Common use of Resignations and dismissals Clause in Contracts

Resignations and dismissals. A. A permanent employee is one who is hired to fill a permanent full-time position and has completed a total of six (6) working months without a break in service. B. Any permanent employee who wishes to resign from the Company’s service shall give one month’s notice to that effect to his Manager, or Director. C. When the Company intends to dismiss any permanent employee, such employee shall be given one month’s notice, or one month’s pay in lieu of notice, except when such employee is discharged for just cause. D. Any permanent employee desiring to appeal his dismissal, or a suspension from work of greater than fifteen (15) days, shall do so within five (5) days, exclusive of Saturdays and Sundays and other holidays, of his dismissal or suspension through the grievance procedure. Such appeal must be promptly expedited in order that it reaches Step 3 of the Grievance Procedure [Article 5 (C)] no more than ten (10) days, exclusive of Saturdays and Sundays and other holidays, from the date of dismissal or suspension. Should the employee’s appeal be sustained by a Grievance Committee, he shall be reinstated in the Company’s service under the conditions prescribed by the Committee. E. The intent of this clause is to provide an orderly and efficient process in the event of layoff of full-time employees. Layoffs will be conducted using the principle of last on first off based on full-time Bargaining Unit seniority and the principle that the remaining employees must be qualified and able to do the work remaining to be done. A Joint Steering Committee will be convened to ensure the orderly and efficient administration of the above process. Employees on layoff who, at the time of layoff, have greater than two years Bargaining Unit seniority shall be entitled to recall for a period of nine (9) months from the date of layoff. Recall shall be based on such seniority subject to an employee having the qualifications and ability to do the work to be done. Employees with less than two years such seniority shall have no right to recall. Employees subject to recall will be notified by double registered letter sent to the employee's last known address. Employees so notified shall advise the Human Resources Department in writing of their intentions within five (5) working days of the letter arriving at its destination. If an employee does not reply or accept, that employee will have no further rights to recall. An employee who accepts recall must report to work within ten (10) working days after notifying Human Resources or that employee will have no further rights to recall. A recalled employee's seniority shall be preserved from the time of layoff, but shall not accrue during the period of layoff. F. In the event there is a need for workforce reduction AltaLink may choose to offer a voluntary severance package to selected employees. Who is offered a severance package and the content of the severance package is at the sole discretion of AltaLink. The IBEW will be informed prior to and involved in the presentation of any severance package offer to the employee. Acceptance of this voluntary severance package is at the sole discretion of the employee. If this voluntary severance process does not meet the workforce reduction requirements then Article 6(E) will apply.

Resignations and dismissals. A. A permanent employee is one who is hired to fill a permanent full-time position and has completed a total of six (6) working months without a break in service.. (See Intents) B. Any permanent employee who wishes to resign from the Company’s service shall give one month’s notice to that effect to his Manager, or Director. C. When the Company intends to dismiss any permanent employee, such employee employee, shall be given one month’s notice, or one month’s pay in lieu of notice, except when such employee is discharged for just cause. D. Any permanent employee desiring to appeal his dismissal, or a suspension from work of greater than fifteen (15) days, shall do so within five (5) days, exclusive of Saturdays and Sundays and other holidays, of his dismissal or suspension through the grievance procedure. Such appeal must be promptly expedited in order that it reaches Step 3 Three of the Grievance Procedure [Article 5 (C5(C)] no more than ten (10) days, exclusive of Saturdays and Sundays and other holidays, from the date of dismissal or suspension. Should the employee’s appeal be sustained by a Grievance Committee, he shall be reinstated in the Company’s service under the conditions prescribed by the Committee. E. The intent of this clause is to provide an orderly and efficient process in the event of layoff of full-time employees. Layoffs will be conducted using the principle of last on first off based on full-time Bargaining Unit seniority Seniority and the principle that the remaining employees must be qualified and able to do the work remaining to be done. A Joint Steering Committee will be convened to ensure the orderly and efficient administration of the above process. Employees on layoff who, at the time of layoff, have greater than two years Bargaining Unit seniority Seniority shall be entitled to recall for a period of nine (9) months from the date of layoff. Recall shall be based on such seniority subject to an employee having the qualifications and ability to do the work to be done. Employees with less than two years such seniority shall have no right to recall. Employees subject to recall will be notified by double registered letter sent to the employee's ’s last known know address. Employees so notified shall advise the Human Resources Department in writing of their intentions within five (5) working days of the letter arriving at its destination. If an employee does not reply or accept, that employee will have no further rights to recall. An employee who accepts recall must report to work within ten (10) working days after notifying Human Resources or that employee will have no further rights to recall. A recalled employee's ’s seniority shall be preserved from the time of layoff, layoff but shall not accrue during the period of layoff. F. In the event there is a need for workforce reduction reduction, AltaLink may choose to offer a voluntary severance package to selected employees. Who is offered a severance package and the content of the severance package is at the sole discretion of AltaLink. The IBEW will be informed prior to and involved in the presentation of any severance package offer to the employee. Acceptance of this voluntary severance package is at the sole discretion of the employee. If this voluntary severance process does not meet the workforce reduction requirements requirement, then Article 6(E6 (E) will apply.