fail to report on the date and time required, the employee shall, subject to section (iv) below, lose all rights to recall. (ii) The date and time to report may be extended by a maximum of ten (10) working days upon the approval of the Employer, should the employee have extenuating personal circumstances which make it impossible to report as required, provided always that the operational requirements of the Employer permit. (iii) Employees who are otherwise eligible for recall but, as a result of illness or temporary disability are unable to report for work, shall be notified of "bypassed". Employees on the recall list shall notify the Employer when they are to be temporarily away to provide a temporary phone number and address where the Employer shall be able to contact them during such absence. (iv) Employees shall have the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee refuse two (2) recalls, to exercise employment during their twelve (12) month recall period before losing their recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s)(v) The above sections notwithstanding, a recalled employee may decide their overall qualifications, aptitude and ability are when it is not compatible with feasible to wait the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.ten

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14i) months. Employees It shall be recalled from layoff based the responsibility of laid-off regular employees on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list to maintain their current telephone number and their postal address with the Employer’s Human Resource Department. When filling regular vacancies under Article 10.06 (ii), and before offering employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessaryto new employees, the Human Resources Director Employer shall determine attempt to contact a laid off regular employee on the recalled employee’s recall list having the required qualifications, performance recordexperience, aptitude, skill and ability to perform the work through discussions with in question, at the applicable Supervisor telephone number so provided, to instruct the employee of the position available, the rate of pay, other requirements of the position, the location, the date and time to report for work. Failing personal contact, the Employer shall send by courier a meeting with letter to the employee’s current address as provided by the Employer by the employee. Should the Employer be unable to contact the employee within ten (10) working days from the postal registration date, or should the employee either not accept the recall, or fail to report on the date and time required, the employee shall, subject to section (iv) below, lose all rights to recall. (ii) The date and time to report may be extended by a maximum of ten (10) working days upon the approval of the Employer, should the employee have extenuating personal circumstances which make it impossible to report as required, provided always that the operational requirements of the Employer permit. (iii) Employees who are otherwise eligible for recall but, as a result of illness or temporary disability are unable to report for work, shall be notified of "bypassed". Employees on the recall list shall notify the Employer when they are to be temporarily away to provide a temporary phone number and address where the Employer shall be able to contact them during such absence. (iv) Employees shall have the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee refuse two (2) recalls, to exercise employment during their twelve (12) month recall period before losing their recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s)(v) The above sections notwithstanding, a recalled employee may decide their overall qualifications, aptitude and ability are when it is not compatible with feasible to wait the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.ten

Recall Procedures. A. Eligibility Laid-off employees shall be listed on a recall list by department and locality. With the exception of employees in Toronto and Montréal, where an employee has been laid-off in a locality and all of the Department's operations in that locality have been eliminated, or are expected to be eliminated within the one (1) year period following the date of the employee's lay-off, the employee shall, on the date of her lay-off, be permitted to place her name on the recall list for one (1) other locality within the operating territory of the Department. When a job vacancy becomes available within the department and locality and a recall is warranted, eligible employees shall be recalled in inverse order of lay-off (by seniority, where two (2) or more employees have the same date of lay-off) provided they are immediately able to perform the work available. If there are no employees on the recall list who are immediately able to perform the work available, the same process will be followed for the recall of eligible employees provided they are qualified to perform the work available. When an employee accepts a recall to work, she shall immediately be paid the basic rate of pay for that job. If the employee accepts a recall to a work location other than her normal work location at the time of lay-off, she shall not be eligible to travel time and expenses as provided under Article 31 of the Collective Agreement. It is the responsibility of a laid-off employee who desires to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled terms above to other positions within keep the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitudeCompany informed of her correct address, and ability to perform advise the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1Company within ten (10) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) calendar days of the date of layoff, the position(s) they want recall as to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employeeher acceptance. The Company may assume that failure on the part of any laid-off employee shall be notified to notify the Company within ten (10) calendar days of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements date of the job and may request offer of recall concerning her acceptance of the offer, or to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) for duty within 15 calendar days from the date of the notice unless offer or such other date as mutually agreed uponupon by the employee and the Company, shall constitute a rejection and the employee shall be deemed to have resigned. The date of mailing of a registered letter to the employee's last address of Company record shall be the date of offer of recall.

Recall Procedures. A. Eligibility (a) Employees who are laid off shall be placed on a Recall List. Laid off Employees shall fill out the Laid Off Employee availability form in Appendix 2. (b) Subject to be recalled from layoff and employment shall terminate after fourteen (14) months. consideration of ability, experience, qualifications, or where the Employer establishes that special skills or qualifications are required, according to objective tests or standards reflecting the functions of the job concerned, Employees placed on the Recall List shall be recalled from layoff based on by order of seniority to any position for which the Employee is deemed to be qualified. Positions pursuant to this section shall include all positions in all bargaining units. (c) The Employer shall give notice of recall by registered mail to the following order: 1Employee’s last recorded address. Employees shall be recalled to are responsible for keeping the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the workEmployer informed of their current address. 4. Employees (d) An Employee entitled to recall shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by services of the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the Employer within two (2) weeks of notice of recall, unless on reasonable grounds she is unable to do so. An Employee who has been given notice of recall may refuse to exercise such date right without prejudicing the right of any future recall, except in the case of recall to the Employee’s same position classification title or position classification title series in which event she will be struck from the Recall List. However, an Employee’s refusal to accept recall to her same position classification title or position classification title series at the time of layoff will not result in loss of recall rights in the case of recall for occasional work or for employment of short duration of time during which she is employed elsewhere. (e) Employees on the Recall List shall be not less than fourteen (14) days from given first option of filling vacancies normally filled by casual workers, providing they possess the date necessary qualifications, skills, and abilities, as determined by the Employer, reflecting the functions of the notice unless mutually agreed uponjob concerned. A permanent Employee who accepts such casual work retains her permanent status.

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees It shall be recalled from layoff based the responsibility of laid-off regular employees on seniority in the following order: 1. Employees shall be recalled recall list to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting maintain their current telephone number and postal address with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoffDepartment. When filling regular vacancies under Article and before offering employment to a new employee, the position(s) they want Employer shall attempt to be considered for recall. B. Employees contact a laid off regular employee on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by having the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s required qualifications, performance recordexperience, aptitude, skill and ability to perform the work through discussions with in question, at the applicable Supervisor telephone number so provided, to instruct the employee of the date and time to report for work. Failing personal contact, the Employer shall send a meeting with registered letter to the employee's current postal address. Should the Employer be unable to contact the employee within ten working days from the postal registration date, or should the employee either not accept the recall, or fail to report on the date and time required, the employee shall, subject to clause below, lose all rights to recall. The date and time to report may be extended by a maximum of ten 0) working days, upon the approval of the Employer, should the employee have extenuating personal circumstances which make it impossible to report as required, provided always that the operational requirements of the Employer permit. Employees on the recall list shall notify the Employer when they are to be temporarily away to provide a temporary phone number and address where the Employer will be able to contact them during such absence. Employees shall have the right to refuse two (2) recalls to employment during their twelve (12) month recall period before losing their recall rights. Status While on Recall List During this twelve (12) month period on the recall list, laid-off employees shall not be eligible to receive any of the benefits of this Agreement. The seniority, sick leave credits and vacation entitlement level of such employees shall be frozen at the time of their layoff and should the employee be recalled pursuant to this Article within the twelve (12) month recall period, the seniority, sick leave credits and vacation entitlement level of such employee shall be notified reinstated to that which had existed at the time of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreementlayoff. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility to Employees who are laid off shall be placed on the Recall List. (a) Employees who were employed on the date of signing of the Collective Agreement will be recalled from layoff and employment shall terminate after fourteen (14) monthsby seniority regardless of classification. Employees hired after the date of signing of this Collective Agreement who have less than two (2) years seniority at the time of layoff shall be recalled from layoff based on by seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position their classification as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recallArticle 2 1.1 O(a). B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The (b) An employee shall be notified of the right to have a representative opportunity for recall by telephone, fax and/or in person. A formal verification in writing will be provided where the initial contact of his or her choosing presentrecall is other than in writing. (c) The Employer shall notify an employee of recall by Registered Mail. If there is a disagreement over the County not allowing the employee fails to exercise respond to the notice of recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements two (2) working days after receipt of the job and may request notice or fails to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than within fourteen (14) calendar days after being advised of the recall, he shall be struck from the date recall list and shall be deemed to have resigned unless he has notified the Supervisor that he is unable to return to work due to illness, This provision shall have no application in the case where an employee refuses recall for casual work or term employment of less than twelve (12) months if the employee is employed elsewhere. (d) Employees are responsible for leaving their current address and phone number with the Employer. (e) An employee on layoff shall supersede the call in list and shall be offered work on a casual basis within the Administrative Area of the notice unless mutually agreed uponsite from which he was laid off, up to the point when he has worked the regular hours for that site. When the employee is working as a Casual, his status as a laid off employee shall not change; he is considered a Casual and therefore not covered by provisions of this Collective Agreement, except the applicable rate set out in Schedule A-l, A-2 or A-3 for the site where he is working as a Casual. The total of the days worked on a casual basis shall extend the recall period set out in Article 2 1.12 by that total. (I) Subject to (a) above, no new employees shall be hired within the bargaining unit until those laid off have been given the opportunity of recall.

Recall Procedures. A. Eligibility to be recalled from In the event of a layoff and employment shall terminate after fourteen (14) monthsor a reduction in force, teachers who have been rated Proficient or Exemplary at the time of layoff are eligible for recall. Employees No new employee shall be recalled from layoff based hired for a permanent position until such time as every eligible employee on seniority in the following order: 1. Employees shall be recalled recall list has been given an opportunity to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies apply in writing to fill the Human Resources Officevacancy. (a) The Superintendent shall maintain a complete list of all professional personnel formerly under the contract who are, within thirty by virtue of declining student enrollment and/or school closings, dismissed. It is the applicant’s responsibility to furnish current information and an updated resume. A teacher’s name shall be maintained on the recall list until September 1st two (302) days of years after the date of layoff, on which the position(s) layoff occurs. Personnel on this list are encouraged to provide notification if they want no longer wish to be considered for recall. B. Employees 1. Names still listed at the end of the recall period will be dropped. 2. Individuals who refuse a job offer (of equal FTE) will be dropped from the list except for verified medical reasons. Medical reasons do not extend the recall period. When a vacancy occurs, the personnel department will notify each qualified former employee on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminatedby mail that a vacancy exists. A form provided by the Human Resources Office signed by the employee shall document Those interested must express this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and interest in writing within a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days 14- day calendar period from the date of the notice unless mutually agreed uponnotification’s postmark. Upon recall, employees shall advance one step on the salary schedule, provided that they are employed by the District (90) days in the year directly preceding their layoff, and have satisfied all other contractual requirements. PTS returning to service during the recall period shall have their accrued sick days and seniority restored. Any teacher with professional teacher status electing to be placed on such recall list will be deemed to have waived his/her hearing rights under MGL, Chapter 71, Section 42. This section F does not abrogate the teacher’s right to the grievance procedure as described herein.

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen ‌ (14i) months. Employees It shall be recalled from layoff based the responsibility of laid-off regular employees on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list to maintain their current telephone number and their postal address with the Employer’s Human Resource Department. When filling regular vacancies under Article 11.06 (ii), and before offering employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessaryto new employees, the Human Resources Director Employer shall determine attempt to contact a laid off regular employee on the recalled employee’s recall list having the required qualifications, performance recordexperience, aptitude, skill and ability to perform the work through discussions with in question, at the applicable Supervisor telephone number so provided, to instruct the employee of the position available, the rate of pay, other requirements of the position, the location, the date and time to report for work. Failing personal contact, the Employer shall send by courier a meeting with letter to the employee’s current address as provided by the Employer by the employee. Should the Employer be unable to contact the employee within ten (10) working days from the postal registration date, or should the employee either not accept the recall, or fail to report on the date and time required, the employee shall, subject to section (iv) below, lose all rights to recall. (ii) The date and time to report may be extended by a maximum of ten (10) working days upon the approval of the Employer, should the employee have extenuating personal circumstances which make it impossible to report as required, provided always that the operational requirements of the Employer permit. (iii) Employees who are otherwise eligible for recall but, as a result of illness or temporary disability are unable to report for work, shall be notified of "bypassed". Employees on the recall list shall notify the Employer when they are to be temporarily away to provide a temporary phone number and address where the Employer shall be able to contact them during such absence. (iv) Employees shall have the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee refuse two (2) recalls to exercise employment during their twelve (12) month recall period before losing their recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s)(v) The above sections notwithstanding, a recalled employee may decide their overall qualifications, aptitude and ability are when it is not compatible with feasible to wait the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.ten

Recall Procedures. A. Eligibility (continued) Step 5 The Human Resources Services Department will keep Supervisors and the Union informed regarding: a) Who is affected by lay-off and the effective date. b) Who is affected by the “ bump” of another employee and the effective date. c) Who is being recalled to open positions and the effective date. 12.06 In accordance with Article 12.05, employees who are laid off because of lack of work will be recalled from layoff and employment shall terminate after fourteen retained on the seniority list for a period equal to their seniority at the time of lay-off, but in no event to exceed twenty- four (1424) months. Employees During that period they will be subject to recall if suitable work becomes available which they are qualified to perform. 12.07 In the event the Board shall combine, condense or consolidate any of its operations, the Board of Education, Human Resources Services Department agrees to discuss seniority rights, recourse, etc. with the Union and employees of Local 1628 that are declared excess to a particular school, field office or department before excess to area or termination letters are delivered to those affected. 12.08 Recall to work shall be recalled from layoff based on seniority in by registered letter or telegram addressed to the following order: 1last address recorded by the employee with the Board. Employees It shall be the duty of the employee to notify the Board promptly of any change of address. Should an employee fail to do this, the Board shall not be responsible for failure of a notice sent by registered mail to reach such employee. An employee who is recalled to the position from which they were laid off starting work must signify his/her intention to return within the employee’s Department; or, 2. Employees shall be recalled five (5) working days after a notice of recall has been sent out and must return within a further five (5) working days or forfeit his/her right to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff 12.09 Seniority previously accumulated will be lost and the employee’ s service deemed terminated whenever an employee: a) voluntarily leaves the employ of the Board; b) is discharged and is not reinstated through the grievance or arbitration procedure; c) is absent from work without permission and without a reasonable explanation; d) fails to return to work upon termination of an authorized leave of absence, unless excused by the Board, or utilizes a leave of absence for purposes other than those for which the leave of absence was granted; e) retires. 12.10 For an employee who have been offered recallis hired or transferred into a position which is not included in either this bargaining unit or the bargaining unit represented by C.U.P.E. and its Local 2544, seniority shall not accumulate while the employee is in such external position. However, such employee shall retain his/her full seniority accumulated while in a position within C.U.P.E. Local 2544 or 1628, pursuant to Articles 12.03 and who have voluntarily refused such recall12.04. 12.11 Notwithstanding the provisions of paragraphs 12.05 a) and 12.06, the Union President, Treasurer and Chief ▇▇▇▇▇▇▇ shall continue to work in the event of a lay-off or shall be removed from the recall list last to be laid off and their employment the first to be recalled. 12.12 No individual shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusaldismissed or have his/her hours reduced due to technological change. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility (a) Employees who are laid off shall be placed on a Recall List. Laid off Employees shall fill out the Laid Off Employee availability form in Appendix 5. (b) Subject to be recalled from layoff and employment shall terminate after fourteen (14) months. consideration of ability, experience, qualifications, or where the Employer establishes that special skills or qualifications are required, according to objective tests or standards reflecting the functions of the job concerned, Employees placed on the Recall List shall be recalled from layoff based by order of seniority to any position for which the Employee is deemed to be qualified. Positions pursuant to this section shall include all positions in all bargaining units. (c) The Employer shall give notice of recall by registered mail to the Employee’s last recorded address. Employees are responsible for keeping the Employer informed of their current address. (d) An Employee entitled to recall shall return to the service of the Employer within two (2) weeks of notice of recall, unless on seniority reasonable grounds she is unable to do so. An Employee who has been given notice of recall may refuse to exercise such right without prejudicing the right of any future recall, except in the following order:case of recall to the Employee’s same position classification title or position classification title series within the Employee’s geographic location in which event she will be struck from the Recall List, unless she refuses in accordance with Article 35.02(e). However, an Employee’s refusal to accept recall to her same position classification title or position classification title series at the time of layoff will not result in loss of recall rights in the case of recall for occasional work or for employment of short duration of time during which she is employed elsewhere or for a recall to a position with a lower designated percentage of full-time employment. 1. (e) Employees on the Recall List shall be recalled given first option of filling vacancies normally filled by casual workers, providing they possess the necessary qualifications, skills, and abilities, as determined by the Employer, reflecting the functions of the job concerned. A permanent Employee who accepts such casual work retains her permanent status. (f) Where an Employee accepts a recall to a position that has a lower maximum salary or a lower designated percentage of full-time employment or is in a different geographic location than the Employee’s position from which they were laid off starting within before their lay off, the employee’s Department; or, 2. Employees Employee shall be recalled remain eligible for recall to other positions within the a vacant position series from which they were laid off starting with the employeeEmployee’s Department and then other Departments, provided previous maximum salary or designated percentage of full-time employment or geographic location; the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1rights under this clause expire 12 months fifteen (15) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of months after the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility (continued) Step 5 The Human Resources Services Department will keep Supervisors and the Union informed regarding: a) Who is affected by lay-off and the effective date. b) Who is affected by the “bump” of another employee and the effective date. c) Who is being recalled to open positions and the effective date. 12.06 In accordance with Article 12.05, employees who are laid off because of lack of work will be recalled from layoff and employment shall terminate after fourteen retained on the seniority list for a period equal to their seniority at the time of lay-off, but in no event to exceed twenty-four (1424) months. Employees During that period they will be subject to recall if suitable work becomes available which they are qualified to perform. 12.07 In the event the Board shall combine, condense or consolidate any of its operations, the Board of Education, Human Resources Services Department agrees to discuss seniority rights, recourse, etc. with the Union and employees of Local 1628 that are declared excess to a particular school, field office or department before excess to area or termination letters are delivered to those affected. 12.08 Recall to work shall be recalled from layoff based on seniority in by registered letter or telegram addressed to the following order: 1last address recorded by the employee with the Board. Employees It shall be the duty of the employee to notify the Board promptly of any change of address. Should an employee fail to do this, the Board shall not be responsible for failure of a notice sent by registered mail to reach such employee. An employee who is recalled to the position from which they were laid off starting work must signify his/her intention to return within five (5) working days after a notice of recall has been sent out and must return within a further five (5) working days or forfeit his/her right to recall. 12.09 Seniority previously accumulated will be lost and the employee’s Department; or,service deemed terminated whenever an employee: 2. Employees shall be recalled a) voluntarily leaves the employ of the Board; b) is discharged and is not reinstated through the grievance or arbitration procedure; c) is absent from work without permission and without a reasonable explanation; d) fails to return to work upon termination of an authorized leave of absence, unless excused by the Board, or utilizes a leave of absence for purposes other positions within than those for which the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; orleave of absence was granted; 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the worke) retires. 4. Employees shall be recalled from layoff 12.10 For an employee who is hired or transferred into vacant County positions a position which is not previously held provided: 1) The employee possesses included in either this bargaining unit or the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.bargaining unit represented by

Recall Procedures. A. Eligibility to be recalled from layoff (i) Human Resources will recall Employees on the basis of seniority, and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the essential qualifications, performance record, aptitude, skills and ability to perform successfully in the work; or 3vacant position. A vacant position is considered one which has been posted for Bargaining Unit Employees only and for which no suitable, qualified candidate has been selected. Employees shall will be recalled only to other positions at or below their job code(s). (ii) If an Employee does not accept the employee previously heldvacant position, provided that Employee is considered to have waived their right to recall confirming their termination of employment from the employee completed probation in that Employer unless the vacant position starting is at a level below the last position held by the Employee with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the workEmployer. 4. (iii) If a vacant position goes to second internal posting and is at a higher level than the last position held by any of the Employees shall be recalled from layoff into vacant County positions not previously held provided: 1on the recall list, then the Employee(s) The employee possesses on the qualifications, performance record, aptitude, ability recall list will have the right to perform apply for the workposition. (iv) If the Employee's recall rights expire, and the ability Employee has not been successful in obtaining a position, written notice of termination will be given by the Coordinating Superintendent, Human Resource Services or designate. (v) Employees subject to meet the minimum requirements for the position as defined recall rights shall be placed in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want a staffing pool to be considered for recall. B. any temporary positions covered by the Bargaining Unit prior to the use of Temporary Employees (THR’s). Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall who are placed into temporary positions will be terminated. A form provided by paid at the Human Resources Office signed by job code of the employee shall document this recall refusaltemporary position. C. When necessary(vi) If an Employee has been laid off and works in a temporary position with the Employer, the Human Resources Director shall determine the recalled employeeEmployee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified effective date of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain layoff will commence on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the termination date of the notice unless mutually agreed upontemporary position. The temporary position shall not affect the Employee’s previous job code. The Employee shall have access to recall procedures during the temporary position.

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees It shall be recalled from layoff based the responsibility of laid-off regular employees on seniority in the following order: 1. Employees shall be recalled recall list to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting maintain their current telephone number and postal address with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoffDepartment. When filling regular vacancies under Article and before offering employment to a new employee, the position(s) they want Employer shall attempt to be considered for recall. B. Employees contact a laid off regular employee on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by having the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s required qualifications, performance recordexperience, aptitude, skill and ability to perform the work through discussions with in question, at the applicable Supervisor telephone number so provided, to instruct the employee of the date and time to report for work. Failing personal contact, the Employer shall send a meeting with registered letter to the employee's current postal address. Should the Employer be unable to contact the employee within ten working days from the postal registration date, or should the employee either not accept the recall, or fail to report on the date and time required, the employee shall, subject to clause below, lose all rights to recall. The date and time to report may be extended by a maximum of ten (10) working days, upon the approval of the Employer, should the employee have extenuating personal circumstances which make it impossible to report as required, provided always that the operational requirements of the Employer permit. Employees on the recall list shall notify the Employer when they are to be temporarily away to provide a temporary phone number and address where the Employer will be able to contact them during such absence. Collective Agreement Local and City of Victoria Employees shall have the right to refuse two (2) recalls to employment during their twelve (12) month recall period before losing their recall rights. Status While on Recall List During this twelve (12) month period on the recall list, laid-off employees shall not be eligible to receive any of the benefits of this Agreement. The seniority, sick leave credits and vacation entitlement level of such employees shall be frozen at the time of their layoff and should the employee be recalled pursuant to this Article within the twelve (12) month recall period, the seniority, sick leave credits and vacation entitlement level of such employee shall be notified reinstated to that which had existed at the time of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreementlayoff. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility When it is necessary to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in increase the following order: 1. Employees shall be recalled working force, the Company agrees to the position from which they recall available former employees who were laid laid-off starting within the employee’s Department; or, 2. Employees shall be recalled previous twelve (12) months provided that these former employees have acquired seniority according to other positions within Article 7.01 at the position series from which they were laid time of lay-off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability are qualified to perform the work. 4. Employees (a) Selection of laid-off former employees eligible for recall according to the provisions of the first paragraph will be made as follows: i) In the case of vacancies in second level classifications, seniority, at the time of lay-off shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability govern among available laid-off former employees who are as well qualified to perform the work. ii) In the case of vacancies in first level classifications, seniority at the time of lay- off shall govern among laid-off former employees who have the skill and ability to perform all duties of the work assigned. iii) The recall to work means the procedures by which the provisions of the present article are applied. (b) A former employee who has not filed a current address and telephone number with the Company shall be ineligible for re-employment under the provisions of 7.08. (c) The Company will advise an eligible former employee by telephone, confirmed by registered letter, or if unable to contact the former employee by telephone, by double registered letter of the availability of a job opening. Should the former employee fail to reply within five (5) days (excluding Saturdays, Sundays, and the ability to meet the minimum requirements for the position as defined those holidays specified in the job description; and 2Article 19.01 of this Agreement) The employee specifies in writing to the Human Resources Office, within thirty (30) days of from the date of layoffmailing of such registered letter to the last forwarding address filed with the Company the former employee shall be deemed ineligible for re-employment under the provisions of 7.08. (d) A former employee who is unable or unwilling to accept re-employment when required by the Company shall be bypassed in favour of another qualified former employee in accordance with the provisions of 7.08. If no such qualified former employee is available the vacant position will be filled by other candidates for employment. (e) When an employee declines a permanent recall into the same full-time position that he/she was laid off from, for reasons other than disability, as substantiated by the Company’s Medical Director or designate and Disability Case Manager, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, employee shall be deemed to have resigned from the Company, removed from the recall list list, and their employment shall be terminatedwill receive the appropriate severance allowance. A form provided When an employee declines two (2) permanent recalls into any full-time position, for reasons other than disability, as substantiated by the Human Resources Office signed by Company’s Medical Director or designate and Disability Case Manager, the employee shall document this be deemed to have resigned from the Company, removed from the recall refusallist, and will receive the appropriate severance allowance. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If (f) Notwithstanding 7.08 (e) there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain no obligation on the County recall list rather than pursue recall to the available position. Authorization to remain part of an employee on layoff status, and return to accept an offer of term or temporary employment nor will the laid off employee forfeit their position on the recall list after declining recallif they reject a temporary or term appointment. If a laid off employee accepts an offer of term employment and is subsequently returned to layoff, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this processresume the position on the recall list that was established at the time of layoff but the period of time on the recall list will be extended by the period of time the employee worked as temporary employee. If a laid off employee accepts an offer of employment up to sixty (60) calendar days and is subsequently returned to layoff, the time on the recall list will be extended by the time of the temporary work. If it is more than 60 calendar days, the employee shall restart the one year recall position on the recall list. E. Laid off employees shall report (g) The Company agrees to work on post a notice at the date specified said Site for a period of five (5) consecutive calendar days before permanently filling any vacancy in a classification in 6.01 (a) or a new classification established by the notice Company which is to be included in 6.01 (a) when these classifications are not filled by promotion or demotion of recall, an employee in accordance with the line of progression established from time to time. The Company agrees to provide the Union with a copy of such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed uponposting.

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.choosing

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees It shall be recalled from layoff based the responsibility of laid-off regular employees on seniority in the following order: 1. Employees shall be recalled recall list to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting maintain their current telephone number and postal address with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoffDepartment. When filling regular vacancies under and before offering employment to a new employee, the position(s) they want Employer shall attempt to be considered for recall. B. Employees contact a laid off regular employee on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s required qualifications, performance recordexperience, aptitude, skill and ability to perform the work through discussions with In at the applicable Supervisor telephone number so provided, to instruct the employee of the ▇▇▇▇ and time to report for work. Failing personal the Employer shall send a meeting with registered letter to the employee's current postal address. Should the Employer be unable to the employee within ten working days from the postal registration ▇▇▇▇, or should the employee either not accept the recall, or fail to report on the date and required, the employee shall, subject to clause below, lose all rights to recall. The date and time to report may be extended by a maximumof ten working days, upon the approval of the Employer, should the employee have extenuating personal which make it impossibleto as required, provided always that the operational requirements of the Employer permit. Employees on recall shall the Ernployerwhen they are to be temporarily away to provide a temporary phone number and address where the ! Employer be able to contact them such absence. Employees shall have the right to refuse (2) recalls to employment during their twelve (12) month recall period before losing their recall rights. this twelve (12) month period on the recall list, laid-off employees shall not be to receive any of the benefits of Agreement. The sick leave credits and vacation entitlement levelof such employees shall be frozen at the of their layoff and should the employee be pursuant to within the twelve (12) month recall the seniority, leave credits and vacation entitlement of such employee shall be notified reinstatedto that which had existed at the time of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreementlayoff. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility Laid-off employees shall be listed on a recall list by department and locality. Where an employee has been laid-off in a locality and all of the Department's operations in that locality have been eliminated, or are expected to be eliminated within the one (1) year period following the date of the employee's lay-off, the employee shall, on the date of her lay-off, be permitted to place her name on the recall list for one (Io)ther locality within the operating territory of the Department. When a job vacancy becomes available within the department and locality and a recall is warranted, eligible employees shall be recalled in inverse order of lay-off (by seniority, where two (2) or more employees have the same date of lay-off) provided they are immediately able to perform the work available. If there are no employees on the recall list who are immediately able to perform the work available, the same process will be followed for the recall of eligible employees provided they are qualified to perform the work available. When an employee accepts a recall to work, she shall immediately be paid the basic rate of pay for that job. If the employee accepts a recall to a work location other than her normal work location at the time of lay-off, she shall not be eligible to travel time and expenses as provided under Article of the Collective Agreement. is the responsibility of a laid-off employee who desires to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled terms above to other positions within keep the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitudeCompany informed of her correct address, and ability to perform advise the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, Company within thirty (30) calendar days of the date of layoff, the position(s) they want recall as to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employeeher acceptance. The Company may assume that failure on the part of any laid-off employee shall be notified to notify the Company within calendar days of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements date of the job and may request offer of recall concerning her acceptance of the offer, or to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) for duty within calendar days from the date of the notice unless offer or such other date as mutually agreed uponupon by the employee and the Company, shall constitute a rejection and the employee shall be deemed to have resigned. The date of mailing of a registered letter to the employee's last address of record shall be the date of offer of recall.

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s 's Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting offstarting with the employee’s 's Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s 's Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s 's qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her their choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff statuslayoffstatus, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14i) months. Employees It shall be recalled from layoff based the responsibility of laid-off regular employees on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list to maintain their current telephone number and their postal address with the District's Human Resource Department. When filling regular vacancies under Article 11.06 (ii), and before offering employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessaryto new employees, the Human Resources Director Employer shall determine attempt to contact a laid-off regular employee on the recalled employee’s recall list having the required qualifications, performance recordexperience, aptitude, skill and ability to perform the work through discussions with in question, at the applicable Supervisor telephone number so provided, to instruct the employee of the position available, the rate of pay, other requirements of the position, the location, the date and time to report for work. Failing personal contact, the Employer shall send by courier a meeting with letter to the employee’s current address as provided to the Employer by the employee. Should the Employer be unable to contact the employee within ten (10) working days from the postal registration date, or should the employee either not accept the recall, or fail to report on the date and time required, the employee shall, subject to section (iv) below, lose all rights to recall. (ii) The date and time to report may be extended by a maximum of ten (10) working days upon the approval of the Employer, should the employee have extenuating personal circumstances which make it impossible to report as required, provided always that the operational requirements of the Employer permit. (iii) Employees who are otherwise eligible for recall but, as a result of illness or temporary disability are unable to report for work, shall be notified of "bypassed". Employees on the recall list shall notify the Employer when they are to be temporarily away to provide a temporary phone number and address where the Employer shall be able to contact them during such absence. (iv) Employees shall have the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee refuse two (2) recalls to exercise employment during their twelve (12) month recall period before losing their recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility to be recalled from In the event of a layoff and employment shall terminate after fourteen (14) monthsor a reduction in force, teachers who have been rated Proficient or Exemplary at the time of layoff are eligible for recall. Employees No new employee shall be recalled from layoff based hired for a permanent position until such time as every eligible employee on seniority in the following order: 1. Employees shall be recalled recall list has been given an opportunity to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies apply in writing to fill the Human Resources Officevacancy. (a) The Superintendent shall maintain a complete list of all professional personnel formerly under the contract who are, within thirty by virtue of declining student enrollment and/or school closings, dismissed. It is the applicant’s responsibility to furnish current information and an updated resume. A teacher’s name shall be maintained on the recall list until the September 1st two (302) days of years after the date of layoff, on which the position(s) layoff occurs. Personnel on this list are encouraged to provide notification if they want no longer wish to be considered for recall. B. Employees 1. Names still listed at the end of the recall period will be dropped. 2. Individuals who refuse a job offer (of equal FTE) will be dropped from the list except for verified medical reasons. Medical reasons do not extend the recall period. When a vacancy occurs, the personnel department will notify each qualified former employee on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminatedby mail that a vacancy exists. A form provided by the Human Resources Office signed by the employee shall document Those interested must express this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and interest in writing within a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days 14- day calendar period from the date of the notice unless mutually agreed uponnotification’s postmark. Upon recall, employees shall advance one step on the salary schedule, provided that they are employed by the District (90) days in the year directly preceding their layoff, and have satisfied all other contractual requirements. PTS returning to service during the recall period shall have their accrued sick days and seniority restored. Any teacher with professional teacher status electing to be placed on such recall list will be deemed to have waived his/her hearing rights under MGL, Chapter 71, Section 42. This section F does not abrogate the teacher’s right to the grievance procedure as described herein.

Recall Procedures. A. Eligibility to be recalled from Bargaining unit members on layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority offered recall by the Employer before any new hires are employed by such Employer provided the laid-off bargaining unit member can satisfactorily perform the work available. In addition to all of the above applicable rights, laid-off employees shall have the following recall rights: ▇. ▇▇▇▇▇▇▇▇▇▇ unit members who have been laid off will be offered recall to positions of equal or lower classification in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other order of most seniority as positions within the position series from which they were laid off starting become vacant with the employee’s Department and then other DepartmentsEmployer, provided the employee possesses the qualifications, performance record, aptitude, and ability to bargaining unit member can satisfactorily perform the work; orwork available consistent with the provisions of Article 6 of this Agreement. 3B. Bargaining unit members who have been laid off will be offered recall to vacant positions of higher classification with the Employer consistent with the provisions of Article 6 of this Agreement. C. A bargaining unit member shall not be required to accept a temporary, lower paying or part-time position. Employees Refusal or acceptance of a temporary, lower paying or part- time position, shall not affect the bargaining unit member's right to recall to other positions. Bargaining unit member(s) will be notified of recall via certified mail-- return receipt requested--specifying the time and date when they shall return, by the Employer. Notice of recall shall be recalled to other positions the employee previously held, provided the employee completed probation delivered at least twenty (20) working days in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days advance of the date that the recalled employee is to assume his/her duties. A bargaining unit member(s) who fails to report for work on the given day, or fails to advise the Employer within the twenty (20) working-day notice period of the employee's inability or unwillingness to return to work, or whose notification(s) which was sent to his/her last known address is returned as undeliverable because of the failure of the laid-off member to maintain a current address with the Employer, shall be considered as having relinquished all job rights with the Employer who initiated the layoff. D. When all other laid off members have been recalled or otherwise removed from the recall list of the Employer, and after one more position in the proper classification is offered to this member, the position(sEmployer shall pay a twenty (20) they want day severance check to be considered for recall. B. Employees on layoff who have been offered recall, that member and who have voluntarily refused such recall, he/she shall be removed from the recall list and their the employment shall be officially terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee member may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request choose to remain on the County recall list rather than pursue recall of the Employer, in which event he/she forfeits the right to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this processtwenty (20) day severance check. E. Laid All laid off employees shall report bargaining unit members will be offered all temporary as well as permanent vacancies that may arise within their bargaining unit. In addition to work on the date specified in the notice of recallabove, such date a bargaining unit member(s) laid off from other Employers shall be given special consideration to any vacancy for which the bargaining unit member is qualified before any new hires are employed. F. Effective September 1, 2007, failure by a bargaining unit member to accept recall for a vacancy for which he/she meets the qualifications for a position the position from which he/she was laid off shall result in all remaining time he/she spends on layoff not less than fourteen (14) days from counting for accrual of service credit under the date terms of the notice unless mutually agreed uponMEA/MESSA/MEA-Financial Services Staff Retirement Plan and Trust. In this case the bargaining unit member shall retain all other rights he/she otherwise would have under this agreement.

Recall Procedures. A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall Teachers being recalled will be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty given ten (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (1410) days from the date of the mailing of a certified letter of recall to indicate their acceptance or rejection of reemployment. Failure to respond within the ten (10) day period will end the employee's recall rights, except that a teacher who is sick shall notify the BOARD of intent to return as soon as possible, and, from the date of notifying the BOARD, shall be deemed to be on sick leave. A substitute shall be hired in the teacher's place until return from sick leave. A substitute position of this nature shall be offered first to any remaining teachers who are yet laid off. 2. No credit on the salary schedule shall accrue during layoff status. Teachers on layoff status must submit a written notice unless mutually agreed uponannually prior to March 15, advising the Human Resources Office of their current address in order to retain their layoff/reemployment status. Failure to provide written notice shall terminate layoff/reemployment status. 3. No new teacher shall be hired in a subject area until all laid off teachers from that subject area have been recalled or decline the opening. 4. No new teachers shall be hired in a subject area before teachers who are laid off from other subject areas may be qualified, and who possess the necessary certification, are recalled or decline the opening. 5. The BOARD will make every effort to assist all teachers who are laid off due to internal conditions, annexations or consolidation to secure employment in other school districts upon terms and conditions as nearly comparable as possible to those contained herein. 6. Recall will be based on a reversal of Section A, above; i.e., the last laid off will be the first recalled, provided that all tenure teachers on leave have been reinstated prior to recall of probationers. 7. A teacher who is laid off under this Agreement and who is paid unemployment compensation (associated with his/her regular bargaining unit assignment) during the summer immediately following layoff and who is subsequently recalled to a bargaining unit position equal to or greater than the position held at the time of layoff, on or before the first student day of the next school year, will be paid according to an annual salary rate, such that his/her unemployment compensation plus that annual salary rate, will be equal to the rate of salary he/she would have earned for the school year had he/she not been laid off. If the teacher is called back to a position that is less than the position the teacher was laid off from, no salary adjustments or repayment will be necessary from the teacher to the District. 8. Tenured teachers will not be in competition with probationary teachers in the recall process. 9. Part time teachers who are laid off will be called back to vacant positions according to seniority and FTE allocation. A part time teacher cannot improve his/her FTE status in recall until all full time teachers are placed. This could include a full time teacher with less seniority receiving a placement before a part time teacher. 10. Part time surplus and laid off teachers will upon request, have their FTE increased according to seniority and available positions. 11. The teacher will be returned to the teacher’s original building when a vacancy occurs, if the teacher wishes to return. This provision applies for reassigned surplus and laid off teachers being recalled. 12. At the beginning of the 2006-07 school year, teachers will be assigned in areas where they are qualified according to ESEA.

Recall Procedures. A. Eligibility When it is necessary to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in increase the following order: 1. Employees shall be recalled working force, the Company agrees to the position from which they recall available former employees who were laid laid-off starting within the employee’s Department; or, 2. Employees shall be recalled previous twelve (12) months provided that these former employees have acquired seniority according to other positions within 9.02 at the position series from which they were laid time of lay-off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability are qualified to perform the work. 4. Employees (a) Selection of laid-off former employees eligible for recall according to the provisions of the first paragraph will be made as follows: (i) In the case of vacancies in higher level classifications, seniority, at the time of lay-off shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability govern among available laid-off former employees who are as well qualified to perform the work. (ii) In the case of vacancies in lower level classifications, seniority at the time of lay-off shall govern among laid-off former employees who have the skill and ability to perform all duties of the work assigned. (iii) The recall to work means the procedures by which the provisions of the present article are applied. (b) A former employee who has not filed a current address and telephone number with the Company shall be ineligible for re-employment under the provisions of this clause Article 9.08 (a). (c) The Company will advise an eligible former employee by telephone, confirmed by registered letter, or if unable to contact the former employee by telephone, by double registered letter of the availability of a job opening. Should the former employee fail to reply in writing within five (5) days (excluding Saturdays, Sundays, and the ability to meet the minimum requirements for the position as defined those holidays specified in the job description; and 213.02 of this Agreement) The employee specifies in writing to the Human Resources Office, within thirty (30) days of from the date of layoff, mailing of such registered letter to the position(s) they want to last forwarding address filed with the Company the former employee shall be considered deemed ineligible for recallre-employment under the provisions of this clause Article 9.08 (a). B. Employees on layoff (d) A former employee who have been offered recall, and who have voluntarily refused such recall, is unable or unwilling to accept re-employment when required by the Company shall be bypassed in favour of another qualified former employee in accordance with the provisions of this clause Article 9.08 (a). If no such qualified former employee is available the vacant position will be filled by other candidates for employment. (e) When an employee declines two (2) permanent recalls from layoff for reasons other than disability, as substantiated by the Company’s Health Care Provider or designate and Disability Case Manager, he shall be deemed to have resigned from the Company, removed from the recall list list, and their employment shall be terminated. A form provided by will receive the Human Resources Office signed by the employee shall document this recall refusalappropriate severance allowance. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If (f) Notwithstanding Article 9.08 (d) there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain no obligation on the County recall list rather than pursue recall to the available position. Authorization to remain part of an employee on layoff status, and return to accept an offer of term or temporary employment nor will the laid off employee forfeit his position on the recall list after declining recallif he rejects a temporary or term appointment. . (g) If a laid off employee accepts an offer of term or temporary recall and is subsequently returned to layoff, must he shall resume his position on the recall list that was established at the time of layoff but the period of time on the recall list will be mutually agreed upon. A form produced extended by the Human Resources Office period of time the employee worked during the term or temporary recall. (h) If a laid off employee accepts an offer of temporary or term recall up to sixty (60) calendar days and signed is subsequently returned to layoff, the time on the recall list will be extended by the employee time of the temporary work. If it is more than 60 calendar days, he shall document this process. E. Laid off employees shall report to work restart his one year recall position on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed uponrecall list.

Recall Procedures. A. Eligibility to be recalled from layoff In the event of recall, the order of lay-off and employment shall terminate after fourteen (14) months. Employees bumping described above shall be recalled from layoff based on seniority in the following order: 1. Employees reversed, and employees shall be recalled returned to the position positions from which they were laid off starting or bumped in accordance with their seniority. The parties agree that individual employees who are on the recall list shall be given the opportunity to indicate the work location(s) to which they would be willing to accept recall. It is understood that such employee would only be offered recall positions to be filled within the employee’s Department; or,work location(s) for which they have indicated a willingness to accept. 2. Employees I. Salary Schedule Placement Upon Recall Any person who has been or is in the future laid off from a position in the service of the Commonwealth and who is subsequently hired, recalled, or reemployed within two years of his/her lay-off, into a position in one of the bargaining units within the jurisdiction of Local 509, shall be credited with his/her prior service for purposes of determining their salary upon re-entry under Article 12 of the Collective Bargaining Agreement. The provisions of this Section shall be retroactively applied to any person who has already been recalled and has not been credited with his/her prior service for the purpose of determining their salary. Section 4 The following shall be applicable to other positions all Unit 10 employees within the position series titles of Vocational Instructor A/B and Vocational Instructor C: A. Employees within the Department/Agency shall be laid off within title in inverse order of seniority meaning all service rendered within the Department/Agency (except that within the Department of Mental Health, lay-offs and bumping shall be conducted by regions; and within the Department of Public Health, lay-offs and bumping shall be conducted by the Appointing Authority). Any previous break in employment and any previous time off the payroll in excess of thirty (30) calendar days shall be excluded from total seniority (excepting approved educational, maternity/adoptive, military and industrial accident leave). B. Employees to be laid off shall receive a minimum of five (5) days advance written notice, except the employees on any previously approved leave shall receive a minimum of ten (10) days advance written notice. Time periods under this Section shall commence where notices are hand-delivered or when they are mailed by first class mail. C. Within two (2) days of notification of lay-off, or bumping, an employee may bump to a lower title within the Bargaining Unit for which the employee is qualified if there is an employee in such title with less seniority. D. In the event of any conflict between the provisions of this Section and the other sections of this Article, this Section shall prevail. E. In the event of recall, the order of lay-off and bumping described shall be reversed, and employees shall be returned to the title from which they were laid off starting or bumped in accordance with their seniority. F. Employees who are separated from employment as the employee’s Department result of the implementation of the lay-off, bumping procedures and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be who are subsequently recalled to other positions employment pursuant to this Article shall for purposes of determining their salary upon recall under Article 12, be credited with their prior service and shall not upon recall be considered to be "hired, reinstated or re-employed" notwithstanding the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing provisions of Article 12 to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recallcontrary. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

Recall Procedures. A. Eligibility Permanent and Temporary Employment Opportunities (i) Full Time Permanent Positions: Where full time permanent work becomes available (equal or comparable), full time employees will be recalled, provided that they are qualified to do the work available. Any refusal of such available work will be recalled from layoff and employment shall terminate after fourteen counted as a refusal under Article 10 of the Collective Agreement. (14ii) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within Temporary opportunities that are of greater length than the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from notice entitlement: Where full time but temporary (fixed duration) work becomes available for a period of time which they were laid off starting with is greater than the employee’s Department and then other Departmentsnotice entitlement under Article 10 of the Collective Agreement, provided the employee possesses will be offered recall (equal or comparable work that they are qualified to do). The employee will be advised of the qualificationsduration of the temporary opportunity. If an employee accepts the available temporary work, performance record, aptitude, and ability another Article 10 letter will be issued to perform the work; or 3. Employees shall be recalled to other positions the employee previously heldwith the notice period equivalent to the notice given in the first Article 10 letter, provided whether or not it is from a customer to a non-customer based position or vice versa. During the temporary full time opportunity, the recalled employee cannot elect severance. If the employee completed probation in refuses the available temporary work, a refusal of such available work will be counted as a refusal under Article 10 of the collective agreement. (iii) Temporary opportunities that position starting with are of shorter length than the employee’s Department and then other Departmentsnotice entitlement: Where full time but temporary (fixed duration) work becomes available for a period of time which is shorter than the employee’s notice entitlement under Article 10 of the Collective Agreement, and provided the employee possesses will be offered recall (equal or comparable work that they are qualified to do). If an employee accepts the qualificationsavailable temporary work, performance recordtheir recall period will be extended by the length of the temporary work period. Another Article 10 letter will not be issued to the employee, aptitudewhether or not it is from a customer to a non-customer based position or vice versa. During this recall period the affected employee cannot elect severance. If the employee refuses the available temporary work, a refusal of such available work will not be counted as a refusal under Article 10 of the Collective Agreement. (iv) In all circumstances where employees are recalled, they will earn seniority service, vacation credits, sick leave credits and ability will be entitled to perform group benefits for the period of time that they work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.