Recalls from Layoff Sample Clauses

The "Recalls from Layoff" clause defines the process and conditions under which employees who have been laid off may be called back to work by their employer. Typically, this clause outlines the order of recall, such as by seniority, and the method of notification, like written notice or phone call, as well as the timeframe within which an employee must respond to a recall offer. Its core practical function is to ensure a fair and transparent system for rehiring laid-off employees, thereby protecting workers' rights and helping employers efficiently manage workforce needs during periods of fluctuating demand.
Recalls from Layoff. An employee who is recalled from layoff through the exercise of seniority rights, will have the following base rate:
View SourceView Similar (6)
Recalls from Layoff. An employee who is recalled from layoff through the exercise of recall rights, will have the following base rate:
View SourceView Similar (5)
Recalls from Layoff. An employee, who is recalled from layoff through the exercise of 19 seniority rights, will have the following base rate: 20 A. If the employee is recalled to the same job level from which he/she was laid off, he/she will be 21 paid at the base rate in effect on the date of his/her layoff. In no case will the recalled employee 22 receive pay below the Minimum for that level. 23 B. If the employee is recalled to either a higher or lower job level than the one from which 24 he/she was laid off, his/her base rate will be determined first by the pay level in which the 25 new job is classified.
View SourceView Similar (2)
Recalls from Layoff. An employee, who is recalled from layoff will have the following 8 base rate: 9 A. If the employee is recalled to the same Job Classification from which he/she was laid off, 10 he/she will be paid at the base rate in effect on the date of his/her layoff. In no case will 11 the recalled employee receive pay below the minimum for that Job Classification. 12 B. If an employee is recalled to a different Job Classification than the one from which he/she 13 was laid off, the base rate will be determined by the minimum base rate for that new Job 14 Classification.
View SourceView Similar (2)
Recalls from Layoff. 6 An employee who is recalled from layoff through the exercise of recall rights, 7 will have the following base rate: 8 A. If the employee is recalled to the same labor level from which he was 9 laid off, he will be paid the base rate and the cost of living adjustment 10 in effect on the date of his layoff, provided that, if cost of living 11 adjustment has been added to base rates and made a part thereof since 12 the employee’s layoff, the cost of living adjustment in effect on the date 13 of the employee’s layoff shall be similarly added to his base rate. 14 B. If the employee is recalled to either a higher or lower labor level than 15 the one from which he was laid off, his base rate will be determined 16 first by treating him as though he had been recalled to the same labor 17 level under Section 5.14(A) and then reclassified under Section 5.12. 18
View SourceView Similar (2)
Recalls from Layoff. An employee who is recalled from layoff through the exercise of 25 seniority rights, will have the following base rate: (1) If the employee is recalled to the same job classification from which he was laid off, 28 he will be paid at the base rate in effect on the date of his layoff. 29 (2) If the employee is recalled to either a higher or lower job classification than the 31 one from which he was laid off, his base rate will be determined first by treating him as 32 though he had been recalled to the same job classification under Section 6.2(d)(1) and 33 then reclassified under Section 6.3(d).
View SourceView Similar (2)
Recalls from Layoff. (a) When the working force is increased after a layoff, employees shall be recalled in inverse order of layoff. Notice of recall shall be sent to the employee's last known address by certified mail, return receipt requested. Recall from a layoff is limited to the employee's length of service or 2 years, whichever is longer. (b) If an employee fails to report for work within five (5) working days after being notified, or fails to give a satisfactory explanation for not reporting, the employee shall be considered as having voluntarily quit without good cause attributable to the employer. (c) An employee shall have the right to decline offered work, which is not of a similar nature, and therefore, may be bypassed for this reason. An employee recalled to a position other than his or her laid-off position, must meet the minimum requirements of that position and shall serve the appropriate trial period for the new position. If the employee does not qualify to become a regular employee in that position, the employee shall be laid off and returned to the recall list.
View Source
Recalls from Layoff. Employees who have not lost their seniority shall be recalled from layoff in the order they were laid off.
View Source
Recalls from Layoff. When the Company decides it is necessary to increase the work force and there are employees then on layoff with recall rights, those employees on layoff who are fully qualified to perform the work to be done shall be recalled to their prior position before new employees being hired. The order of recall will be the reverse order of the layoff. Employees shall have recall rights for a period equal to their seniority or twelve (12) months for the date of layoff whichever is less. Any employee who refuses recall will be terminated. Recall will be made in accordance with the following procedure: The Company will notify the laid off employee of recall by telephone and/or certified mail, to the employees last known address and phone number as verified by the employee’s records.
View Source

Related to Recalls from Layoff

  • Recall from Layoff Full-time and regular part-time nurses shall be recalled in the order of seniority unless otherwise agreed between the Hospital and the local Union, subject to the following provisions, provided that a nurse recalled is qualified to perform the available work: (a) Full-time and regular part-time nurses on layoff may notify the Hospital of their interest in accepting occasional vacancies and/or temporary vacancies which may arise and for which they are qualified. Such notification of interest shall state any restrictions on the type of assignment which a nurse is willing to accept, and shall remain valid for six weeks. However if a nurse declines an occasional or temporary vacancy the Hospital shall not be obliged to call upon the nurse again during the balance of such six-week period. (b) For the purposes of this article, an "occasional vacancy" shall mean an assignment which is anticipated not to exceed five shifts (37.5 hours). Occasional vacancies shall be offered first to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then to casual part-time nurses. (c) For the purposes of this article, a "temporary vacancy" shall mean an assignment which is anticipated to exceed five shifts (37.5 hours). Temporary vacancies which arise in the full-time bargaining unit shall be offered by seniority first to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then by seniority to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then to casual part-time nurses. Temporary vacancies which arise in the part-time unit shall be offered by seniority first to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then by seniority to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then to casual part-time nurses. (d) A nurse to whom an occasional or temporary vacancy is offered may accept or decline such vacancy and in either case shall maintain her or his position on the recall list. The acceptance of a temporary vacancy that is anticipated to exceed sixty (60) calendar days shall be considered a recall from layoff for purposes of Article 10.06(c). No new notice of layoff will be required and the nurse will be deemed to be laid off at the conclusion of the temporary vacancy. A full-time nurse on layoff who accepts a temporary full-time vacancy within thirty (30) days of the effective day of layoff will continue to receive benefit coverage for the duration of the temporary vacancy. A full-time nurse who has worked for more than 600 hours in 140 calendar days as the result of accepting one or more temporary vacancies shall thereafter be eligible for benefit coverage as a full-time nurse and shall be paid accordingly, and shall continue to receive benefit coverage so long as she or he continues to fill a temporary vacancy and such full-time employee shall accrue seniority in the manner prescribed for full-time employees throughout the period of employment. Otherwise, a full-time employee who accepts a temporary or occasional vacancy shall be paid her or his regular full-time rate of pay together with a percentage payment in lieu of benefits at the rate specified for part-time nurses. A full-time employee who accepts a temporary part-time vacancy or occasional vacancies as provided herein will accrue seniority throughout the period of such employment in the manner prescribed for part-time nurses. A part-time employee who accepts a temporary or occasional vacancy will accrue seniority throughout the period of such employment in the manner prescribed for part-time nurses.

  • LAYOFFS AND RECALL 16.01 It is not the intent of these lay-off and recall procedures to apply to the normal summer period. However, where known, recall dates of ten (10) month employees shall be indicated on the Separation Certificate issued by the Employer. 16.02 In the event of lay-off, employees shall be laid off in reverse order of their seniority provided that those persons retained have the necessary skills, qualifications, and ability to perform the duties of those jobs maintained. a) In order to minimize the potentially disruptive nature of an Educational Assistant lay-off during the school year, an Educational Assistant who has received a lay-off notice during the school year may elect to: i) Accept the lay-off and be recalled under the terms of the Collective Agreement or; ii) Displace the most junior permanent Educational Assistant in the Division. b) Where there are Educational Assistants who are on lay-off or who are laid off at the end of June, and there will not be sufficient positions in September for them all to be recalled, then the Employer will lay-off a sufficient number of the most junior Educational Assistants so as to enable the more senior Educational Assistants to be recalled in September. c) Educational Assistants who receive a lay-off notice must declare their intention to displace a junior Educational Assistant within the first five (5) working days of receipt of the lay-off notice. It is agreed between the parties that failure to do so will mean that the Educational Assistant accepts lay-off at the end of the notice period. 16.03 Employees shall be recalled in order of their seniority provided that the person recalled has the necessary skills, qualifications, and ability to perform the duties of the job. 16.04 New employees shall not be hired if there are employees on lay-off with the necessary skills, qualifications, and ability to perform the work. 16.05 In the event of lay-off, every employee affected shall be given four (4) weeks’ notice before the date on which she is to be laid off, and to the extent that such minimum notice is not given, the employee shall receive pay in lieu thereof. 16.06 Grievances concerning lay-offs and recalls shall be initiated at Step II of the grievance procedure. 16.07 Notwithstanding the provisions of Article 15.01, an Educational Assistant who normally works twenty-seven and one-half (27 ½) or more hours per week, and whose hours of work have been unilaterally reduced during the school year, shall, at the Educational Assistant’s option, be deemed to have been laid off. An Educational Assistant accepting a position having fewer hours than their normal working day will be given primary consideration upon application when new positions become available having comparable hours. 16.08 All Educational Assistants laid off shall be placed on a recall list, with copy furnished to the Union, and shall be called back to work as required beginning with the most senior Educational Assistant and descending from there. 16.09 No Educational Assistant shall be permitted to have her name remain on the recall list in excess of twelve (12) school months following the month in which the layoff occurred.

  • LAYOFFS AND RECALLS (a) Employees will be laid off in reverse order of seniority whenever there is a reduction of employees in the bargaining unit. The only exception to this provision is when the client requests in writing that a specific security guard be retained at their site. Guards can bump due to (1) loss of site, (2) being bumped by a senior guard, (3) client removal for non-disciplinary reasons, (4) return from approved leave of absence or (5) loss of position on a site. (b) The Company shall notify employees whose position is to be eliminated due to the loss of work at a specific site or the loss of the entire site at least five (5) working days prior to the effective date of termination of the position. Such employee will be entitled to bump junior employees at other sites in order to maintain employment and status. The company will meet with the affected employee and their Union representative as quickly as possible after notification in order to allow the employee to review options and make an informed decision where they wish to bump into. The parties will attempt to place the security guard into an alternate site where said guard will not lose any days of pay, but in no event, will the placement, or bumping take more than five (5) working days (no more than five (5) unpaid days). If an employee is not slotted into their new position within said five (5) working days, the company will provide payment in lieu of work. During the up to five (5) days waiting period, the employee will be entitled to be on top of the spare board list if they so desire. (c) The Company shall generally give notice of recall by registered mail to the last recorded address of the employee. The employee shall keep the Company informed of the employee's present address of location where he may be reached. The employee who fails to do so shall forfeit his right of recall. (d) If, within one (1) calendar day from the receipt of such notice, the employee accepts the recall, the job will be held open for one (1) calendar day from the day of the employee's acceptance. In the event that such recalled employee is employed elsewhere at the time of recall, the Company will hold the position vacant for two (2) weeks if the Company has received appropriate advance notice from its client. (e) In circumstances where the Company must fill vacant positions without delay, the Company shall give notice of recall by telephone until able to find a qualified employee who is prepared to report to work immediately. (f) If the employee declines the position, or fails to respond to the notice within one (1) calendar day from the date of receipt of the original notice, or fails to report to work within the time period outlined above, such employee shall be considered to have resigned and shall forfeit his recall rights. Should such employee be prevented from returning to work due to illness or accident he shall retain his recall rights and the Company shall be at liberty to recall another employee. The employee shall be required to show proof of such illness or accident.

  • Grievance on Layoffs and Recalls Grievances concerning layoffs and recalls shall be initiated at Step 2 of the grievance procedure.

  • Recall from Vacation Leave When during any period of vacation leave an employee is recalled to duty, he shall be reimbursed for reasonable expenses, as normally defined by the Employer, that he incurs: