SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment. 11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction. 11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasons: a. if the employee voluntarily quits his employment; b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedure; c. for failure to report to work following a layoff pursuant to the terms of Article 11.07; d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given; e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply; f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein; g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted. 11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations: a. seniority standings of the employees; b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off. 11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff. 11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place. 11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return. 11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasons:
a. a) if the employee voluntarily quits his employment;
b. b) if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedure;
c. c) for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. d) is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. e) is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. f) if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. g) if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. a) seniority standings of the employees;
b. b) ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classificationscalculated from date of hire. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment. Employees hired on the same date shall be placed on the seniority grid in reverse alphabetical order.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than nine (9) consecutive months;
d. is absent from fails to return to work for three within five (35) consecutive working days without notifying workdays after notification to his address on record with the EmployerEmployer or fails to notify the Employer within two (2) workdays of his intention to return.
a. In case of layoffs, unless a reason satisfactory the Employer will give such recognition to the Employer is given;seniority standings of the employees as the continued proper performance of his work will permit. Ability to perform available work being relatively equal, the rule shall prevail that the employee having most seniority shall be laid off last and recalled first.
e. is absent due to layoff or long-term disability, or both, which absence continues for more b. Employees with less than six (6) months, except in ' seniority shall not have the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails right to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offrecall.
11.05 The Employer shall give one One (1) week's notice of layoff shall be given to the employees each employee for each year of the need for seniority to a layoffmaximum of eight (8) weeks notice.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven five (75) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. 12.01 New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee 12.03 Seniority rights shall lose his seniority cease and employment shall be deemed to have quit terminated for any employee who:
a) voluntarily quits the employ of the following reasons:
a. if the employee voluntarily quits his employmentEmployer;
b. if the employee b) is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure c) fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. d) is absent from laid off for a continuous period of more than eight (8) months.
e) or fails to report for work without notice, for three (3) consecutive working days without notifying the Employerdays, unless he provides a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedreasonable explanation.
11.04 12.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union and in doing so, so they shall be guided by the following considerations:
a. a) seniority standings of the employees;
b. b) family circumstances of the employees;
c) demonstrated ability of the employees to perform the available work. It is understood and agreed that no employee will be laid off if ;
d) in the event there is a fellow employee (or employees) of comparable dispute, seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offshall prevail.
11.05 12.05 In the event of a layoff of at least twenty (20) working days, or the removal of a particular classification, the employee(s) directly affected by the layoff may apply prior to the actual layoff for another job classification providing the employee(s) has more seniority and the qualifications, skill and ability to perform the work in that classification.
12.06 The Employer shall give one (1) week's notice of layoff when possible.
12.07 The Employer shall not be required to give one (1) week's notice of layoff when equipment failure, shortage of material, or other reasons beyond the employees control of the need for Employer cause a layoffstoppage of operation.
11.06 12.08 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure Grievance Procedure hereinafter set forth within five (5) workdays work days after the layoff took place.
11.07 12.09 Any employee laid off and recalled for work must return within one (1) workday work day when unemployed and within seven (7) workdays when employed elsewhere elsewhere, after being recalledthe Employer has sent such employee notice of recall by registered mail to his last known address, or make definite arrangements with the Employer to return. It is the responsibility of the employee to advise the Employer of his last address.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees Employment rights shall be recognized within their respective trade cease and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsbe terminated if he:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months, except in the event that the employee ;
e. is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of absent from work for more than two (2) years shall applyconsecutive days, other than a result of sickness or disability, without providing a valid reason acceptable to the Employer. A Doctor’s note may be required to confirm sickness or disability which costs will be borne by the Employer;
f. if is absent for a third occasion of absenteeism without notice or reasonable explanation. The employee will be subject to a one (1) day suspension without pay for the employee fails to report for work upon first and the second such occasion. The third such occasion results in termination of an authorized leave of absence, unless a reason satisfactory to employment.
11.02 When the Employer is givendeems it necessary to reduce the work force, he shall inform the Union on the need for layoffs. When, in the opinion of the Employer and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When Union a reduction of the workforce work force is inevitable, probationary employees shall be laid off firstfirst and in any order. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations; in order of priority:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and ;
b. length of employment of the employees;
c. any other mutually agreed that no layoff method in which an employee will voluntarily accepts a short term layoff.
11.03 In case of layoff, an employee shall be given at least eight (8) hours’ notice or eight (8) hour's pay in lieu thereof.
11.04 Where the Employer must increase the size of his workforce he shall first recall laid off if there employees who have recall rights (i.e. those employees who have passed probation, who have been laid off fewer than six months, are available for recall and who have the ability to perform the work that is a fellow employee available). Such recall shall be guided by the same considerations used to determine order of layoff described in Article 11.02 (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offabove).
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday two workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment 11.06 Any appeal in regard to a layoff or are laid off and who are re-hired recall must be taken up under the first step of the Grievance Procedure hereinafter set for within five (5) workdays after the layoff or return to work within eighteenrecall took place.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 13.01 Seniority is the ranking of employees in accordance with the length of employment with the Employer within the various job classifications as set out in the seniority list.
13.02 The Employer shall be recognized within their respective trade maintain a seniority list and job classificationsmake a copy available to the Union upon request. New employees shall be placed The Union will inform the Employer of any errors on the seniority list at within ten (10) days after posting, failing which, the end of their probationary period and their respective seniority shall list will be dated back deemed to the date of beginning of employmentbe final.
11.02 Seniority lists, 13.03 An employee’s seniority rights shall cease to exist and the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any terminated employment if an employee:
a) voluntarily quits the employ of the following reasons:
a. if the employee voluntarily quits his employmentEmployer;
b. if the employee b) is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure c) fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employerabsence, unless a justifiable reason satisfactory to the Employer is givenhas been provided;
e. d) is absent due to layoff or long-term disability, or both, which absence continues laid off for a continuous period of more than six twelve (612) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee ;
e) has submitted satisfactory evidence of illness, in which cases been absent without cause or without authorization including retroactive authorization for a period of two (2) years shall applyconsecutive working days;
f. if f) violates the employee fails to report for work upon the termination of an authorized leave of absence, unless terms under which a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted;
g) retires.
11.04 When a reduction 13.04 In case of layoffs, if the workforce ability to perform available work is inevitablerelatively equal, probationary employees seniority shall prevail so that the employee having the highest seniority shall be laid off last and recalled first. If further reductions are necessary.
13.05 When an employee is laid off, the Employer shall determine the order of give layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of employee concerned, as well as to the need for Union.
13.06 If an employee or the Union wishes to file a grievance about a layoff, this shall be done within three (3) working days after the layoff becomes effective.
11.06 Any appeal in regard 13.07 An employee who is recalled to work after a layoff must be taken up under the first step of the grievance procedure hereinafter set forth return to work within five two (52) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when working days if unemployed and within seven (7) workdays when working days if employed elsewhere. An employee employed elsewhere after being recalled, or make definite arrangements with shall notify the Employer of his intent to return within two (2) working days of receipt of the notice of recall. It shall be sufficient for the Employer to returnsend the notice of recall to the employee by registered mail to the employee’s last known address.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 2 contracts
Sources: Collective Agreement, Collective Bargaining Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a sixty (60) days' worked trial period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months, except in ;
e. fails to return to work after a layoff within seven (7) workdays after notification to his address on record with the event that Employer or fails to notify the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of Employer within two (2) years shall apply;
f. if the employee fails workdays of his intention to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedreturn.
11.04 When a reduction In case of layoffs, the Employer will give such recognition to the seniority standings of the workforce is inevitableemployee as the continued proper performance of his work will permit. Ability to perform available work being relatively equal, probationary employees the rule shall prevail that the employee having most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇ or a CLAC representative, if he so requests, at least twenty-four (24) hours prior to the need for a layofflayoffs in order to review the layoffs.
11.06 The Employer shall not be required to give one (1) week's notice of layoff when equipment failure or shortage of material cause a stoppage of operation or inclement weather interferes with the Employer's operation.
11.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took place.
11.07 11.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees 11.09 Any employee who terminate their employment or are laid off and who are re-hired or return voluntarily quits the employ of the Employer shall give one
(1) week's notice to work within eighteenthe Employer to enable the Employer to hire adequate replacement.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasons:
a. if the employee voluntarily quits his employment;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteeneighteen (18) months do not have to serve the probationary period and shall be credited with the seniority they had when they left.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 a. Seniority of employees shall be recognized within on a bargaining unit basis.
b. Full-time employees will accumulate seniority on the basis of their respective trade and job classificationscontinuous service as of the last day of hire, except as otherwise provided herein. New Part-time employees will accumulate seniority on the basis of one
(1) year’s seniority for each 1850 hours worked as of the last date of hire, except as otherwise provided herein.
c. Hours worked shall be placed defined to mean all hours worked and paid for, hours not worked and paid for by the Employer, hours paid for by WSIB for a period of twenty-four (24) months, and all time off on a Pregnancy/Paternal leave.
d. Seniority shall be used to determine preference for promotion, layoff, etc. Seniority is the ranking of employees in accordance with their length of employment from the last date of hire for vacation purposes.
13.02 The Employer shall maintain a seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be make copies available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdictionevery six (6) months.
11.03 13.03 An employee’s seniority rights shall cease to exist and the employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsterminated employment if an employee:
a. if voluntary quits the employee voluntarily quits his employmentemploy of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon on the termination first day following the expiration of an authorized a leave of absence, unless a justifiable reason satisfactory to the Employer is given;
d. is laid off for a continuous period of more than eighteen (18) months;
e. has been absent for two (2) consecutive working days without having notified the Employer, and unless a justifiable reason is discharged as a result thereof, given;
f. is off work due to an illness or accident which discharge is not reversed through the grievance and arbitration procedure hereinwork related for a period of eighteen (18) months;
g. if is off work due to an employee illness or accident which is work related for a period of twenty-four (24) months;
h. utilizes a leave of absence for purposes purpose other than those for which the leave of absence was granted.
11.04 When a reduction 13.04 In case of the workforce is inevitablelayoffs of more than thirteen (13) weeks, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow in reverse order of seniority within their classification. An employee (or employees) of comparable seniority who is still entitled subject to vacationlayoff shall have the right to either:
a. accept the layoff; or
b. displace the least senior employee in the bargaining unit of a lower or identical paying classification, providing the employee is qualified for and can perform the duties of the lower or identical paying classification without training. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will Such employee so displaced shall be laid off.
11.05 . The Employer decision of the employee to choose a) or b) above shall give one (1) week's notice be given in writing to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return General Manager or her designate within one (1) workday when calendar week following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff.
13.05 Notice of layoff shall be given by the Employer to the employee concerned, as well as to the Union, in accordance with the Employment Standards Act.
a. An employee who is recalled to work after a layoff must return to work within two (2) working days if unemployed and within seven (7) workdays when working days if employed elsewhere. An employee employed elsewhere after being recalled, or make definite arrangements with shall notify the Employer of her intent to return within two (2) working days of receipt of the notice of recall. It shall be sufficient for the Employer to returnmake contact by telephone, failing which the Employer will send a notice by registered mail to the employee’s last known address.
11.08 Employees who terminate their employment or are b. An employee shall be recalled, in order of seniority, to an available opening provided the employee has the ability and qualifications to perform the work.
c. An employee recalled to a different classification than that from which she was laid off and who are re-hired or return off, shall have the right of returning to work the classification she held prior to the layoff if it becomes available within eighteensix (6) months of being recalled.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at upon the end completion of their probationary period and their respective seniority shall be dated back to the date of beginning of employmenttheir most recent hiring.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07;more than eight (8) consecutive months.
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to a. In case of layoffs the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in shall honour the event seniority of the employees within their classifications. The rule shall prevail that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees having most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;.
b. ability of the employees Employees on layoff may refuse a call in to perform the work. It is understood and agreed that Such employees have no employee will be laid off claim for wages if there is a fellow employee (junior or employees) of comparable seniority who is still entitled to vacation. In such a case part-time driver accepts the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offcall.
11.05 The Employer will provide notice of lay off as provided for under the Employment Standards Act. He will meet with the CLAC Representative and/or the ▇▇▇▇▇▇▇ one (1) week prior to any actual layoff. The Employer will attempt to layoff on Fridays so that the layoff will come at the end of an Unemployment Insurance week. The Employer shall not be required to give one (1) week's notice to of layoff when equipment failure, shortage of material, or other reasons beyond the employees control of the need for Employer cause a layoffstoppage of operation.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or . These provisions shall apply between April 15 and November 15. The Employer shall make two (2) telephone calls to the employee and if no arrangements are laid off and who are remade for a return to full-hired or time work, the Employer shall send a letter to the employee’s last known address indicating a return to work within eighteendate. If no definite return to work arrangement is made, the employee shall lose his seniority on the day following the return to work date set out in the letter Upon return to work he shall be placed at the bottom of the seniority list.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority is the employee's length of service with the Employer. Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a three (3) month trial period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his 12.03 Grounds for termination exist and seniority and shall be deemed to have quit rights cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than twelve (12) consecutive months;
d. fails to return to work within seven (7) workdays after notification to his address on record with the Employer or fails to notify the Employer within two (2) workdays of his intention to return.
e. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;full workdays, without a justifiable reason for not notifying the employer.
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to 12.04 When the Employer is givendeems it necessary to reduce the working force, he shall consult the Union on the need for layoffs. When, in the opinion of the Employer and is discharged as a result thereofthe Union, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of in the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union layoffs and in doing so, so they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 12.05 Employees who have standing as fifth 5th year apprentices shall have two (2) years to obtain their certificate of qualification for purposes of this article. Failure to obtain the certificate within the two (2) year period shall result in the Apprentice being treated as a Journeyman for purposes of layoffs.
a. The Employer shall give one (1) week's notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇ or a CLAC representative, if he so requests, at least twenty-four (24) hours prior to the need for a layofflayoffs in order to review the layoffs.
11.06 b. The Employer shall not be required to give one (1) week's notice of layoff when equipment failure or shortage of material cause a stoppage of operation or inclement weather interferes with the Employer's operation.
12.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took place.
11.07 12.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees 12.09 Any employee who terminate their employment or are laid off and who are re-hired or return voluntarily quits the employ of the Employer shall give one (1) week's notice to work within eighteenthe Employer to enable the Employer to hire adequate replacement. If the employee does not provide such notice, he shall receive four percent (4%) vacation pay upon termination.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority is the ranking of employees in accordance with their length of employment with the Employer. Seniority shall be recognized within their respective trade determined by last date of hire.
12.02 The Employer shall maintain a seniority list, and, every six months, post the list in the building, and job classifications. New employees provide copies to the Union, and the stewards.
12.03 A new employee shall be placed on the seniority list at upon the end expiration of their his or her probationary period and their respective with seniority shall be dated back to calculated from the date of beginning of employmentlast hiring.
11.02 Seniority lists, 12.04 An employee's seniority rights shall cease to exist and the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any terminated employment if an employee:
a) voluntarily quits the employ of the following reasons:
a. if the employee voluntarily quits his employmentEmployer;
b. if the employee b) is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure c) fails to report to work on the first day following the expiration of a layoff pursuant to leave of absence, unless he or she has received the terms permission of Article 11.07the Employer or has provided the Employer with a satisfactory explanation;
d. d) is laid off for a continuous period of more than twelve (12) months;
e) has been absent from work for three more than two (32) consecutive working days scheduled shifts without notifying having notified the Employer, unless a valid reason satisfactory is given for failure to so notify;
f) retires;
g) is off work due to illness or accident for a period of twelve (12) months. If an employee has been unable to work due to a disability for a continuous period of 12 months, the following applies. The Employer and the Union shall meet near the conclusion of the twelve (12) month period to discuss the continuing absence. The employee shall be given a reasonable opportunity to attend this meeting. If, following these discussions, it is realistic to presume the employee will be able to resume work with the Employer within the reasonable future, employment will continue. If resumption of work is given;
e. is absent due to layoff or long-term disabilitynot a realistic presumption, or both, which absence continues the Employer may conclude the employment relationship by notifying the employee in writing of this decision. Employment may be extended for more than as long as thirty six (636) months, provided it remains realistic to presume the employee will be able to return to employment with the Employer. If that matter comes into question, the parties will review the issue. If an employee is absent from work because of disability, alternate employment, except for rehabilitative purposes, and which alternate employment commences after the employee is absent from work shall be considered a resignation. The above Article shall be interpreted in a manner that is consistent with the event Human Rights Code.
12.05 In case of layoffs, the Employer will recognize the seniority standing of each employee as the continued performance of the work permits. Ability to perform available work being relatively equal, seniority shall prevail so that the employee is on Workers' Compensation and in having the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees highest seniority shall be laid off last and recalled first. If further reductions are necessary, A reduction in the Employer shall determine the order hours of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees work available to perform the work. It an individual part time employee is understood and agreed that no employee will be laid off if there is not a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid lay-off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasons:
a. if the employee voluntarily quits his employment;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteenseven
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 13.01 Seniority of employees shall be considered as their length of employment from date of (re)hire and shall be recognized within their respective trade and job classificationson a company-wide basis. New employees shall be placed on the seniority list at upon the end completion of their probationary a total of four (4) months of employment in a two (2) year period and their respective seniority shall be dated back to the date of beginning of employmenttheir most recent hiring.
11.02 13.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available provided to the Union for inspection to once annually in April and as requested by the extent reasonably necessary for the Union to ascertain the seniority status of Union.
13.03 Seniority rights shall cease and an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsbe terminated if he:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) months, except in the event that the employee consecutive months and has less than three (3) years of seniority;
e. seniority protection for those who have completed (3) years of service from date of hire will be one (1) year;
f. is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of absent from work for more than two (2) years shall apply;
f. if the employee fails consecutive days, other than a result of sickness or disability, without providing a valid reason. Employees are required to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to call the Employer is given, and is discharged as a result thereof, each day that they are sick. A Doctor’s note may be required to confirm sickness or disability which discharge is not reversed through costs will be borne by the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedEmployer.
11.04 13.04 When the Employer deems it necessary to reduce the work force he shall consult with the Union on the need for layoffs. Where a reduction of in the workforce work force is inevitable, probationary employees shall be laid off first. If further reductions are necessaryThereafter, provided that the Employer shall determine retain a competent and efficient work force and provided that the order of layoff in consultation with the union employees affected have substantially equal skill, competence, efficiency, ability and in doing soqualifications, they lay-offs shall be guided determined by seniority so that the following considerations:
a. seniority standings of last hired shall be the employees;
b. ability of first laid off. Provided that the Employer shall retain a competent and efficient work force and provided that the employees to perform affected have substantially equal skill, competence, efficiency, ability and qualifications, recalls shall be determined by seniority so that the work. It is understood and agreed that no employee will be last laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case shall be the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offfirst recalled.
11.05 13.05 The Employer agrees to notify the Union of any recall and layoffs which are out of seniority sequence.
13.06 The Employer shall give one four (14) week's hours notice to the employees of the need for a layoff. In so far as possible layoffs shall take place on Fridays and recalls shall take place on Mondays for EI purposes. The company agrees to issue separation slips at an employee's first layoff date so that they can fulfil their waiting period as soon as possible. Separation slips will be made available at the office two (2) business days after the layoff, if requested by the employee. Otherwise they will be provided with the next pay.
11.06 13.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 13.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with acceptable to the Employer to return.
11.08 13.09 Employees who terminate their employment or are laid off and who are re-hired or return locally to work within eighteenon an out of town project shall not be entitled to the seniority provisions outlined in Article 13 during their first project. The seniority provisions shall be credited to them, from their original date of hire, once they commence working on a second project.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority is the ranking of employees in accordance with the number of hours worked by the employee.
11.02 Overall seniority shall be recognized by the Employer within their the employees' respective trade and job classifications.
11.03 A seniority list will be supplied to the Union and posted on a bulletin board on January 1st and July 1st of each year of this Agreement. New employees shall be placed on If there are no written complaints concerning the seniority list at in the end of their probationary period and their respective seniority thirty (30) calendar days following the posting, the list shall be dated back to the date of beginning of employmentdeemed accurate.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer 11.04 The seniority and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status employment of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsterminate if:
a. if the employee voluntarily quits his employmentresigns, retires or quits;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedurereinstated;
c. for failure to report to work following a layoff pursuant to the terms employee is laid off in excess of Article 11.07six (6) months;
d. the employee is absent from work without a justifiable reason and does not make a reasonable effort to contact or notify the Employer with reasons satisfactory to the Employer by or on the second (2nd) consecutive work day of such unauthorized absence;
e. the employee fails to report as scheduled upon termination of a leave of absence, vacation, suspension or layoff, unless justifiable reason is given to the Employer;
f. the employee is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six twenty-four (624) monthsmonths because of illness or injury, except in including absence covered under the event that Workers' Compensation Board, subject however, to extensions being granted under the provisions of Article 15.04.
g. the employee is on Workers' Compensation and in proven guilty of theft from the Home.
a. In the event of sickness when a layoff or reduction in the employee has submitted satisfactory evidence regular scheduled hours of illnesswork, layoffs shall proceed on the basis of inverse overall seniority, provided that the remaining employee(s) are fully qualified and willing to do the work available.
b. Employees shall be returned to their classification and recalled in order of seniority provided that the employees to be recalled are fully qualified and willing to do the work which cases a period of is then available.
c. Before hiring any new employees, the Employer shall first recall employees on layoff who are qualified to perform the required work.
11.06 Whenever possible, two (2) years weeks' notice shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to be given by the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees and the Union of the need for a layoffits intention to lay off employees.
11.06 11.07 Any appeal in regard grievance with respect to a layoff must shall be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 Any 11.08 An employee who is laid off and subsequently recalled for must, upon receipt of such notice, return to work must return within one three (13) workday when calendar days if unemployed and within seven (7) workdays when calendar days if employed elsewhere after being recalled, or make definite arrangements with be passed over by the Employer and waive all rights for future recall. It shall be sufficient for the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or send notice to return to work within eighteenby Registered Mail to the employee's last known address.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction. The Employer shall provide a copy of the seniority list to the Union upon request.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if voluntarily resigns the employee voluntarily quits his employmentemploy of the Employer and the resignation is not rescinded within twenty-four (24) hours;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of consecutive months e. does not return from layoff within two (2) years shall apply;
f. workdays or recall if the employee fails to report for work upon the termination unemployed or within seven (7) workdays of an authorized leave of absencerecall if employed elsewhere, unless a reason satisfactory to definite arrangements have been made with the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedto return.
11.04 When When, in the opinion of the Employer, a reduction of the workforce work force is inevitable, probationary employees he shall inform the Union on the need for layoffs. Students shall be laid off first, followed by probationary employees. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by all of the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the available work. It is understood and agreed ;
b. Seniority standings of the employees, such that no employee will be the lowest seniority employees are laid off if there is first;
c. any other mutually agreed layoff method in which an employee voluntarily accepts a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offshort term layoff.
11.05 The Employer shall give an employee one (1) week's weeks notice to the employees of the need for a layofflayoff or one (1) weeks pay in lieu of notice. Such notice shall be in writing, and a copy shall be sent to the Union. At the request of either party the parties will meet with a ▇▇▇▇▇▇▇ immediately after the giving of such notice to review the situation. Where circumstances fall beyond the control of the Employer, the Employer shall endeavour to provide an employee with as much notice of layoff as possible.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth Grievance Procedure within five (5) workdays after the notice of layoff took placehas been given or should have been given.
11.07 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteenseven
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 1. Seniority is defined as the length of employees continuous paid employment with the AgencyOCII. Seniority shall be recognized within their respective trade and job classifications. New employees retained but shall be placed on the seniority list at the end not accrue during periods of their probationary period and their respective seniority shall be dated back to the date of beginning of employmentleave without pay.
11.02 Seniority lists2. In case of layoff, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times demotion necessitated by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An layoff, or rehire, a permanent employee shall lose his have and may elect first seniority and shall be deemed to have quit for any of the following reasonsrights as follows:
a. if the employee voluntarily quits his employmentWithin a classification seniority shall govern unless objective considerations of demonstrated performance and specific qualifications transcend seniority;
b. In the next lower classification in the same functional line, as described in Appendix B, whether he or she was promoted from it or not, if the he or she has more seniority than an employee is discharged for a just cause and the discharge is not reversed through the grievance procedurein that lower classification;
c. for failure to report to work following a layoff pursuant In the next lower classification in another functional line, if he or she was promoted from it and has more seniority than an employee in that lower classification.
3. On recall from layoff, the employee shall be returned to the terms classification he or she held at the time of Article 11.07;
d. layoff; if conditions have so changed that it is absent from work for three (3) consecutive working days without notifying not feasible to reinstate him or her in the Employersame classification, unless he or she shall be reinstated in a reason satisfactory classification that is nearly comparable to the Employer original classification as is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than reasonable under the circumstances. The foregoing shall be an absolute right of each employee within six (6) monthsmonths following layoff. If the employee wishes to retain such right thereafter, except he or she shall state in writing to the AgencyOCII his or her address and his or her continued interest and availability in the event that seventh (7th) month following the layoff and each six (6) months thereafter.
4. The AgencyOCII will use its best efforts to give 90 days notice of an intended layoff but in no case will an employee is on Workers' Compensation be given less than 30 days prior notice of such layoff.
5. During the term of this Agreement, if and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall AgencyOCII anticipates that layoffs will be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer AgencyOCII shall give one (1) week's notice the Union advance notice, prior to the employees issuance of the need for a layoff.
11.06 Any appeal in regard specific layoff notices to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth employees, and, within five (5) workdays after days of notice to the layoff took placeUnion, the Union may reopen the contract for the sole purpose of considering the applicability of Section 20903 of the Government Code.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Memorandum of Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority is defined as length of employees shall be recognized within their respective trade and job classificationsservice with the Employer. New employees shall be placed on the seniority list at upon the end successful completion of their the probationary period and their respective and, at that time, seniority shall be dated attributed back to the date employment commenced. Effective February 1, 2012 to January 31, 2014, seniority will be tracked for the purposes of beginning of employmentlayoff by dividing the workforce (those who are licensed Journeypersons, Sheet Metal Mechanics, Refrigeration Mechanic, Plumbers, etc.) into the following divisions: Residential, Commercial, Plumbing and Service. Apprentices/”Helpers” shall continue to intermingle from one division to the other and will be laid off according to seniority, skill, ability, experience and efficiency.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing A seniority list shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority cease, and shall be deemed to have quit employment will end, for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Company;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedureor for other legitimate reason;
c. is laid off for failure to report to work following a layoff pursuant to the terms period of Article 11.07more than six consecutive (6) consecutive months or;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason reasons satisfactory to the Employer is givenCompany;
e. is absent due fails to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in notify the event that the employee is on Workers' Compensation and in the event Company of sickness when the employee has submitted satisfactory evidence of illnessany absence, in which cases a period advance of two (2) years shall applythe absence, without legitimate reason and without supporting documentation satisfactory to the Company;
f. if the employee fails to report for return to work upon the termination of an authorized leave of absencewithin three (3) days after being recalled from lay-off through notice by either telephone, unless a reason satisfactory to the Employer is givenregistered mail, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure hereincourier or e-mail;
g. if an employee utilizes fails to return to work on the day after the expiry of a leave of absence without legitimate reason and without supporting documentation satisfactory to the Company;
h. is working for purposes other than those for which the another employer while on a leave of absence was grantedor otherwise misuses or abuses a leave of absence;
i. retires;
j. is determined by the Company to have made an untruthful statement on his application for employment; this sub-article (j) shall only be applicable to employees hired on or after the date the Collective Agreement is ratified; and,
k. presents false, altered or untruthful documentation and/or information in response to inquiries or requests from the Company.
11.04 When a reduction a. In case of layoffs, the Employer will give such recognition to the seniority standings of the workforce is inevitableemployee as the continued proper and efficient performance of its work will permit. In the case that the factors of skill, probationary employees ability, qualifications, experience and efficiency in performing the work are equal as between employees, the employee having the most seniority shall be laid off last and recalled first.
i. In the case where a senior employee requires additional training/certification in order to avoid being laid off ahead of a less senior employee, and such training/certification can be successfully completed in a reasonable amount of time, relative to the completion date of the specific project which requires such specific training/certification, such training/certification shall be provided to the senior employee.
ii. If further reductions are necessaryWhere such training/certification cannot be completed in a reasonable amount of time, relative to the completion date of the specific project which requires such training/certification, the Employer less senior employee shall determine avoid layoff until such time as the order of layoff in consultation with specific work on the union and in doing so, they shall be guided by project requiring the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It additional training/qualifications is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offcompleted.
11.05 A lay-off shall not be considered to have occurred for purposes of this Collective Agreement unless the Company is unable to provide an employee with work for more than five (5) consecutive days. The Employer shall give one three (13) week's days general notice to the employees of the need for a layoff.
11.06 Any appeal in regard lay-off to a layoff must be taken up under the first step of employee(s) affected and to the grievance procedure hereinafter set forth within five Union ▇▇▇▇▇▇▇(5s) workdays immediately after the layoff took placegiving of such notice to employee(s) to review the situation.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying permission from the Employer, unless a Employer and/ or no justifiable reason satisfactory being given to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall applyworking days on any single occasion;
f. if d. fails to return to work within five (5) days after notification to his address on record with the employee Employer (notice sent by the Employer to an employee’s last recorded address shall be sufficient and effective notice.);
e. fails to report for work upon on the termination first day following the expiration of an authorized a leave of absence, unless he has a reason satisfactory acceptable to the Employer Employer; provided that the Employer, in determining whether or not the reason for the employee's failure to report is givenacceptable, and is discharged as will exercise its judgement in a result thereof, which discharge is not reversed through the grievance and arbitration procedure hereinreasonable manner;
g. if f. uses an employee utilizes a approved leave of absence for purposes reasons other than those specified (excluding traditional layoff);
g. is laid off for which the leave a continuous period of absence was grantedmore than twelve (12) consecutive months.
11.04 When a reduction In case of layoffs, the Employer will give such recognition to the seniority standings of the workforce is inevitableemployees as the continued proper performance of his work will permit. Ability to perform available work being relatively equal, probationary employees the rule shall prevail that the employee having most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one three (1) workday when unemployed and within seven (73) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
a. Employees for whom no work is available for three (3) consecutive working days shall, upon request, receive their Record of Employment (▇▇▇). However, the Employer may call employees according to seniority on day to day basis requesting them to report for work when available and if such employees performed such work on an irregular basis, while laid off, such layoff shall not be considered as terminated.
b. If a plant closure is planned and the closure will be greater than two (2) weeks, the Employer will provide employees with a two (2) week written notice of such plant closure. If a plant shutdown is planned for maintenance or repair and the shutdown will be greater than two (2) weeks, the Employer will provide employees with a one (1) week written notice.
11.07 It is understood and agreed when concrete needs to be delivered that mixer drivers will be called in to do the work in order of seniority as outlined in Article 11.02.
11.08 Employees who terminate promoted to supervisory positions or transferred to positions not subject to this agreement will retain their employment seniority after such move and if returned for any reason to their former position in the bargaining unit with a twelve month period, the time served in such other position shall be included in their seniority rating. Such employees shall forfeit all recourse to the grievance procedure whilst employed in a position or are laid off and who are re-hired or return to work within eighteenclassification outside the bargaining unit.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees A. An employee's seniority shall be recognized within their respective trade and job classifications. New employees shall be placed commence on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times s/he is first hired by the Employer Town and shall be available to based on continuous service with the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdictionTown.
11.03 An employee B. Seniority shall lose his seniority govern in layoffs and shall be deemed to have quit for rehiring within a title. In the event any of the following reasons:
a. if the employee voluntarily quits his employment;
b. if the employee is discharged for a just cause and laid-off, s/he may exercise their seniority to bump into an equal or lower rated position within the discharge is not reversed through department provided s/he has the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the workduties of the position and provided their seniority is greater than any incumbent. It Excluded from the foregoing shall be those employees in Group A. Group A employees may only bump into a lower rated position within the department provided s/he has the ability to perform the duties of the positions and provided their seniority is understood greater than any incumbent. For purposes of layoff and agreed that no employee will rehiring, the two Town libraries shall be laid off if there is treated as a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offsingle department.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any C. An employee laid off and recalled because of elimination of position shall be entitled to return to the employment of the Town in the position or any other similar position for work must return which s/he is the best qualified applicant as soon as such position again becomes available within twenty-four (24) months of the layoff date; provided that such employee exercises this right within one (1) workday when unemployed month of the position being available. The only obligation of the Town shall be to give to the Union and within seven (7) workdays when employed elsewhere after being recalledto mail to the employee at the last address supplied to the Town, a notice of the availability of the position from which the employee was laid off or make definite arrangements with similar position in the Employer to returnemployee’s former department. An employee who declines a proper offer of recall hereunder shall be removed from the layoff list.
11.08 Employees who terminate their employment ▇. ▇▇▇▇▇▇ shall be defined, for the purposes of this Article, as a termination of a full- time or are laid off and who are repermanent part-hired time employee resulting from the elimination of the employee’s position by the Town or return being displaced by an employee whose position was eliminated. The Town shall notify LIUNA of any intended layoffs as soon as practicable prior to work within eighteenthe notification to any affected employees. An employee subject to layoff, shall receive written notice of such layoff no less than thirty (30) days prior to the effective date of such layoff or pay in lieu thereof.
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority Employee lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee 11.02 Seniority/Recall rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months.
11.03 When the Employer deems it necessary to reduce the work force, except he shall consult the Union on the need for layoffs. When, in the event that the employee is on Workers' Compensation and in the event opinion of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is givenand the Union, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of a layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability Ability of the employees to perform work
b. Length of service of the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's weeks’ notice to the employees of the need for a layoff or one (1) weeks’ pay in lieu of notice. Such notice is copied to the Union. At the request of either party the parties will meet with a ▇▇▇▇▇▇▇ present immediately after the giving of such notice to review the situation. The Employer shall be required to give one (1) hours notice of layoff or pay in lieu when circumstances beyond the control of the Employer cause a layoff.
11.06 11.04 Any appeal in regard to a layoff lay-off must be taken up under the first step of the grievance procedure Grievance Procedure hereinafter set forth within five (5) workdays after the notice of layoff took placehas been given or should have been given.
11.07 11.05 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment 11.06 The recall of employees shall follow the same procedure and considerations as used for the layoff of employees as set out above. More specifically, the Union is consulted, ability and length of service are considered, and new employees are not hired while there are suitable employees with recall rights still laid off.
11.07 Any appeal in regard to a recall must be taken up under the first step of the Grievance Procedure hereinafter set forth, within five (5) workdays after the recall took place or are laid off and who are re-hired within five (5) workdays after the employee knew or return to work within eighteenshould have known about the recall.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be their length of employment from date of (re)hire and shall be recognized within their respective trade and job classificationson a company-wide basis. New employees shall be placed on the seniority list at upon the end completion of their probationary period probation and their respective seniority shall be dated back to the date of beginning of employmenttheir most recent hiring.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months, except in ; or
e. fails to return to work within seven (7) workdays after notification to his address on record with the event that Employer or fails to notify the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of Employer within two (2) years shall apply;
f. if the employee fails workdays of his intention to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedreturn.
11.04 When a reduction The Employer shall notify the Union of all planned and actual layoffs. Should layoffs become necessary, they shall be done according to seniority. Provided the workforce is inevitableremaining employees are able to perform the work required of them, probationary the least senior employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they Laid off employees shall be guided recalled in the inverse order in which they were laid off, unless agreed otherwise by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offparties.
11.05 The Employer shall give a one (1) week's week notice to the employees of the need for a layofflayoff to the Union and will meet with a ▇▇▇▇▇▇▇, or a Local 6 Representative immediately after the giving of such notice to review the situation.
11.06 The Employer shall not be required to give a one (1) week notice of layoff when equipment failure, shortage of material, or other reasons beyond the control of the Employer cause a stoppage of operation.
11.07 Any appeal in regard to regarding a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 11.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a four (4) month trial period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An Seniority rights shall cease and an employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsbe terminated if he:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months;
e. for employees having five (5) or more years of seniority with the company, except their seniority rights shall cease if they are laid off for a continuous period of more than twelve (12) consecutive months.
11.04 In case of layoff, the Employer shall recognise the seniority standings of the employees as the continued proper performance of its work will permit. Where in the event opinion of the Employer (which opinion shall not be unreasonably exercised) efficiency, productivity and ability to perform available work are relatively equal, the rule shall prevail that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees having most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layofflayoff when possible.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority is the employee's length of service with the Employer. Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary sixty (60) worked days within a period of six (6) calendar months and their respective seniority shall be dated back to the date of beginning of employmentemployment within the subject six (6) month period.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union upon request to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence unless he has a justifiable reason;
d. is absent from work laid off for three a continuous period of more than twelve (312) consecutive working days without notifying months.
11.04 In case of layoffs, the Employer, unless a reason satisfactory Employer will give such recognition to the Employer is given;
e. is absent due seniority standings of the employees as the continued proper performance of his work will permit. The following factors will be considered in determining the order of layoff and recall: -the work to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in be performed; -the competence to do the event work; -seniority; -record of performance; -attendance. All other considerations being relatively equal the rule shall prevail that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees having most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood that the record of performance and agreed that no employee attendance factors will largely be laid off if there is a fellow employee (or employees) matters of comparable seniority who is still entitled discipline and as such are subject to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offconsideration under Article 21.
11.05 The Employer shall give one (1) week's week of notice of layoff or pay in lieu of notice to the employees irrespective of probationary or seniority status and will meet with a ▇▇▇▇▇▇▇ or a CLAC representative, if he so requests, at least twenty-four (24) hours prior to the need for a layoff in order to review the layoff. At the time notice of layoff is given to the employee(s), the Employer shall pay the employee(s) all unpaid wages.
11.06 The Employer shall not be required to give one (1) week of notice of layoff when equipment failure, shortage of material or other reasons beyond the control of the Employer causes a stoppage of operation.
11.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteenfive
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees A. An employee's seniority shall be recognized within their respective trade and job classifications. New employees shall be placed commence on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times s/he is first hired by the Employer Town and shall be available to based on continuous service with the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdictionTown.
11.03 An employee B. Seniority shall lose his seniority govern in layoffs and shall be deemed to have quit for rehiring within a title. In the event any of the following reasons:
a. if the employee voluntarily quits his employment;
b. if the employee is discharged for a just cause and laid-off, s/he may exercise their seniority to bump into an equal or lower rated position within the discharge is not reversed through department provided s/he has the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the workduties of the position and provided their seniority is greater than any incumbent. It Excluded from the foregoing shall be those employees in Group A. Group A employees may only bump into a lower rated position within the department provided s/he has the ability to perform the duties of the positions and provided their seniority is understood greater than any incumbent. For purposes of layoff and agreed that no employee will rehiring, the two Town libraries shall be laid off if there is treated as a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offsingle department.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any C. An employee laid off and recalled because of elimination of position shall be entitled to return to the employment of the Town in the position or any other similar position for work must return which s/he is the best qualified applicant as soon as such position again becomes available within twenty-four (24) months of the layoff date; provided that such employee exercises this right within one (1) workday when unemployed month of the position being available. The only obligation of the Town shall be to give to the Union and within seven (7) workdays when employed elsewhere after being recalledto mail to the employee at the last address supplied to the Town, a notice of the availability of the position from which the employee was laid off or make definite arrangements with similar position in the Employer to returnemployee’s former department. An employee who declines a proper offer of recall hereunder shall be removed from the layoff list.
11.08 Employees who terminate their employment D. Layoff shall be defined, for the purposes of this Article, as a termination of a full- time or are laid off and who are repermanent part-hired time employee resulting from the elimination of the employee’s position by the Town or return being displaced by an employee whose position was eliminated. The Town shall notify LIUNA of any intended layoffs as soon as practicable prior to work within eighteenthe notification to any affected employees. An employee subject to layoff, shall receive written notice of such layoff no less than thirty (30) days prior to the effective date of such layoff or pay in lieu thereof.
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction. The Employer shall provide a copy of the seniority list to the Union upon request.
11.03 An employee 12.03 Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if Voluntarily quits the employee voluntarily quits his employmentemploy of the Employer;
b. if the employee is Is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure Fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence or vacation, unless he has a justifiable reason;
d. is absent from work Is laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of .
e. does not return from layoff within two (2) years shall apply;
f. workdays of recall if the employee fails to report for work upon the termination unemployed or within seven (7) workdays of an authorized leave of absencerecall if employed elsewhere, unless a reason satisfactory to definite arrangements have been made with the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedto return.
11.04 When 12.04 When, in the opinion of the Employer that a reduction of the workforce work force is inevitablenecessary, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by all of the following considerations:
a. ability of the employees to perform the work available at the reasonably accepted standard;
b. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and c. any other mutually agreed that no layoff method in which an employee will be laid off if there is voluntarily accepts a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offshort term layoff.
11.05 12.05 The Employer Employers shall give provide one (1) week's ’s notice of layoff for any layoff that is expected to be five (5) workdays or more in duration, where the employees cause for such layoff is within the control of the need Employer or where the Employer has knowledge of such cause for a layofflayoff at least two (2) weeks in advance of the anticipated layoff date. In all other cases, the Employer will make best efforts to provide employees with as much notice of such layoff as possible.
11.06 12.06 In the case of resignation of employment, an employee shall provide the Employer with at least two (2) workdays of notice of such resignation.
12.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure Grievance Procedure hereinafter set forth within five (5) workdays after the notice of layoff took placehas been given or should have been given.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 a. Seniority is the ranking of employees in accordance with the number of hours worked by the employee.
b. For all employees in the bargaining unit prior to April 7, 1981, a conversion factor of 1950 hours or part thereof, shall be recognized and granted for each year of employment or part thereof, since last date hire.
c. As of January 1, 1985, the conversion factor shall be 1900 hours for all employees.
11.02 Overall seniority shall be recognized by the Employer within their the employees' respective trade and job classifications.
11.03 A seniority list will be supplied to the Union and posted on a bulletin board on January 1st and July 1st of each year of this Agreement. New employees shall be placed on If there are no written complaints concerning the seniority list at in the end of their probationary period and their respective seniority thirty (30) calendar days following the posting, the list shall be dated back to the date of beginning of employmentdeemed accurate.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer 11.04 The seniority and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status employment of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsterminate if:
a. if the employee voluntarily quits his employmentresigns, retires or quits;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedurereinstated;
c. for failure to report to work following a layoff pursuant to the terms employee is laid off in excess of Article 11.07six (6) months;
d. the employee is absent from work without a justifiable reason and does not make a reasonable effort to contact or notify the Employer with reasons satisfactory to the Employer by or on the second (2nd) consecutive work day of such unauthorized absence;
e. the employee fails to report as scheduled upon termination of a leave of absence, vacation, suspension or layoff, unless justifiable reason is given to the Employer;
f. the employee is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six twenty-four (624) monthsmonths because of illness or injury, except in including absence covered under the event that Work Place Safety Insurance Board, subject however, to extensions being granted under the employee provisions of Article 15.04.
g. is on Workers' Compensation and in proven guilty of theft from the Home.
a. In the event of sickness when a layoff or reduction in the employee has submitted satisfactory evidence regular scheduled hours of illnesswork, layoffs shall proceed on the basis of inverse overall seniority, provided that the remaining employee(s) are fully qualified and willing to do the work available.
b. Employees shall be returned to their classification and recalled in order of seniority provided that the employees to be recalled are fully qualified and willing to do the work which cases a period of is then available.
c. Before hiring any new employees, the Employer shall first recall employees on layoff who are qualified to perform the required work.
11.06 Whenever possible, two (2) years weeks' notice shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to be given by the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of to the employees to perform the work. It is understood and agreed that no employee will be laid Union of its intention to lay off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 11.07 Any appeal in regard grievance with respect to a layoff must shall be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 Any 11.08 An employee who is laid off and subsequently recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalledmust, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or upon receipt of such notice, return to work within eighteenthree (3) calendar days if unemployed and within seven
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 14.01 Seniority is bargaining unit wide and is based upon the length of employees service since the last date of hire, specifically accumulated by regular hours paid. For the purpose of calculation, 1950 hours paid equals one year’s seniority. Seniority shall be recognized within their respective trade relied upon for issues such as a lay-off, vacation selection, job postings, and job classificationsrecall. New employees Hours paid shall be placed include all hours worked and paid for, all hours not worked and paid for by the Employer, WSIB (or substitute), and all time off on the Pregnancy/Parental leave.
14.02 The Employer shall maintain and post a seniority list at of all employees in the end of their probationary period bargaining unit and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be make copies available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status on or about January 1st and July 1st of an employee within its jurisdictioneach year.
11.03 14.03 An employee shall lose his her seniority and her employment shall be deemed to have quit for any of terminated in the following reasonsevent that she:
a. if the employee voluntarily quits his employmentresigns her employment or abandons her position;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant leave of absence, unless a justifiable reason is given acceptable to the terms of Article 11.07General Manger;
d. is laid off for a continuous period of more than eighteen (18) months;
e. has been absent from work for three (3) consecutive working days without notifying having notified the Employer, unless a justifiable reason satisfactory is given acceptable to the Employer is givenGeneral Manager;
e. f. retires;
g. is absent off work due to layoff illness or longaccident for a period up to a maximum of twenty-term disabilityfour (24) months, provided there is no reasonable likelihood that she will return to work in the foreseeable future;
h. has been receiving work related accident insurance payments, as a result of a work related injury or bothillness while in the employ of the Employer, which absence continues for more than six twenty-four (624) months, except provided there is no reasonable likelihood that she will return to work in the event that foreseeable future;
14.04 In cases of layoff and recall, seniority, as defined in this Article shall determine the order in which employees are laid off or recalled, provided the employee is on Workers' Compensation qualified to do the work. In all cases of layoff, the Employer will determine the employees who will be subject to the layoff, and the employees who may be affected by same. Employees will be presented with their options at a meeting with the General Manager and a Union ▇▇▇▇▇▇▇. A meeting will be scheduled within three (3) working days of this initial meeting for the purpose of allowing employees to select their option. All employees will be required to indicate their option at that meeting. Should an employee not be able to attend the meeting she should advise the Employer of a number at which she can be reached. When it is necessary to reduce/alter the working force of employees, the following procedure will apply, provided it does not prevent the Employer from maintaining a workforce of employees who are qualified to do the work available. For all employees, it is agreed and understood that a reduction in the event number of sickness when scheduled hours in a week does not constitute a layoff unless the employee has submitted satisfactory evidence his/her hours reduced in excess of illness7.5 hours biweekly in a eighteen (18) month period. Affected employee(s) shall be entitled to exercise their bumping rights in accordance with this provision.
14.05 In cases of layoff, in which cases a period employees will be given the right to either:
a. Accept the layoff. In the case of recall from layoff, the employee must return to work within two (2) years shall apply;
f. working days if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when working days if employed elsewhere. An employee employed elsewhere after being recalled, or make definite arrangements with shall notify the Employer of her intent to return within two (2) working days of receipt of the notice of recall. It shall be sufficient for the Employer to returnmake contact by telephone, failing which the Employer will send a notice by registered mail to the employee’s last known address. An employee shall be recalled, in order of seniority, to an available opening provided the employee has the ability and qualifications to perform the work.
11.08 b. Displace a less senior employee in the bargaining unit in a lower or identical paying classification, provided the employee is qualified for and can perform the duties of the lower or identical paying classification without training, other than orientation should the employee not find a more junior employee in an equal or lower paying classification she is entitled to bump an employee, subject to the restrictions above, in a classification where the pay grid is within ten percent (10%) of her own. Such employee so displaced shall be laid off. The decision of the employee shall be given to the General Manager or her designate at the meeting held for that purpose following receiving the notification of layoff. Employees who terminate their employment or are laid off and who are re-hired or return failing to work within eighteenprovide such notice will be deemed to have accepted the layoff.
14.06 Notice of layoff shall be given by the Employer to the employee concerned, as well as to the Union, in accordance with the Employment Standards Act.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a six (6) month trial period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer after a twenty- four (24) hour cooling-off period has elapsed;
b. if the employee is discharged for after a just cause twenty-four (24) hour cooling-off period has elapsed and the such discharge is not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When the Employer deems it necessary to reduce the working force, he shall consult the Union on the need for layoffs. When, in the opinion of the Employer and the Union, a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one two (12) week's notice to the employees of the need for a layofflayoff to the Union, and will meet with the CLAC Representative and the ▇▇▇▇▇▇▇ immediately after the giving of such notice to review the situation.
11.06 The Employer shall not be required to give one week's notice of layoff when equipment failure shortage of material, or other reasons beyond the control of the Employer cause a stoppage of operation.
11.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure Grievance Procedure hereinafter set forth within five (5) workdays work days after the layoff took place.
11.07 11.08 Any employee laid off and recalled for work must return within one (1) workday work day when unemployed and within seven (7) workdays work days when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be considered as their length of employment from date of (re)hire and shall be recognized within their respective trade and job classificationson a Employer-wide basis. New employees shall be placed on the seniority list at upon the end completion of their probationary a total of six (6) months of employment in a two (2) year period and their respective seniority shall be dated back to the date of beginning of employmenttheir most recent hirings.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An Seniority rights shall cease and an employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsbe terminated if he:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) months, except in the event that the employee consecutive months and has less than three (3) years of seniority;
e. is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases laid off for a continuous period of more than twelve (12) consecutive months and has more than three (3) years of seniority;
f. is absent from work for more than two (2) years shall apply;
f. if the employee fails to report for work upon the termination consecutive days, other than a result of an authorized leave of absencesickness or disability, unless without providing a valid reason satisfactory acceptable to the Employer is given, and is discharged as a result thereof, Employer. A Doctor’s note may be required to confirm sickness or disability which discharge is not reversed through costs will be borne by the grievance and arbitration procedure hereinEmployer;
g. if an is absent for a third occasion of absenteeism without notice or reasonable explanation. The employee utilizes will be subject to a leave one (1) day suspension without pay for the first and the second such occasion. The third such occasion results in termination of absence for purposes other than those for which the leave of absence was grantedemployment.
11.04 When the Employer deems it necessary to reduce the work force he shall consult with the Union on the need for layoffs. Where a reduction of in the workforce work force is inevitable, probationary employees shall be laid off first. If further reductions are necessaryThereafter, provided that the Employer shall determine retain a competent and efficient work force and provided that the order of layoff in consultation with the union employees affected have substantially equal skill, competence, efficiency, ability and in doing soqualifications, they lay-offs shall be guided determined by seniority so that the following considerations:
a. seniority standings of last hired shall be the employees;
b. ability of first laid off. Provided that the Employer shall retain a competent and efficient work force and provided that the employees to perform affected have substantially equal skill, competence, efficiency, ability and qualifications, recalls shall be determined by seniority so that the work. It is understood and agreed that no employee will be last laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case shall be the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offfirst recalled.
11.05 The Employer agrees to notify the Union of any recall and layoff which are out of seniority sequence.
11.06 The Employer shall give one (1) weekthree day's notice to the employees of the need for a layofflayoff wherever possible, to the Union and will meet with the Union Representative and the ▇▇▇▇▇▇▇ or Stewards immediately after the giving of such notice to review the situation. In so far as possible layoffs shall take place on Fridays and recalls shall take place on Mondays for EI purposes. If an employee is temporarily laid off due to his job site being shut down, he will be allowed to bump a lessor seniority employee only after five (5) days. The intent of this article is to promote the Employer's desire to keep work crews consistent. The Employer agrees to issue separation slips at an employee's first layoff date so that they can fulfil their waiting period as soon as possible.
11.06 11.07 Any employee wishing to discontinue his employment shall give the Employer three (3) day's notice.
11.08 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 11.09 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with acceptable to the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority 12.01 Provided that the employees affected are of relatively equal skill, competence and efficiency, the last employee hired (including the unified employees and/or non Union) shall, in case of layoff, be the first laid off and the last employee laid off shall be recognized within the first rehired, if covered under this Agreement. The parties clarify and state their respective trade practice that layoffs and job classifications. New employees bumping does not occur between or among Employer‟s Branch locations covered by this Agreement.
12.02 In promotion, preference shall be placed given to those employees having the longest service, provided always that the employees are of relatively equal skills, competence and efficiency.
12.03 The Employer will annually post a seniority list indicating employees‟ date of hire. A list showing employees classification will be provided to the Union upon request and will not be posted.
12.04 In case of a temporary layoff (less than thirteen (13) weeks as set out in the Employment Standards Act) the Employer agrees to give all employees employed under the terms of this Agreement a five (5) working day notice of layoff except that the minimum notice of layoff, preceding or following one's holidays shall not be less then five (5) days providing that the employee has advised the Employer one (1) month in advance of the date of his vacation.
12.05 Layoff because of lack of work shall not constitute a break in seniority nor in length of service with the Employer provided that the employee concerned returns to work within three (3) calendar days if unemployed and within five (5) working days if employed elsewhere after he has received notice from the Employer to return to work. In addition, an employee can refuse the recall and remain on the seniority list at so long as there is another employee with less seniority, that the end Employer can recall in his place.
12.06 The Employer shall give notice of termination of employment as provided for in the Employment Standards Act. Employees shall give a minimum notice of two (2) weeks of their probationary period and their respective seniority shall be dated back intention to the date of beginning of terminate employment.
11.02 Seniority lists, the accuracy of which has been agreed 12.07 The Employer agrees to on behalf of notify the Union of any intended reduction in writing shall be maintained at all times by operating hours and to discuss with the Employer and shall be available Union the method of applying any proposed reduction in operating hours to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status best advantage of an both employee within its jurisdictionand Employer.
11.03 An 12.08 Seniority rights shall cease for any employee shall lose his seniority who:
a. is discharged and such discharge is not reversed through the Grievance Procedure;
b. fails to report to work as scheduled for more than two (2) consecutive days without giving a justifiable reason and shall be deemed to have quit for any of the following reasons:
a. if the employee voluntarily quits his employment;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedurequit;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07;
d. is absent from work for three more than twelve (312) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 a. Seniority of employees shall be recognized the length of employment within their respective trade and job classificationsthe bargaining unit. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employmentin accordance with Article 5.04.
11.02 b. Probationary employees laid off due to a shortage of work and subsequently recalled within twelve (12) months shall serve the balance of their probationary period but shall not re-serve the entire probationary period.
c. Ties in seniority date are to be broken by alphabetical order of employee’s last name for new employees.
a. Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction. Seniority lists are to be posted December 15th and June 15th of each year.
11.03 An employee shall lose his seniority and b. All employees of the Employer covered by this Agreement shall be deemed to have quit on one (1) seniority list.
12.03 Seniority rights shall cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than twenty- four (24) consecutive months;
d. is absent for more than two (2) days without justifiable reasons for not notifying the Employer;
e. fails to return to work within the time limit specified in Article 12.08;
f. is gainfully employed on a regular and/or full-time basis while on a leave of absence;
g. is gainfully employed on a regular, full-time or half-time basis and when such employment interferes with the performance of the employee's regular duties; Justifiable reasons in Article 12 shall mean: doctor's orders (provided the doctor is willing to substantiate the reasons), accident, and death in the family or a matter of a similar nature. An employee who is absent from work due to sickness or injury for more than nine (9) consecutive months shall not accrue seniority beyond nine (9) months except when the injury is job related.
h. Is off from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails due to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, illness or injury and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granteddeemed medically unlikely to return.
11.04 When a reduction a. In case of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessarylayoffs, the Employer shall determine the will reduce each department in reverse order of layoff seniority plant-wide.
i. If a senior employee is laid off from his department, he shall exercise his right to 'bump' a less senior employee in consultation with another classification as the union and in doing so, they shall be guided by the following considerations:
a. seniority standings continued proper performance of the employees;work will permit.
b. ability of ii. The right to bump shall include the employees right to bump up, provided the employee exercising this right has previously worked in the higher rated classification and is able to perform the work. It , and, provided that a more senior employee in the same department into which the bump up is understood occurring, possessing the required skill and agreed that no employee previous experience in the higher rated classification, is given the opportunity to bump up first.
c. Employees who have obtained Operator A status and bump or post to an Operator B classification will be paid at the Operator A rate provided the employee can demonstrate to the Supervisor that he/she is capable of maintaining output and quality. After a waiting period of ten days, the lower classification rate will become effective only if the employee cannot demonstrate capability and quality.
d. If there is doubt as to whether an employee can perform the work in another classification, he shall be given a fifteen (15) day work trial with training as appropriate provided the job could be trained for in the fifteen (15) day period. The right to a trial period with training shall be limited to one (1) per bump exercised.
e. The chief ▇▇▇▇▇▇▇ shall be the last person laid off if and shall remain in his regular classification of work as long as there is such work available and doing so would not jeopardize the Employer’s operation of the business. If work in his regular classification is not available, he may bump into another classification as per Article 12.04(b).
f. When an employee is transferred or bumps to another department, and a fellow shortage of work arises in his new department/classification, the employee shall be first to be transferred back to his original department/classification when there is work available in that department/classification. Transferred employees retain the right, by seniority, to go back to their original department/classification should availability of work in their original department/classification allow for it.
g. Where there is the need for layoff of a Set-Up Operator or Set-Up Relief in any of the departments (Press, Furnace, Secondary), which would force him/her to another department, such Setup Operator or employeesRelief shall remain as an operator (A or B, depending upon level previously attained) of comparable and the lowest seniority who is still entitled to vacationoperator in that department would be displaced. In the event that such displaced operator cannot bump another employee, due to this layoff or a case subsequent layoff, the latter may be above does not apply, and the displaced operator reverts back to his/her operator position, if it still exists, and the layoff will take place in order of seniority. Article 12.09 b) ii) would apply if that operator was required to take up any remaining vacation to which he is entitled before others will be laid offperform tasks associated with Set-Up Operator or Set-Up Relief.
11.05 12.05 The Employer shall give one (1) week's notice of layoff to the employees of the need for a layoffemployees.
11.06 12.06 Any employee who terminates his employment with the Employer will notify the Employer of his intentions two (2) weeks in advance in order to enable the Employer to find an adequate replacement.
12.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five six (56) workdays after the layoff took placenotice has been given.
11.07 a. Employees shall be recalled in order of seniority, where jobs are available and be placed in such jobs as per Article 12.04(d).
b. Any employee laid off and recalled for work must return within one two (1) workday when unemployed and within seven (72) workdays when employed elsewhere after being recalledunemployed, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteenten
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from laid off for a continuous period of more than six (6) consecutive months.
e. or fails to report for work without notice, for three (3) consecutive working days without notifying the Employerdays, unless he provides a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedreasonable explanation.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union and in doing so, so they shall be guided by the following considerations:
a. seniority standings of the employees;
b. family circumstances of the employees;
c. ability of the employees to perform the available work. It is understood and agreed that no employee will be laid off if ;
d. in the event there is a fellow employee (or employees) of comparable dispute, seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offshall prevail.
11.05 In the event of a layoff of at least twenty (20) working days, or the removal of a particular classification, the employee(s) directly affected by the layoff may apply prior to the actual layoff for another job classification providing the employee(s) has more seniority and the qualifications, skill and ability to perform the work in that classification.
11.06 The Employer shall give one (1) week's notice of layoff when possible.
11.07 The Employer shall not be required to give one (1) week's notice of layoff when equipment failure, shortage of material, or other reasons beyond the employees control of the need for Employer cause a layoffstoppage of operation.
11.06 11.08 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure Grievance Procedure hereinafter set forth within five (5) workdays work days after the layoff took place.
11.07 11.09 Any employee laid off and recalled for work must return within one (1) workday work day when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteenseven
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority is the employee's length of service with the Employer. Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their a three (3) month probationary trial period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his 12.03 Grounds for termination exist and seniority and shall be deemed to have quit rights cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than twelve (12) consecutive months;
d. fails to return to work within seven (7) workdays after notification to his address on record with the Employer or fails to notify the Employer within two (2) workdays of his intention to return.
e. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;full workdays, without a justifiable reason for not notifying the employer.
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to 12.04 When the Employer is givendeems it necessary to reduce the working force, he shall inform the Union on the need for layoffs. When, in the opinion of the Employer and is discharged as a result thereofthe Union, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of in the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union layoffs and in doing so, so they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be considered as their length of employment from date of (re)hire and shall be recognized within their respective trade and job classificationson an Employer-wide basis. New employees shall be placed on the seniority list at upon the end completion of their probationary a total of six (6) months of employment in a two (2) year period and their respective seniority shall be dated back to the date of beginning of employmenttheir most recent hirings.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An Seniority rights shall cease and an employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsbe terminated if he:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) months, except in the event that the employee consecutive months and has less than three (3) years of seniority;
e. is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases laid off for a continuous period of more than twelve (12) consecutive months and has more than three (3) years of seniority;
f. is absent from work for more than two (2) years shall apply;
f. if the employee fails to report for work upon the termination consecutive days, other than a result of an authorized leave of absencesickness or disability, unless without providing a valid reason satisfactory acceptable to the Employer is given, and is discharged as a result thereof, Employer. A Doctor’s note may be required to confirm sickness or disability which discharge is not reversed through costs will be borne by the grievance and arbitration procedure hereinEmployer;
g. if an is absent for a third occasion of absenteeism without notice or reasonable explanation. The employee utilizes will be subject to a leave one (1) day suspension without pay for the first and the second such occasion. The third such occasion results in termination of absence for purposes other than those for which the leave of absence was grantedemployment.
11.04 When the Employer deems it necessary to reduce the work force he shall consult with the Union on the need for layoffs. Where a reduction of in the workforce work force is inevitable, probationary employees shall be laid off first. If further reductions are necessaryThereafter, provided that the Employer shall determine retain a competent and efficient work force and provided that the order of layoff in consultation with the union employees affected have substantially equal skill, competence, efficiency, ability and in doing soqualifications, they lay-offs shall be guided determined by seniority so that the following considerations:
a. seniority standings of last hired shall be the employees;
b. ability of first laid off. Provided that the Employer shall retain a competent and efficient work force and provided that the employees to perform affected have substantially equal skill, competence, efficiency, ability and qualifications, recalls shall be determined by seniority so that the work. It is understood and agreed that no employee will be last laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case shall be the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offfirst recalled.
11.05 The Employer agrees to notify the Union of any recall and layoff which are out of seniority sequence.
11.06 The Employer shall give one (1) weekthree day's notice to the employees of the need for a layofflayoff wherever possible, to the Union and will meet with the Union Representative and the ▇▇▇▇▇▇▇ or Stewards immediately after the giving of such notice to review the situation. In so far as possible layoffs shall take place on Fridays and recalls shall take place on Mondays for EI purposes. If an employee is temporarily laid off due to his job site being shut down, he will be allowed to bump a lessor seniority employee only after five (5) days. The intent of this article is to promote the Employer's desire to keep work crews consistent. The Employer agrees to issue separation slips at an employee's first layoff date so that they can fulfil their waiting period as soon as possible.
11.06 11.07 Any employee wishing to discontinue his employment shall give the Employer three (3) day's notice.
11.08 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 11.09 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with acceptable to the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall accumulate for all employees on the basis of date of hire and hours worked and paid for, hours not worked and paid for by the Employer, and hours paid for by WSIB for a period of twenty-four (24) months. In case of maternity, parental and adoption leaves, seniority will accumulate as per government regulations. In the case of part-time and casual employees a year worked will be calculated as seventeen hundred and fifty- five (1755) hours.
12.02 The Employer shall maintain a seniority list and make copies available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status each January and July showing date of an employee within its jurisdictionhire and hours paid.
11.03 12.03 An employee employee's seniority rights shall lose his seniority cease and her employment shall be deemed to have quit for any of the following reasonsterminated if an employee:
a. if Voluntarily quits the employee voluntarily quits his employmentemploy of the Employer;
b. if the employee is Is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure Fails to report to work on the first day following the expiration of a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a justifiable reason satisfactory to the Employer is given;
d. Is laid off for a continuous period of more than twelve (12) months;
e. Has been absent for two (2) consecutive working days without having notified the Employer, and unless a justifiable reason is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure hereingiven;
f. Retires;
g. if Is off work due to illness or accident for a period of twenty-four (24) months;
h. Failure to pick up shifts in a three (3) month period, provided the employee has been offered a shift, and provided the employee is not on an employee utilizes a leave approved leave;
i. Failure to complete mandatory training within the governing guidelines and/or according to reasonable timelines set by management may result in removal of absence for purposes other than those for which the leave of absence was grantedscheduled shifts until such mandated training is completed as well as disciplinary action.
11.04 a. When it is necessary to reduce or alter the working force of employees, the following procedure will apply, provided it does not prevent the Employer from maintaining a workforce of employees who are qualified to do the work available. For all employees, it is agreed and understood that a reduction in the number of scheduled hours in a week does not constitute a layoff unless the workforce is inevitableemployee has his/her hours reduced in excess of ten percent (10%) of their hours. Such reduction shall be seen as a layoff. Affected employee(s) shall be entitled to exercise their bumping rights in accordance with this provision.
a. In the case of layoffs, probationary employees the Employer will recognize the seniority standing of each employee as the continued performance of her work permits according to the following. Ability to perform available work being relatively equal in the Employer’s judgment, seniority shall prevail, so that the employee having the highest seniority shall be laid off last and recalled first, provided that the employee has the necessary basic skill, ability and qualifications where immediately required, or where not immediately required, within a specified time frame. Subject to the foregoing, an employee to be laid off shall first displace the least senior employee with a relatively equal number of regularly scheduled hours, (that is not more than 10 percent (10%) than her regularly scheduled position) within her shift. If further reductions are necessarythere is no less senior employee with a relatively equal number of regularly scheduled hours on her shift, or if the employee to be laid off is the least senior employee on her shift, then she shall displace the least senior employee with a relatively equal number of regularly scheduled hours on another shift. If the employee to be laid off chooses, she may displace the least senior employee on her shift with a lesser number of regularly scheduled hours. If there is no such employee on her shift, she may displace a less senior employee with a lesser number of regularly scheduled hours on another shift. Under no circumstances may a part-time employee displace a full-time employee under the above procedure.
b. The Employer shall make every effort to minimize the effect on regularly scheduled positions where this can be reasonably accommodated within the work schedule and the operations of the Home. Where less than ten percent (10%) of the hours biweekly have been reduced within a classification, prior to the Employer subsequently reinstating those hours, the Employer will make every effort to reinstate those hours to the employees who were reduced before new positions are added within that classification or an employee is recalled to that classification from a full layoff. For short-term layoffs (less than thirteen [13] weeks duration] the Employer, whenever possible, shall determine give the order of layoff in consultation with employees concerned, as well as the union and in doing soUnion, they shall be guided by the following considerations:
a. seniority standings a two (2) week notice of the employees;
b. ability of the employees intention to perform the worklay off employee(s). It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's Such notice to the Union shall not be in addition to the notice provided to individual employees.
c. When reductions of less than ten percent (10%) occur, the Employer will endeavour to ensure that the reductions come from lines of least seniority.
12.06 The Employer, whenever possible, shall give the Union and the employees concerned four (4) weeks’ notice of the need for a layoffintention to lay off employees when the layoff is expected to be permanent or long-term [in excess of thirteen (13) weeks duration]. Such notice to the Union is not in addition to the notice provided to employees. Length of notice to individual employees shall be in accordance with the Employment Standards Act.
11.06 Any appeal in regard 12.07 An employee whose position is subject to a layoff must be taken up under or reduction of hours shall have the first step of right at the grievance procedure hereinafter set forth within employee’s option to either: accept the layoff or reduction, or
05 a) An employee will have five (5) workdays after calendar days following written notification to indicate their choice. Failure to indicate within the above time limit will be deemed to mean that the layoff took placeor reduction is accepted.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 a. Seniority is the ranking of employees in accordance with their length of employment since their last date of hire.
b. Seniority for the purpose of vacation entitlement and layoff or recall shall run from the employee's last date of hire.
c. For all other purposes, seniority will be recognized within their respective trade kept by classification, and job classifications. New employees for the purpose of this article, Nursing Aid and Health Care Aid will be considered one classification; also ▇▇▇▇ I and ▇▇▇▇ II will be considered one classification.
12.02 The Employer shall be placed on the maintain a seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be make copies available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdictionupon request.
11.03 12.03 An employee's seniority rights shall cease to exist and the employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsterminated employment if an employee:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon on the termination first day following the expiration of an authorized a leave of absence, unless a justifiable reason satisfactory is given;
d. is laid off for a continuous period of more than eighteen (18) months;
e. has been absent for two (2) consecutive working days without having notified the Employer, unless a justifiable reason is given;
f. an employee is absent from work for more than thirty (30) months by reason of illness or other physical disability, or is absent from work for more than thirty (30) months by reason of absence while on WSIB. Prior to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through automatic termination of employees under 12.03 (f) the grievance and arbitration procedure herein;
g. if an employee utilizes a leave company agrees to review the employee’s status beginning at the 24th month of the absence for purposes other than those for which to ensure that any action taken by the leave of absence was grantedcompany complies with the Ontario Human Rights Code.
11.04 When a reduction a. In case of layoffs, the Employer will recognize the seniority standing of each employee as the continued performance of the workforce is inevitablework permits. Ability to perform available work being relatively equal, probationary employees seniority shall prevail so that the employee having the highest seniority shall be laid off last and recalled first. If further reductions are necessary.
b. Should an employee be fully or partially laid off or bumped, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by she has the following considerationsoptions:
a. seniority standings i. displace another employee with lesser seniority, who holds a position of equal or lesser hours in the employees;
b. ability of bargaining unit, provided that the employees employee exercising this right, has the qualifications to perform the work, or;
ii. It is understood and agreed that no employee will choose to be fully laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off with recall rights as per Article 12.07, 12.08 and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled12.09, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteenor;
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a six (6) month trial period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer after a twenty-four (24) hour cooling-off period has elapsed;
b. if the employee is discharged for after a just cause twenty-four (24) hour cooling-off period has elapsed and the such discharge is not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When the Employer deems it necessary to reduce the working force, he shall consult the Union on the need for layoffs. When, in the opinion of the Employer and the Union, a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one two (12) week's notice to the employees of the need for a layofflayoff to the Union, and will meet with the CLAC Representative and the ▇▇▇▇▇▇▇ immediately after the giving of such notice to review the situation.
11.06 The Employer shall not be required to give one week's notice of layoff when equipment failure shortage of material, or other reasons beyond the control of the Employer cause a stoppage of operation.
11.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure Grievance Procedure hereinafter set forth within five (5) workdays work days after the layoff took place.
11.07 11.08 Any employee laid off and recalled for work must return within one (1) workday work day when unemployed and within seven (7) workdays work days when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority is the ranking of employees in accordance with their length of employment with the Employer. Seniority shall be recognized within their respective trade determined by last date of hire.
12.02 The Employer shall maintain a seniority list and job classificationsshall post the list in the building every six (6) months before or on the dates of April 1st and October 1st. New employees The Employer shall provide copies of the list to the Union and the stewards.
12.03 A new employee shall be placed on the seniority list at upon the end expiration of their his or her probationary period and their respective with seniority shall be dated back to calculated from the date of beginning of employmentlast hiring.
11.02 Seniority lists, 12.04 An employee's seniority rights shall cease to exist and the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsterminated employment if an employee:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to leave of absence, unless he or she has received the terms permission of Article 11.07the Employer or has provided the Employer with a satisfactory explanation;
d. is laid off for a continuous period of more than twelve (12) months;
e. has been absent from work for three more than two (32) consecutive working days scheduled shifts without notifying having notified the Employer, unless a valid reason satisfactory is given for failure to the Employer is givenso notify;
e. f. retires;
g. is absent off work due to layoff illness or long-term disability, or both, which absence continues accident for more than six a period of twelve (612) months. If an employee has been unable to work due to a disability for a continuous period of twelve (12) months, except in the event that following applies. The Employer and the employee is on Workers' Compensation and in Union shall meet near the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction conclusion of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteentwelve
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. (This article applies only to employees employed by the Employer prior to April 15, 2005)
11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at length of service with the end of their probationary period and their respective seniority shall be Employer dated back to the employee’s date of beginning of employmenthire. There shall be two (2) separate and distinct seniority lists, one for Journeymen and one for Apprentices. When an Apprentice achieves Journeyman status, his seniority as an Apprentice shall be credited to him as a Journeyman.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. for failure fails to report to work on the first (1st) day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) monthsconsecutive months then the employee loses his seniority with this Employer;
e. is laid off for a continuous period of more than one (1) year then the employee shall lose his seniority as outlined in Article 5.03.
11.04 In case of layoffs the Employer will give such recognition to the seniority standings of the employee provided the special skills (i.e., except in the event knowledge of programmable controllers, high voltage splicing, etc.) of someone with less seniority is not essential. The rule shall prevail that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees having most seniority shall be laid off firstlast and recalled first unless he is not able to do the available work. If further reductions are necessaryEmployees in charge of a job shall not be subject to layoff until that job is finished provided the job is within six (6) weeks of completion and the senior employee is able to assume completion of the job. However, the Employer shall determine the order of layoff in consultation with the union and in doing so, they a lower seniority employee benefiting from this clause shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be deemed laid off if there is a fellow the same day as the higher seniority employee (or employees) for the purpose of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offrecall.
11.05 The Employer shall give one (1) week's notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇ or a CLAC representative if he so requests at least twenty-four (24) hours prior to the need for a layofflayoffs in order to review the layoffs.
11.06 The Employer shall not be required to give one
(1) week's notice of layoff when equipment failure, shortage of material or other reasons beyond the control of the Employer cause a stoppage of operation.
11.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 11.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are 11.09 In a case where the Employer has more than one
(1) shop within the jurisdiction of this Agreement, seniority as outlined in Article 11 shall apply per shop. If an employee is laid off from one shop of the Employer and who are reobtains work at another shop of the same Employer the provisions pertaining to travel time outlined in Article 15 shall not apply.
11.10 Seniority employees shall have the explicit right to choose layoff as opposed to bumping into residential work.
11.11 An employee hired under the non-hired or return seniority system will be considered a new employee if recalled after three (3) months from the date of his layoff. This article only applies to work within eighteenexisting non-seniority employees and non-seniority employees laid-off for less than three (3) months.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 14.01 Seniority is bargaining unit wide and is based upon the length of employees service since the last date of hire, specifically accumulated by regular hours paid. For the purpose of calculation, 1950 hours paid equals one year’s seniority. Seniority shall be recognized within their respective trade relied upon for issues such as a lay-off, vacation selection, job postings, and job classificationsrecall. New employees Hours paid shall be placed include all hours worked and paid for, all hours not worked and paid for by the Employer, WSIB (or substitute), and all time off on the Pregnancy/Parental leave.
14.02 The Employer shall maintain and post a seniority list at of all employees in the end of their probationary period bargaining unit and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be make copies available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the on or about January 1st and July 1st of each year. This seniority status list shall include seniority hours, date of an employee within its jurisdictionhire and status.
11.03 14.03 An employee shall lose his her seniority and her employment shall be deemed to have quit for any of terminated in the following reasonsevent that she:
a. if the employee voluntarily quits his employmentresigns her employment or abandons her position;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant leave of absence, unless a justifiable reason is given acceptable to the terms of Article 11.07General Manger;
d. is laid off for a continuous period of more than eighteen (18) months;
e. has been absent from work for three (3) consecutive working days without notifying having notified the Employer, unless a justifiable reason satisfactory is given acceptable to the Employer is givenGeneral Manager;
e. f. retires;
g. is absent off work due to layoff illness or longaccident for a period up to a maximum of twenty-term disabilityfour (24) months, provided there is no reasonable likelihood that she will return to work in the foreseeable future;
h. has been receiving work related accident insurance payments, as a result of a work related injury or bothillness while in the employ of the Employer, which absence continues for more than six twenty-four (624) months, except provided there is no reasonable likelihood that she will return to work in the event that foreseeable future.
14.04 In cases of layoff and recall, seniority, as defined in this Article shall determine the order in which employees are laid off or recalled, provided the employee is on Workers' Compensation qualified to do the work. In all cases of layoff, the Employer will determine the employees who will be subject to the layoff, and the employees who may be affected by same. Employees will be presented with their options at a meeting with the General Manager and a Union ▇▇▇▇▇▇▇. A meeting will be scheduled within three (3) working days of this initial meeting for the purpose of allowing employees to select their option. All employees will be required to indicate their option at that meeting. Should an employee not be able to attend the meeting she should advise the Employer of a number at which she can be reached. When it is necessary to reduce/alter the working force of employees, the following procedure will apply, provided it does not prevent the Employer from maintaining a workforce of employees who are qualified to do the work available. For all employees, it is agreed and understood that a reduction in the event number of sickness when scheduled hours in a week does not constitute a layoff unless the employee has submitted satisfactory evidence his/her hours reduced in excess of illness7.5 hours biweekly in a eighteen (18) month period. Affected employee(s) shall be entitled to exercise their bumping rights in accordance with this provision.
14.05 In cases of layoff, in which cases a period employees will be given the right to either:
a. Accept the layoff. In the case of recall from layoff, the employee must return to work within two (2) years shall apply;
f. working days if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when working days if employed elsewhere. An employee employed elsewhere after being recalled, or make definite arrangements with shall notify the Employer of her intent to return within two (2) working days of receipt of the notice of recall. It shall be sufficient for the Employer to returnmake contact by telephone, failing which the Employer will send a notice by registered mail to the employee’s last known address. An employee shall be recalled, in order of seniority, to an available opening provided the employee has the ability and qualifications to perform the work.
11.08 b. Displace a less senior employee in the bargaining unit in a lower or identical paying classification, provided the employee is qualified for and can perform the duties of the lower or identical paying classification without training, other than orientation should the employee not find a more junior employee in an equal or lower paying classification she is entitled to bump an employee, subject to the restrictions above, in a classification where the pay grid is within ten percent (10%) of her own. Such employee so displaced shall be laid off. The decision of the employee shall be given to the General Manager or her designate at the meeting held for that purpose following receiving the notification of layoff. Employees who terminate their employment or are laid off and who are re-hired or return failing to work within eighteenprovide such notice will be deemed to have accepted the layoff.
14.06 Notice of layoff shall be given by the Employer to the employee concerned, as well as to the Union, in accordance with the Employment Standards Act.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority is the employee's length of service with the Employer since the employee’s last date of hire. Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hire.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction. The Employer will provide a copy of the seniority lists directly to the Union via courier or direct transportation or the Union may choose to review the lists at the Employer’s Exeter office within forty-eight (48) hours of a request. Where the Union requests information from the Employer regarding employee assessments (pursuant to Article 12.10) or layoffs, within forty-eight (48) hours of a layoff, the three (3) workday time limit for submitting a grievance described in Article 12.10 shall be extended so that it runs from the date when the last requested information is received by the Union.
11.03 An employee shall lose his seniority 12.03 Seniority rights cease, and employment shall be deemed to have quit considered terminated, for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than twelve (12) consecutive months;
d. is absent from work for three (3) consecutive working days without notifying fails, after receiving notification of recall to the employee’s address on record with the Employer, unless a reason satisfactory to the Employer is given;return to work from lay-off
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth i. within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return when employed elsewhere ii. or within one two (1) workday when unemployed and within seven (72) workdays when employed elsewhere after being recalled, or make definite arrangements with unemployed iii. and fails to notify the Employer within two (2) workdays of the employee’s intention to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen; …
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a four (4) month trial period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An 12.03 Seniority rights shall cease and an employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsbe terminated if he:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months;
e. for employees having five (5) or more years of seniority with the company, except their seniority rights shall cease if they are laid off for a continuous period of more than twelve (12) consecutive months.
12.04 In case of layoff, the Employer shall recognise the seniority standings of the employees as the continued proper performance of its work will permit. Where in the event opinion of the Employer (which opinion shall not be unreasonably exercised) efficiency, productivity and ability to perform available work are relatively equal, the rule shall prevail that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees having most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 12.05 The Employer shall give one (1) week's notice to the employees of the need for a layofflayoff when possible.
11.06 12.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 12.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 13.01 Seniority is the ranking of employees in accordance with their length of employment from the date of (re)hiring for vacation purposes.
13.02 Seniority shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall accumulate for all employees on the basis of hours worked and paid for, hours not worked and paid for by the Employer, and hours paid for by WSIB for a period of twelve (12) months. In case of maternity, parental and adoption leaves, seniority will accumulate as per government regulations.
a. A seniority list containing the names of all employees, their respective dates of hire and total seniority hours accumulated to date will be available to posted on the Union for inspection to the extent reasonably necessary for bulletin board and will be revised and posted quarterly.
b. The Employer will supply each ▇▇▇▇▇▇▇ and the Union to ascertain office with a copy of the seniority status of an employee within its jurisdictionlist.
11.03 An 13.04 Seniority status, once acquired, shall be lost and the employee shall lose his seniority and shall be deemed to have quit terminated for any of the following reasonsreasons if an employee:
a. if the employee voluntarily quits his employmentresigns;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedurecause;
c. for failure to report to work following a is on layoff pursuant to the terms in excess of Article 11.07twenty-four (24) continuous months;
d. is absent from off work due to illness for three a period of the employee's accrued seniority at the time the illness commenced, up to a maximum of thirty-six (336) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is givenmonths;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to notify the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees her intention to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled return to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth work within five (5) workdays after the calendar days following a layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer notified by registered mail to return.do so;
11.08 Employees who terminate their employment or are laid off and who are re-hired or f. fails to return to work within eighteenon the date arrived at in (e) above without sufficient cause;
g. is absent from work without leave of absence being granted by or a satisfactory explanation being offered for an absence of three (3) working days;
h. retires;
i. has been receiving WSIB, as a result of a work related injury or illness while in the employ of the Employer, for more than thirty-six (36) months; or
j. employees who are on a leave of absence and engage in gainful employment while on such leave are subject to dismissal unless otherwise agreed to by the Employer.
13.05 Employees who continue to be employed past age 65 shall be eligible for the following benefits under the same cost sharing basis as active employees: Lift Insurance reduced by 50% Extended Health Vision Care Dental Hearing In any event, once an employee reaches age seventy (70) and she continues to be employed, she shall automatically receive seventy cents (70¢) in lieu of such benefits. 13.06
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be considered as their length of employment from date of (re)hire and shall be recognized within their respective trade and job classificationson a company-wide basis. New employees shall be placed on the seniority list at upon the end completion of their probationary a total of three (3) months of employment in a two (2) year period and their respective seniority shall be dated back to the date of beginning of employmenttheir most recent hiring.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available provided to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdictiontwice annually, in April and October.
11.03 An Seniority rights shall cease and an employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsbe terminated if he:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is laid off for a continuous period of more than three (3) consecutive months and has less than three (3) years of seniority;
e. seniority protection for those who have completed (3) years of service from date of hire will be one (1) year;
f. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absenceconsecutive days, unless a reason satisfactory to the Employer is given, and is discharged as other than a result thereofof sickness or disability, without providing a valid reason. A Doctor’s note may be required to confirm sickness or disability which discharge is not reversed through costs will be borne by the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedEmployer.
11.04 When the Employer deems it necessary to reduce the work force he shall consult with the Union on the need for layoffs. Where a reduction of in the workforce work force is inevitable, probationary employees shall be laid off first. If further reductions are necessaryThereafter, provided that the Employer shall determine retain a competent and efficient work force and provided that the order of layoff in consultation with the union employees affected have substantially equal skill, competence, efficiency, ability and in doing soqualifications, they lay-offs shall be guided determined by seniority so that the following considerations:
a. seniority standings of last hired shall be the employees;
b. ability of first laid off. Provided that the Employer shall retain a competent and efficient work force and provided that the employees to perform affected have substantially equal skill, competence, efficiency, ability and qualifications, recalls shall be determined by seniority so that the work. It is understood and agreed that no employee will be last laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case shall be the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offfirst recalled.
11.05 The Employer agrees to notify the Union of any recall and layoffs which are out of seniority sequence.
11.06 The Employer shall give one eight (1) week's 8) hours notice to the employees of the need for a layofflayoff wherever possible, to the Union and will meet with the Union Representative and the ▇▇▇▇▇▇▇ or Stewards immediately after the giving of such notice to review the situation. In so far as possible layoffs shall take place on Fridays and recalls shall take place on Mondays for EI purposes. The company agrees to issue separation slips at an employee's first layoff date so that they can fulfil their waiting period as soon as possible.
11.06 11.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 11.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteenseven
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees A. An employee's seniority shall be recognized within their respective trade and job classifications. New employees shall be placed commence on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times s/he is first hired by the Employer Town and shall be available to based on continuous service with the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdictionTown.
11.03 An employee B. Seniority shall lose his seniority govern in layoffs and shall be deemed to have quit for rehiring within a title. In the event any of the following reasons:
a. if the employee voluntarily quits his employment;
b. if the employee is discharged for a just cause and laid-off, s/he may exercise their seniority to bump into an equal or lower rated position within the discharge is not reversed through department provided s/he has the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the workduties of the position and provided their seniority is greater than any incumbent. It Excluded from the foregoing shall be those employees in Group A. Group A employees may only bump into a lower rated position within the department provided s/he has the ability to perform the duties of the positions and provided their seniority is understood greater than any incumbent. For purposes of layoff and agreed that no employee will rehiring, the two Town libraries shall be laid off if there is treated as a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offsingle department.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any C. An employee laid off and recalled because of elimination of position shall be entitled to return to the employment of the Town in the position or any other similar position for work must return which s/he is the best qualified applicant as soon as such position again becomes available within twenty- four (24) months of the layoff date; provided that such employee exercises this right within one (1) workday when unemployed month of the position being available. The only obligation of the Town shall be to give to the Union and within seven (7) workdays when employed elsewhere after being recalledto mail to the employee at the last address supplied to the Town, a notice of the availability of the position from which the employee was laid off or make definite arrangements with similar position in the Employer to returnemployee’s former department. An employee who declines a proper offer of recall hereunder shall be removed from the layoff list.
11.08 Employees who terminate their employment D. Layoff shall be defined, for the purposes of this Article, as a termination of a full-time or are laid off and who are repermanent part-hired time employee resulting from the elimination of the employee’s position by the Town or return being displaced by an employee whose position was eliminated. The Town shall notify LIUNA of any intended layoffs as soon as practicable prior to work within eighteenthe notification to any affected employees. An employee subject to layoff, shall receive written notice of such layoff no less than thirty (30) days prior to the effective date of such layoff or pay in lieu thereof.
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority For the purpose of employees this Agreement, “seniority” shall be recognized within their respective trade and job classifications. New employees shall be placed on mean length of continuous service in the seniority list at bargaining unit from the end of their probationary period and their respective seniority shall be dated back to the last date of beginning of employmenthire into the bargaining unit.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and Whenever vacancies occur, notices of such vacancies shall be posted in the plant on bulletin boards for a period of three (3) calendar days. Applications for such vacancies are to be made within three (3) calendar days. The Employer shall select the successful applicant on the basis of his qualifications, efficiency, skills and abilities. Where, in the judgement of the Employer, the qualifications, efficiency, skills and abilities are relatively equal, seniority shall govern.
11.04 Seniority rights shall cease and employment is deemed to have quit terminated for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not be reversed through the grievance procedureGrievance Procedure;
c. fails to return to work or fails to provide a satisfactory reason for failure unavailability to report to work following a layoff pursuant within seven (7) days after notification to his address on record with the terms of Article 11.07Employer;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon on the termination first day following the expiration of an authorized a leave of absence, unless he has a justifiable reason;
e. is laid off for a continuous period of more than twelve (12) consecutive months;
f. is absent from work without permission from the Employer and/or no justifiable reason satisfactory being given to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure hereinfor more than two (2) workings days on any single occasion;
g. if is absent from work due to sickness or disability for more than three (3) days and fails upon return to work when requested by the Employer to produce a certificate from a qualified medical practitioner verifying such absence and substantiating the reason for such absence;
h. uses an employee utilizes a approved leave of absence for purposes reasons other than those for which the leave of absence was grantedspecified (excluding traditional layoff).
11.04 When a reduction 11.05 In case of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessarylayoffs, the Employer shall determine the lay off employees in reverse order of layoff in consultation seniority within their classification combined with the union Employer’s right to maintain a competent workforce where employees have the requisite skill, ability and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees qualifications to maintain production and perform the required work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 11.06 In case of recalls, the Employer shall recall employees in order of seniority within their classification combined with the Employer’s right to maintain a competent workforce where employees have the requisite skill, ability and qualifications to maintain production and perform the required work.
11.07 The Employer shall give one (1) week's calendar weeks’ notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇, or a CLAC Representative, if he so requests, at least twenty-four (24) hours prior to the need for a layoffs to review the layoff.
11.06 11.08 When a layoff is anticipated the Employer will give the employee opportunity to select the layoff period in order of seniority. In case of a dispute, the Employer shall have the right to select the layoff period with the understanding that this selection will be done in accordance with seniority.
11.09 The Employer shall not be required to give one (1) calendar weeks’ notice when equipment failure, shortage of material, or other reasons beyond the control of the Employer cause a stoppage of operation.
11.10 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure Grievance Procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority 19.1: New Employees, including Employees rehired after a break in continuity of employees shall service with the Company, are probationary Employees for six months from the first date of employment. During the six month probationary period: • Employees may be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list discharged or laid off at the end Company’s discretion and the Company is under no obligation to re-employ such person during the first three months; • Employees discharged without documented formal discipline, as per Section 23 of their this Agreement, during the final three months of the six month probationary period and will be provided notice as per Employment Standards. Upon completion of the six month probationary period, Employees shall have plant wide seniority in accordance with their respective seniority shall be dated back to length of continuous service from the date of beginning of employmenthiring.
11.02 Seniority lists, 19.2: The continuous service of an Employee and the accuracy of which has been agreed to on behalf of the Union in writing Employee’s seniority status shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit terminated for any of the following reasons, unless the Company and the Union, by agreement in writing determine otherwise:
a. if 19.2.1: Absence from work without leave as provided for in this Agreement, or without notifying the employee voluntarily quits his employment;Company for three consecutive workdays, unless the Employee can prove that the failure to obtain such leave was due to circumstances beyond the Employee’s control.
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedure;
c. for failure 19.2.2: Failure to report to work following a layoff pursuant or return to work, when laid off in accordance with the terms following: • Any Employee laid off shall keep the Company advised in writing of Article 11.07;
d. the Employee’s current address; • The Company shall notify, the same day, the Employee by mail and the Shop Committee in writing when an opening is absent from work for three (3) consecutive working days without notifying available in line with the Employer, unless a reason satisfactory to Employee’s seniority status. Such notice shall specify the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation date and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails hour to report for work upon work, which shall not be less than one week (four working days), nor more than three weeks (12 working days) after the termination submission of the notice. • The Company will attempt to contact by phone any Employee being recalled from layoff. • The Company will inform the Shop Committee in writing of any Employee in line for recall that the Company has been unable to reach. • The Employee will have a minimum of one week (four working days) and a maximum of the remaining recall notice time to inform the Company if the Employee is accepting the recall.
19.2.3: Discharge of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if Employee for proper cause. 19.2.4: When an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedEmployee resigns or quits.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 a. Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer Company and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and b. There shall be deemed to have quit a separate seniority list maintained for this Collective Agreement. Daily start times and call-ins will be in accordance with the seniority list for the plant.
11.03 Seniority rights shall cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Company;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report return to work following a layoff pursuant within five (5) days after notification to his address on record with the terms of Article 11.07Company;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon on the termination first day following the expiration of an authorized a leave of absence, unless he has a reason satisfactory acceptable to the Employer Company; provided that the Company, in determining whether or not the reason for the employee's failure to report is givenacceptable, and will exercise its judgement in a reasonable manner; e. is discharged as laid off for a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave continuous period of absence for purposes other more than those for which the leave of absence was grantedtwelve (12) consecutive months.
11.04 When a reduction In case of layoffs, the Company will give such recognition to the seniority standings of the workforce is inevitableemployees as the continued proper performance of his work will permit. Ability to perform available work being relatively equal, probationary employees the rule shall prevail that the employee having most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one three (1) workday when unemployed and within seven (73) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer Company to return.
a. Employees for whom no work is available for three (3) consecutive working days shall, upon request, receive their Record of Employment (▇▇▇) and shall be considered laid off. However, the Company may call employees according to seniority on day to day basis requesting them to report for work when available and if such employees performed such work on an irregular basis, while laid off, such layoff shall not be considered as terminated.
b. If a plant closure is planned and the closure will be greater than two (2) weeks, the Company will provide employees with a two (2) week written notice of such plant closure. If a plant shutdown is planned for maintenance or repair and the shutdown will be greater than two (2) weeks, the Company will provide employees with a one (1) week written notice.
11.07 Union members who serve the Company outside of the bargaining unit retain seniority as well as the right to come back into the unit for a period of up to six (6) months. After that an employee would normally lose seniority unless specific agreement is made with the Union to the contrary.
11.08 Employees who terminate their employment or are laid off It is understood and who are re-hired or return agreed when concrete needs to be delivered that mixer drivers will be called in to do the work within eighteenin order of seniority as outlined in Article 11.02.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. 12.01 New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee 12.03 Seniority rights shall lose his seniority cease and employment shall be deemed to have quit terminated for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he provides reasonable justification for such absence;
d. is absent from laid off for a continuous period of more than eight (8) months.
e. or fails to report for work without notice, for three (3) consecutive working days without notifying the Employerdays, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues he provides reasonable justification for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of such absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 12.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union and in doing so, so they shall be guided by the following considerations:
a. seniority standings of the employees;
b. demonstrated ability of the employees to perform the available work. It is understood and agreed that no employee will be laid off if ;
c. in the event there is a fellow employee (or employees) of comparable dispute, seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offshall prevail.
11.05 12.05 In the event of a layoff of at least twenty (20) working days, or the removal of a particular classification, the employee(s) directly affected by the layoff may apply prior to the actual layoff for another job classification providing the employee(s) has more seniority and the qualifications, skill and ability to perform the work in that classification.
12.06 The Employer shall give one (1) week's notice of layoff when possible.
12.07 The Employer shall not be required to give one (1) week's notice of layoff when equipment failure, shortage of material, or other reasons beyond the employees control of the need for Employer cause a layoffstoppage of operation.
11.06 12.08 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure Grievance Procedure hereinafter set forth within five (5) workdays work days after the layoff took place.
11.07 Any employee laid off and 12.09 Employees recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with from layoff shall be recalled using the Employer to returnsame criteria as identified in Article 12.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 10.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period seven hundred and twenty (720) consecutive hours worked without a break in employment. Approved leaves of absence will not be considered a break in employment and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 10.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee 10.03 Seniority rights shall lose his seniority and shall be deemed to have quit cease for any employee who:
i. voluntarily quits the employ of the following reasons:Employer; and/or
a. if ii. fails to report to work for five (5) consecutive work days without reasonable cause provided to the employee voluntarily quits his employment;Employer
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence unless he has a justifiable reason;
d. is absent from work laid off for three a continuous period of more than twelve (312) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is givenmonths;
e. is absent due fails to return to work after a layoff within seven (7) workdays after notification to his address on record with the Employer or long-term disability, or both, which absence continues for more than six (6) months, except in fails to notify the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of Employer within two (2) years shall apply;workdays of his intention to return.
f. if The Employer shall notify the Union in the event an employee’s seniority rights cease and is re-hired.
10.04 In case of layoffs, the Employer will give such recognition to the seniority standings within the classification of the employee fails as the continued proper performance of his work will permit. Ability to report for perform available work upon being relatively equal, the termination of an authorized leave of absence, unless a reason satisfactory to rule shall prevail that the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees having most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 10.05 The Employer shall give one (1) week's notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇ or a CLAC Representative, if he so requests, at least twenty-four (24) hours prior to the need for a layofflayoffs in order to review the layoffs.
11.06 10.06 The Employer shall not be required to give one
(1) week's notice of layoff when equipment failure or shortage of material cause a stoppage of operation or inclement weather interferes with the Employer's operation.
10.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took place.
11.07 10.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees 10.09 Any employee who terminate their employment or are laid off and who are re-hired or return voluntarily quits the employ of the Employer shall give one (1) week's notice to work within eighteenthe Employer to enable the Employer to hire adequate replacement.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any employee who:
a) voluntarily quits the employ of the following reasons:
a. if the employee voluntarily quits his employmentEmployer;
b. if the employee b) is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure c) fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. d) is absent from laid off for a continuous period of more than six (6) consecutive months.
e) or fails to report for work without notice, for three (3) consecutive working days without notifying the Employerdays, unless he provides a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedreasonable explanation.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union and in doing so, so they shall be guided by the following considerations:
a. a) seniority standings of the employees;
b. b) family circumstances of the employees;
c) ability of the employees to perform the available work. It is understood and agreed that no employee will be laid off if ;
d) in the event there is a fellow employee (or employees) of comparable dispute, seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offshall prevail.
11.05 In the event of a layoff of at least twenty (20) working days, or the removal of a particular classification, the employee(s) directly affected by the layoff may apply prior to the actual layoff for another job classification providing the employee(s) has more seniority and the qualifications, skill and ability to perform the work in that classification.
11.06 The Employer shall give one (1) week's notice of layoff when possible.
11.07 The Employer shall not be required to give one (1) week's notice of layoff when equipment failure, shortage of material, or other reasons beyond the employees control of the need for Employer cause a layoffstoppage of operation.
11.06 11.08 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure Grievance Procedure hereinafter set forth within five (5) workdays work days after the layoff took place.
11.07 11.09 Any employee laid off and recalled for work must return within one (1) workday work day when unemployed and within seven (7) workdays when employed elsewhere elsewhere, after being recalledthe Employer has sent such employee notice of recall by registered mail to his last known address, or make definite arrangements with the Employer to return. It is the responsibility of the employee to advise the Employer of his last address.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees A. An employee's seniority shall be recognized within their respective trade and job classifications. New employees shall be placed commence on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times s/he is first hired by the Employer Town and shall be available to based on continuous service with the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdictionTown.
11.03 An employee B. Seniority shall lose his seniority govern in layoffs and shall be deemed to have quit for rehiring within a title. In the event any of the following reasons:
a. if the employee voluntarily quits his employment;
b. if the employee is discharged for a just cause and laid- off, s/he may exercise their seniority to bump into an equal or lower rated position within the discharge is not reversed through department provided s/he has the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the workduties of the position and provided their seniority is greater than any incumbent. It Excluded from the foregoing shall be those employees in Group A. Group A employees may only bump into a lower rated position within the department provided s/he has the ability to perform the duties of the positions and provided their seniority is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up greater than any remaining vacation to which he is entitled before others will be laid offincumbent.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any C. An employee laid off and recalled because of elimination of position shall be entitled to return to the employment of the Town in the position or any other similar position for work must return which s/he is the best qualified applicant as soon as such position again becomes available within twenty-four (24) months of the layoff date; provided that such employee exercises this right within one (1) workday when unemployed month of the position being available. The only obligation of the Town shall be to give to the Union and within seven (7) workdays when employed elsewhere after being recalledto mail to the employee at the last address supplied to the Town, a notice of the availability of the position from which the employee was laid off or make definite arrangements with similar position in the Employer to returnemployee’s former department. An employee who declines a proper offer of recall hereunder shall be removed from the layoff list.
11.08 Employees who terminate their employment D. Layoff shall be defined, for the purposes of this Article, as a termination of a full-time or are laid off and who are repermanent part-hired time employee resulting from the elimination of the employee’s position by the Town or return being displaced by an employee whose position was eliminated. The Town shall notify LIUNA of any intended layoffs as soon as practicable prior to work within eighteenthe notification to any affected employees. An employee subject to layoff, shall receive written notice of such layoff no less than thirty (30) days prior to the effective date of such layoff or pay in lieu thereof.
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority is the ranking of employees in accordance with the number of hours worked by the employee.
11.02 Overall seniority shall be recognized by the Employer within their the employees' respective trade and job classifications.
11.03 A seniority list will be supplied to the Union and posted on a bulletin board on January 1st and July 1st of each year of this Agreement. New employees shall be placed on If there are no written complaints concerning the seniority list at in the end of their probationary period and their respective seniority thirty (30) calendar days following the posting, the list shall be dated back to the date of beginning of employmentdeemed accurate.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer 11.04 The seniority and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status employment of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsterminate if:
a. if the employee voluntarily quits his employmentresigns, retires or quits;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedurereinstated;
c. for failure to report to work following a layoff pursuant to the terms employee is laid off in excess of Article 11.07six (6) months;
d. the employee is absent from work without a justifiable reason and does not make a reasonable effort to contact or notify the Employer with reasons satisfactory to the Employer by or on the second (2nd) consecutive work day of such unauthorized absence;
e. the employee fails to report as scheduled upon termination of a leave of absence, vacation, suspension or layoff, unless justifiable reason is given to the Employer;
f. the employee is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six twenty-four (624) monthsmonths because of illness or injury, except in including absence covered under the event that Workers' Compensation Board, subject however, to extensions being granted under the provisions of Article 15.04.
g. the employee is on Workers' Compensation and in proven guilty of theft from the Home.
a. In the event of sickness when a layoff or reduction in the employee has submitted satisfactory evidence regular scheduled hours of illnesswork, layoffs shall proceed on the basis of inverse overall seniority, provided that the remaining employee(s) are fully qualified and willing to do the work available.
b. Employees shall be returned to their classification and recalled in order of seniority provided that the employees to be recalled are fully qualified and willing to do the work which cases a period of is then available.
c. Before hiring any new employees, the Employer shall first recall employees on layoff who are qualified to perform the required work.
11.06 Whenever possible, two (2) years weeks' notice shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to be given by the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees and the Union of the need for a layoffits intention to lay off employees.
11.06 11.07 Any appeal in regard grievance with respect to a layoff must shall be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 Any 11.08 An employee who is laid off and subsequently recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalledmust, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or upon receipt of such notice, return to work within eighteenthree (3) calendar days if unemployed and within seven
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority is the employee's length of service with the Employer. Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a three (3) month trial period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his 12.03 Grounds for termination exist and seniority and shall be deemed to have quit rights cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than twelve (12) consecutive months;
d. fails to return to work within seven (7) workdays after notification to their address on record with the Employer or fails to notify the Employer within four (4) workdays of their intention to return.
e. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;full workdays, without a justifiable reason for not notifying the Employer.
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to 12.04 When the Employer is givendeems it necessary to reduce the working force, they shall consult the Union on the need for layoffs. When, in the opinion of the Employer and is discharged as a result thereofthe Union, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of in the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union layoffs and in doing so, so they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 a. The Employer shall give one (1) week's notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇ or a CLAC representative, if they so requests, at least twenty-four (24) hours prior to the need for a layofflayoffs in order to review the layoffs.
11.06 b. The Employer shall not be required to give one (1) week's notice of layoff when equipment failure or shortage of material cause a stoppage of operation or inclement weather interferes with the Employer's operation.
12.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took place.
11.07 12.07 Any employee laid off and recalled for work must return within one four (14) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees 12.08 Any employee who terminate their employment or are laid off and who are re-hired or return voluntarily quits the employ of the Employer shall give one (1) week's notice to work within eighteenthe Employer to enable the Employer to hire adequate replacement. If the employee does not provide such notice, they shall receive four percent (4%) vacation pay upon termination.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at upon the end completion of their probationary period and their respective seniority shall be dated back to the date of beginning their most recent hiring. Ready Mix Truck Operators shall be called in the order of employmenttheir seniority. The parties confirm their current understanding and practice that Ready Mix Truck Operators be available up to 10:00 a.m. to receive notice of their starting time for that day. Ready Mix Truck Operators who want to be excused for the day must check with the plant manager prior to 10:00 a.m. for permission.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an any employee within its jurisdiction.
11.03 An Seniority rights shall cease and the employee shall lose his seniority and shall be deemed to have quit terminated for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than twelve (12) consecutive months, or length of service, whichever is less;
d. is absent from off work due to illness or Workers' Compensation for three a continuous period of more than twenty-four (324) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is givenmonths;
e. is absent due to layoff or long-term disability, or both, which absence continues without leave for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for consecutive work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granteddays.
11.04 When a reduction In case of layoffs the Employer shall honour the seniority of the workforce is inevitable, probationary employees within their classifications. The rule shall prevail that the employee having most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's will provide notice of lay-off as recognized under the Employment Standards Act. Additional notice may be given. The Employer will attempt to schedule lay-offs to commence at the employees start of the need for a layoffweek.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 Any employee Employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees A new employee shall be placed on the seniority list at the end of their the probationary period and their respective his seniority shall be dated back to the date of beginning of employmenthis last hiring.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdictionupon request.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause (and the discharge is not reversed through the grievance procedure);
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months; or
e. fails to return to work after a layoff within seven (7) workdays after notification to his address on record with the Employer.
11.04 In case of layoffs, except in the event Employer will give such recognition to the seniority standings of the employees as the continued proper performance of the work will permit. Ability to perform available work being relatively equal, the rule shall prevail that the employee is on Workers' Compensation and in having the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's ’s notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇ or a CLAC Representative, if so requested, at least twenty-four (24) hours prior to the need for a layofflayoffs in order to review the layoffs.
11.06 The Employer shall not be required to give notice of layoff as described in Article 11.05 when equipment failure or shortage of material causes a stoppage of operation or inclement weather interferes with the Employer's operation.
11.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took placeof receiving notice of layoff.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 13.01 Seniority of employees shall be considered as their length of employment from date of (re)hire and shall be recognized within their respective trade and job classificationson a company-wide basis. New employees shall be placed on the seniority list at upon the end completion of their probationary a total of four (4) months of employment in a two (2) year period and their respective seniority shall be dated back to the date of beginning of employmenttheir most recent hiring.
11.02 13.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available provided to the Union for inspection to once annually in April and as requested by the extent reasonably necessary for the Union to ascertain the seniority status of Union.
13.03 Seniority rights shall cease and an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsbe terminated if he:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) months, except in the event that the employee consecutive months and has less than three (3) years of seniority;
e. seniority protection for those who have completed (3) years of service from date of hire will be one (1) year;
f. is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of absent from work for more than two (2) years shall apply;
f. if the employee fails consecutive days, other than a result of sickness or disability, without providing a valid reason. Employees are required to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to call the Employer is given, and is discharged as a result thereof, each day that they are sick. A Doctor’s note may be required to confirm sickness or disability which discharge is not reversed through costs will be borne by the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedEmployer.
11.04 13.04 When the Employer deems it necessary to reduce the work force he shall consult with the Union on the need for layoffs. Where a reduction of in the workforce work force is inevitable, probationary employees shall be laid off first. If further reductions are necessaryThereafter, provided that the Employer shall determine retain a competent and efficient work force and provided that the order of layoff in consultation with the union employees affected have substantially equal skill, competence, efficiency, ability and in doing soqualifications, they lay-offs shall be guided determined by seniority so that the following considerations:
a. seniority standings of last hired shall be the employees;
b. ability of first laid off. Provided that the Employer shall retain a competent and efficient work force and provided that the employees to perform affected have substantially equal skill, competence, efficiency, ability and qualifications, recalls shall be determined by seniority so that the work. It is understood and agreed that no employee will be last laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case shall be the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offfirst recalled.
11.05 13.05 The Employer agrees to notify the Union of any recall and layoffs which are out of seniority sequence.
13.06 The Employer shall give one four (14) week's hours notice to the employees of the need for a layoff. In so far as possible layoffs shall take place on Fridays and recalls shall take place on Mondays for EI purposes. The company agrees to issue separation slips at an employee's first layoff date so that they can fulfil their waiting period as soon as possible. Separation slips will be made available at the office two (2) business days after the layoff, if requested by the employee. Otherwise they will be provided with the next pay.
11.06 13.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 13.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteenseven
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority is the employee's length of service with the Employer. Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a three (3) month trial period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his 12.03 Grounds for termination exist and seniority and shall be deemed to have quit rights cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than twelve (12) consecutive months;
d. fails to return to work within seven (7) workdays after notification to his address on record with the Employer or fails to notify the Employer within two (2) workdays of his intention to return.
e. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;full workdays, without a justifiable reason for not notifying the employer.
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to 12.04 When the Employer is givendeems it necessary to reduce the working force, he shall consult the Union on the need for layoffs. When, in the opinion of the Employer and is discharged as a result thereofthe Union, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of in the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union layoffs and in doing so, so they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 12.05 Employees who have standing as fifth 5th year apprentices shall have two (2) years to obtain their certificate of qualification for purposes of this article. Failure to obtain the certificate within the two (2) year period shall result in the Apprentice being treated as a Journeyman Electrician for purposes of layoffs.
a. The Employer shall give one (1) week's notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇ or a CLAC representative, if he so requests, at least twenty-four (24) hours prior to the need for a layofflayoffs in order to review the layoffs.
11.06 b. The Employer shall not be required to give one (1) week's notice of layoff when equipment failure or shortage of material cause a stoppage of operation or inclement weather interferes with the Employer's operation.
12.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took place.
11.07 12.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees 12.09 Any employee who terminate their employment or are laid off and who are re-hired or return voluntarily quits the employ of the Employer shall give one
(1) week's notice to work within eighteenthe Employer to enable the Employer to hire adequate replacement. If the employee does not provide such notice, he shall receive four percent (4%) vacation pay upon termination.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be considered as their length of employment from date of (re)hire and shall be recognized within their respective trade and job classificationson a company-wide basis. New employees shall be placed on the seniority list at upon the end completion of their probationary a total of six (6) months of employment in a two (2) year period and their respective seniority shall be dated back to the date of beginning of employmenttheir most recent hirings.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An Seniority rights shall cease and an employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsbe terminated if he:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) months, except in the event that the employee consecutive months and has less than three (3) years of seniority;
e. is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases laid off for a continuous period of more than twelve (12) consecutive months and has more than three (3) years of seniority;
f. is absent from work for more than two (2) years shall apply;
f. if the employee fails to report for work upon the termination consecutive days, other than a result of an authorized leave of absencesickness or disability, unless without providing a valid reason satisfactory acceptable to the Employer is given, and is discharged as a result thereof, Employer. A Doctor’s note may be required to confirm sickness or disability which discharge is not reversed through costs will be borne by the grievance and arbitration procedure hereinEmployer;
g. if an is absent for a third occasion of absenteeism without notice or reasonable explanation. The employee utilizes will be subject to a leave one (1) day suspension without pay for the first and the second such occasion. The third such occasion results in termination of absence for purposes other than those for which the leave of absence was grantedemployment.
11.04 When the Employer deems it necessary to reduce the work force he shall consult with the Union on the need for layoffs. Where a reduction of in the workforce work force is inevitable, probationary employees shall be laid off first. If further reductions are necessaryThereafter, provided that the Employer shall determine retain a competent and efficient work force and provided that the order of layoff in consultation with the union employees affected have substantially equal skill, competence, efficiency, ability and in doing soqualifications, they lay-offs shall be guided determined by seniority so that the following considerations:
a. seniority standings of last hired shall be the employees;
b. ability of first laid off. Provided that the Employer shall retain a competent and efficient work force and provided that the employees to perform affected have substantially equal skill, competence, efficiency, ability and qualifications, recalls shall be determined by seniority so that the work. It is understood and agreed that no employee will be last laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case shall be the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offfirst recalled.
11.05 The Employer agrees to notify the Union of any recall and layoff which are out of seniority sequence.
11.06 The Employer shall give one (1) weekthree day's notice to the employees of the need for a layofflayoff wherever possible, to the Union and will meet with the Union Representative and the ▇▇▇▇▇▇▇ or Stewards immediately after the giving of such notice to review the situation. In so far as possible layoffs shall take place on Fridays and recalls shall take place on Mondays for EI purposes. If an employee is temporarily laid off due to his job site being shut down, he will be allowed to bump a lessor seniority employee only after five (5) days. The intent of this article is to promote the company's desire to keep work crews consistent. The company agrees to issue separation slips at an employee's first layoff date so that they can fulfil their waiting period as soon as possible.
11.06 11.07 Any employee wishing to discontinue his employment shall give the Employer three (3) day's notice.
11.08 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 11.09 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with acceptable to the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a one (1) month trial period and their respective seniority shall be dated back to the date of beginning of employment. Seniority shall be the length of service with the Employer.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence unless he has a justifiable reason;
d. is absent from work laid off for three a continuous period of more than eighteen (318) consecutive working days without notifying months.
11.04 In the Employercase of layoffs, unless a reason satisfactory the Employer will give such recognition to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in seniority standings of the event employees as the continued proper performance of the work will permit. The rule shall prevail that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees having most seniority shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union last and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which recalled first providing he is entitled before others will be laid offable to do the remaining work.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layofflayoff to the Union and will meet with the Union and the ▇▇▇▇▇▇▇ or Stewards immediately after the giving of such notice to review the situation.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure procedure, hereinafter set forth forth, within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 17.01 Seniority of employees shall be their length of employment from date of (re)hire and shall be recognized within their respective trade and job classificationson a company-wide basis. New employees shall be placed on the seniority list at upon the end completion of their probationary period probation and their respective seniority shall be dated back to the date of beginning of employmenttheir most recent hiring.
11.02 17.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee 17.03 Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) consecutive months, except in ; or
e. fails to return to work within seven (7) workdays after notification to his address on record with the event that Employer or fails to notify the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of Employer within two (2) years shall apply;
f. if the employee fails workdays of his intention to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was grantedreturn.
11.04 When a reduction 17.04 The Employer shall notify the Union of all planned and actual layoffs. Should layoffs become necessary, they shall be done according to seniority. Provided the workforce is inevitableremaining employees are able to perform the work required of them, probationary the least senior employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they Laid off employees shall be guided recalled in the inverse order in which they were laid off, unless agreed otherwise by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offparties.
11.05 17.05 The Employer shall give a one (1) week's week notice to the employees of the need for a layofflayoff to the Union and will meet with a ▇▇▇▇▇▇▇, or a Local 6 Representative immediately after the giving of such notice to review the situation.
11.06 17.06 The Employer shall not be required to give a one (1) week notice of layoff when equipment failure, shortage of material, or other reasons beyond the control of the Employer cause a stoppage of operation.
17.07 Any appeal in regard to regarding a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 17.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 14.01 Seniority is bargaining unit wide and is based upon the length of employees service since the last date of hire, specifically accumulated by regular hours paid. For the purpose of calculation, 1950 hours paid equals one year’s seniority. Seniority shall be recognized within their respective trade relied upon for issues such as a lay-off, vacation selection, job postings, and job classificationsrecall. New employees Hours paid shall be placed include all hours worked and paid for, all hours not worked and paid for by the Employer, WSIB (or substitute), and all time off on the Pregnancy/Parental leave.
14.02 The Employer shall maintain and post a seniority list at of all employees in the end of their probationary period bargaining unit and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be make copies available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status on or about January 1st and July 1st of an employee within its jurisdictioneach year.
11.03 14.03 An employee shall lose his her seniority and her employment shall be deemed to have quit for any of terminated in the following reasonsevent that she:
a. if the employee a) voluntarily quits his employmentresigns her employment or abandons her position;
b. if the employee b) is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure c) fails to report to work on the first day following the expiration of a layoff pursuant leave of absence, unless a justifiable reason is given acceptable to the terms of Article 11.07General Manger;
d. d) is laid off for a continuous period of more than eighteen (18) months;
e) has been absent from work for three (3) consecutive working days without notifying having notified the Employer, unless a justifiable reason satisfactory is given acceptable to the Employer is givenGeneral Manager;
e. f) retires;
g) is absent off work due to layoff illness or longaccident for a period up to a maximum of twenty-term disabilityfour (24) months, provided there is no reasonable likelihood that she will return to work in the foreseeable future;
h) has been receiving work related accident insurance payments, as a result of a work related injury or bothillness while in the employ of the Employer, which absence continues for more than six twenty-four (624) months, except provided there is no reasonable likelihood that she will return to work in the event that foreseeable future;
14.04 In cases of layoff and recall, seniority, as defined in this Article shall determine the order in which employees are laid off or recalled, provided the employee is on Workers' Compensation qualified to do the work. In all cases of layoff, the Employer will determine the employees who will be subject to the layoff, and the employees who may be affected by same. Employees will be presented with their options at a meeting with the General Manager and a Union ▇▇▇▇▇▇▇. A meeting will be scheduled within three (3) working days of this initial meeting for the purpose of allowing employees to select their option. All employees will be required to indicate their option at that meeting. Should an employee not be able to attend the meeting she should advise the Employer of a number at which she can be reached. When it is necessary to reduce/alter the working force of employees, the following procedure will apply, provided it does not prevent the Employer from maintaining a workforce of employees who are qualified to do the work available. For all employees, it is agreed and understood that a reduction in the event number of sickness when scheduled hours in a week does not constitute a layoff unless the employee has submitted satisfactory evidence his/her hours reduced in excess of illness7.5 hours biweekly in a eighteen (18) month period. Affected employee(s) shall be entitled to exercise their bumping rights in accordance with this provision.
14.05 In cases of layoff, in which cases a period employees will be given the right to either:
a) Accept the layoff; In the case of recall from layoff, the employee must return to work within two (2) years shall apply;
f. working days if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when working days if employed elsewhere. An employee employed elsewhere after being recalled, or make definite arrangements with shall notify the Employer of her intent to return within two (2) working days of receipt of the notice of recall. It shall be sufficient for the Employer to returnmake contact by telephone, failing which the Employer will send a notice by registered mail to the employee’s last known address. An employee shall be recalled, in order of seniority, to an available opening provided the employee has the ability and qualifications to perform the work.
11.08 b) Displace a less senior employee in the bargaining unit in a lower or identical paying classification, provided the employee is qualified for and can perform the duties of the lower or identical paying classification without training, other than orientation should the employee not find a more junior employee in an equal or lower paying classification she is entitled to bump an employee, subject to the restrictions above, in a classification where the pay grid is within 10% of her own. Such employee so displaced shall be laid off. The decision of the employee shall be given to the General Manager or her designate at the meeting held for that purpose following receiving the notification of layoff. Employees who terminate their employment or are laid off and who are re-hired or return failing to work within eighteenprovide such notice will be deemed to have accepted the layoff.
14.06 Notice of layoff shall be given by the Employer to the employee concerned, as well as to the Union, in accordance with the Employment Standards Act.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. (This article applies only to employees employed by the Employer prior to April 15, 2005)
11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at length of service with the end of their probationary period and their respective seniority shall be Employer dated back to the employee‟s date of beginning of employmenthire. There shall be two (2) separate and distinct seniority lists, one for Journeymen and one for Apprentices. When an Apprentice achieves Journeyman status, his seniority as an Apprentice shall be credited to him as a Journeyman.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee Seniority rights shall lose his seniority and shall be deemed to have quit cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. for failure fails to report to work on the first (1st) day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence unless he has a justifiable reason;
d. is absent from work laid off for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for continuous period of more than six (6) monthsconsecutive months then the employee loses his seniority with this Employer;
e. is laid off for a continuous period of more than one (1) year then the employee shall lose his seniority as outlined in Article 5.03.
11.04 In case of layoffs the Employer will give such recognition to the seniority standings of the employee provided the special skills (i.e., except in the event knowledge of programmable controllers, high voltage splicing, etc.) of someone with less seniority is not essential. The rule shall prevail that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees having most seniority shall be laid off firstlast and recalled first unless he is not able to do the available work. If further reductions are necessaryEmployees in charge of a job shall not be subject to layoff until that job is finished provided the job is within six (6) weeks of completion and the senior employee is able to assume completion of the job. However, the Employer shall determine the order of layoff in consultation with the union and in doing so, they a lower seniority employee benefiting from this clause shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be deemed laid off if there is a fellow the same day as the higher seniority employee (or employees) for the purpose of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offrecall.
11.05 The Employer shall give one (1) week notice of layoff to the employees and will meet with a ▇▇▇▇▇▇▇ or a CLAC representative if he so requests at least twenty-four (24) hours prior to the layoffs in order to review the layoffs.
11.06 The Employer shall not be required to give one
(1) week's notice to of layoff when equipment failure, shortage of material or other reasons beyond the employees control of the need for Employer cause a layoffstoppage of operation.
11.06 11.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 11.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are 11.09 In a case where the Employer has more than one
(1) shop within the jurisdiction of this Agreement, seniority as outlined in Article 11 shall apply per shop. If an employee is laid off from one shop of the Employer and who are reobtains work at another shop of the same Employer the provisions pertaining to travel time outlined in Article 15 shall not apply.
11.10 Seniority employees shall have the explicit right to choose layoff as opposed to bumping into residential work.
11.11 An employee hired under the non-hired or return seniority system will be considered a new employee if recalled after three (3) months from the date of his layoff. This article only applies to work within eighteenexisting non-seniority employees and non-seniority employees laid-off for less than three (3) months.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 13.01 Seniority is the ranking of employees in accordance with the length of employment with the Employer within the various job classifications as set out in the seniority list.
13.02 The Employer shall be recognized within their respective trade maintain a seniority list and job classificationsmake a copy available to the Union upon request. New employees shall be placed The Union will inform the Employer of any errors on the seniority list at within ten (10) days after posting, failing which, the end of their probationary period and their respective seniority shall list will be dated back deemed to the date of beginning of employmentbe final.
11.02 Seniority lists, 13.03 An employee’s seniority rights shall cease to exist and the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsterminated employment if an employee:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless a justifiable reason has been provided;
d. is absent from work laid off for three a continuous period of more than twelve (312) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is givenmonths;
e. is has been absent due to layoff without cause or long-term disability, or both, which absence continues without authorization including retroactive authorization for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall applyconsecutive working days;
f. if violates the employee fails to report for work upon the termination of an authorized leave of absence, unless terms under which a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted; g. retires.
11.04 When a reduction 13.04 In case of layoffs, if the workforce ability to perform available work is inevitablerelatively equal, probationary employees seniority shall prevail so that the employee having the highest seniority shall be laid off last and recalled first. If further reductions are necessary.
13.05 When an employee is laid off, the Employer shall determine the order of give layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of employee concerned, as well as to the need for Union.
13.06 If an employee or the Union wishes to file a grievance about a layoff, this shall be done within three (3) working days after the layoff becomes effective.
11.06 Any appeal in regard 13.07 An employee who is recalled to work after a layoff must be taken up under the first step of the grievance procedure hereinafter set forth return to work within five two (52) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when working days if unemployed and within seven (7) workdays when working days if employed elsewhere. An employee employed elsewhere after being recalled, or make definite arrangements with shall notify the Employer of his intent to return within two (2) working days of receipt of the notice of recall. It shall be sufficient for the Employer to returnsend the notice of recall to the employee by registered mail to the employee’s last known address.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority is the employee's length of service with the Employer. Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a three (3) month trial period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his 12.03 Grounds for termination exist and seniority and shall be deemed to have quit rights cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than twelve (12) consecutive months;
d. fails to return to work within seven (7) workdays after notification to his address on record with the Employer or fails to notify the Employer within two (2) workdays of his intention to return.
e. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;full workdays, without a justifiable reason for not notifying the employer.
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to 12.04 When the Employer is givendeems it necessary to reduce the working force, he shall consult the Union on the need for layoffs. When, in the opinion of the Employer and is discharged as a result thereofthe Union, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of in the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union layoffs and in doing so, so they shall be guided by the following two considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work; b. seniority standings of the employees.
12.05 Employees who have standing as fifth 5th year apprentices shall have two (2) years to obtain their certificate of qualification for purposes of this article. It is understood Failure to obtain the certificate within the two (2) year period shall result in the Apprentice being treated as a Journeyman for purposes of layoffs.
a. The Employer shall give not less than one
(1) day notice of layoff or the equivalent of one (1) day pay in lieu of notice to the employees and agreed that no employee will be laid off meet with a ▇▇▇▇▇▇▇ or a CLAC representative, if there is a fellow employee he so requests, at least twenty-four (or employees24) of comparable seniority who is still entitled hours prior to vacation. In such a case the latter may layoffs in order to review the layoffs.
b. The Employer shall not be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) weekday notice of layoff when equipment failure or shortage of material cause a stoppage of operation or inclement weather interferes with the Employer's notice to the employees of the need for a layoffoperation.
11.06 12.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took place.
11.07 12.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees 12.09 Any employee who terminate their employment or are laid off and who are re-hired or return voluntarily quits the employ of the Employer shall give one (1) day notice to work within eighteenthe Employer to enable the Employer to hire adequate replacement. If the employee does not provide such notice, he shall receive four percent (4%) vacation pay upon termination.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority A. In the event of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their layoffs, all entry probationary period and their respective seniority shall be dated back to the date of beginning of employment.Firefighter Paramedic/EMT shall
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasons:
a. if the employee voluntarily quits his employment;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in B. In the event that the employee is on Workers' Compensation further layoffs are required, such layoffs shall be accomplished by class groups of Firefighter Paramedic/EMT and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory Lieutenant Paramedic/EMT. Notwithstanding anything to the Employer is givencontrary contained in this Agreement, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order number of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is and the class(es) involved. Within the involved class(es), layoffs shall be administered in the following manner:
Section 2: If reduction in force requires the layoff of a fellow Lieutenant ▇▇▇▇▇▇▇▇▇ or EMT, the affected employee (or employees) of comparable seniority who is still entitled may, at their option, revert to vacationthe position held prior to their promotion to Lieutenant ▇▇▇▇▇▇▇▇▇/EMT. In such a case If this movement requires further reduction in force, the latter may same shall be required to take up any remaining vacation to which he is entitled before others will be laid offaccomplished in accordance with Section 1 above and the process shall continue through the ranks.
11.05 The Employer Section 3: No new employee shall give one (1) week's notice to be hired until the employees on layoffs have been given an opportunity to return to work at their original seniority date and position, provided, that after one year of layoffs, the need for a layoff.
11.06 Any appeal in regard employee shall cease to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within accrue seniority and reemployment rights shall cease after five (5) workdays after years from the layoff took placedate of the layoffs.
11.07 Any employee laid off Section 4: The Fire Chief shall give written notice to the employees, including the President of the Union, on any proposed layoffs. Such notice shall state the reason of the layoffs and recalled for work must return within one shall be submitted thirty (130) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with calendar days before the Employer to returneffective date of the proposed layoffs unless under emergency situations where notice shall be submitted as soon as possible.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return Section 5: At the discretion of the Fire Chief, preference may be given to work within eighteenthose employees with Paramedic certifications in all groups.
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY AND LAYOFFS. 11.01 10.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their a one hundred and twenty (120) day probationary period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 10.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee 10.03 Seniority rights shall lose his seniority and shall be deemed to have quit cease for any employee who:
a) voluntarily quits the employ of the following reasons:
a. if the employee voluntarily quits his employmentEmployer;
b. if the employee b) is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. for failure c) fails to report on the first day following the expiration of a leave of absence unless he has a justifiable reason;
d) is laid off for a continuous period of more than twelve (12) consecutive months;
e) fails to return to work following after a layoff pursuant within seven (7) workdays after notification to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to his address on record with the Employer is given;
e. is absent due or fails to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in notify the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of Employer within two (2) years shall apply;workdays of his intention to return.
f. if 10.04 In case of layoffs, the Employer will give such recognition to the seniority standings of the employee fails as the continued proper performance of his work will permit. Ability to report for perform available work upon being relatively equal, the termination of an authorized leave of absence, unless a reason satisfactory to rule shall prevail that the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees having most seniority shall be laid off last and recalled first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 10.05 The Employer shall give one (1) week's notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇ or a CLAC Representative, if he so requests, at least twenty-four (24) hours prior to the need for a layofflayoffs in order to review the layoffs.
11.06 10.06 The Employer shall not be required to give one (1) week's notice of layoff when equipment failure or shortage of material cause a stoppage of operation or inclement weather interferes with the Employer's operation.
10.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took place.
11.07 10.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees 10.09 Any employee who terminate their employment or are laid off and who are re-hired or return voluntarily quits the employ of the Employer shall give one (1) week's notice to work within eighteenthe Employer to enable the Employer to hire adequate replacement.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority is the employee's length of service with the Employer since the employee’s last date of hire. Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hire.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority 12.03 Seniority rights cease, and employment shall be deemed to have quit considered terminated, for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not reversed through the grievance procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than twelve (12) consecutive months;
d. fails to return to work from lay-off within five (5) workdays after notification of recall to his address on record with the Employer or fails to notify the Employer within two (2) workdays of his intention to return; or
e. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;full workdays without notifying the employer and without a justifiable reason for not notifying the employer.
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to 12.04 When the Employer is givendeems it necessary to reduce the working force via layoff, it shall notify the Union in advance and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall will be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they layoffs shall be guided by the following considerations:
a. seniority standings of the employees;
employees and b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 12.05 As per the Ontario College of Trades (OCOT), employees who have standing as fifth (5th) year apprentices with completed school terms and hours per apprenticeship contract agreement, shall have twelve (12) months to obtain their certificate of qualification for purposes of this article. Failure to obtain the certificate within that period shall result in the Apprentice being treated as a Journeyman Electrician for purposes of layoffs, unless such failure is due to the unavailability of spaces in trade school.
a. The Employer shall give one (1) week's notice of layoff or one (1) week of pay in lieu thereof to any employee who has accumulated five (5) or more years of seniority as at the employees date of the need for a layoff.
11.06 b. The Employer shall not be required to give one (1) week's notice of layoff when equipment failure or shortage of material cause a stoppage of operation or inclement weather interferes with the Employer's operation.
12.07 Any appeal grievance in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took placeemployee was given notice of the layoff.
11.07 12.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven five (75) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to returnreturn in a timeframe that is acceptable to the Employer.
11.08 Employees 12.09 Any employee who terminate their employment or are laid off has been in the employ of the Employer for less than one year, and who are re-hired voluntarily quits the employ of the Employer shall give at least one (1) week's notice to the Employer to enable the Employer to hire adequate replacement. An employee who has been in the employ of the Employer for one (1) year or return to work within eighteenmore shall give two (2) weeks’ notice.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 13.01 Seniority is the ranking of employees in accordance with their length of employment from the date of (re)hiring for vacation purposes.
13.02 Seniority shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall accumulate for all employees on the basis of hours worked and paid for, hours not worked and paid for by the Employer, and hours paid for by WSIB for a period of twelve (12) months. In case of maternity, parental and adoption leaves, seniority will accumulate as per government regulations.
a. A seniority list containing the names of all employees, their respective dates of hire and total seniority hours accumulated to date will be available to posted on the Union for inspection to the extent reasonably necessary for bulletin board and will be revised and posted quarterly.
b. The Employer will supply each ▇▇▇▇▇▇▇ and the Union to ascertain office with a copy of the seniority status of an employee within its jurisdictionlist.
11.03 An 13.04 Seniority status, once acquired, shall be lost and the employee shall lose his seniority and shall be deemed to have quit terminated for any of the following reasonsreasons if an employee:
a. if the employee voluntarily quits his employmentresigns;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedurecause;
c. for failure to report to work following a is on layoff pursuant to the terms in excess of Article 11.07twenty-four (24) continuous months;
d. is absent from off work due to illness for three a period of the employee's accrued seniority at the time the illness commenced, up to a maximum of thirty-six (336) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is givenmonths;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to notify the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees her intention to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled return to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth work within five (5) workdays after the calendar days following a layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer notified by registered mail to return.do so;
11.08 Employees who terminate their employment or are laid off and who are re-hired or f. fails to return to work within eighteenon the date arrived at in (e) above without sufficient cause;
g. is absent from work without leave of absence being granted by or a satisfactory explanation being offered for an absence of three (3) working days;
h. retires;
i. has been receiving WSIB, as a result of a work related injury or illness while in the employ of the Employer, for more than thirty-six (36) months; or
j. employees who are on a leave of absence and engage in gainful employment while on such leave are subject to dismissal unless otherwise agreed to by the Employer.
13.05 Employees who continue to be employed past age 65 shall be eligible for the following benefits under the same cost sharing basis as active employees: • Lift Insurance reduced by 50% • Extended Health • Vision Care • Dental • Hearing In any event, once an employee reaches age seventy (70) and she continues to be employed, she shall automatically receive seventy cents (70¢) in lieu of such benefits. 13.06
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 12.01 Seniority is the employee's length of service with the Employer. Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary a three (3) month trial period and their respective seniority shall be dated back to the date of beginning of employmenttheir last hiring.
11.02 12.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his 12.03 Grounds for termination exist and seniority and shall be deemed to have quit rights cease for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is be not reversed through the grievance procedure;
c. is laid off for failure to report to work following a layoff pursuant to the terms continuous period of Article 11.07more than twelve (12) consecutive months;
d. fails to return to work within seven (7) workdays after notification to his address on record with the Employer or fails to notify the Employer within four (4) workdays of his intention to return.
e. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;full workdays, without a justifiable reason for not notifying the employer.
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to 12.04 When the Employer is givendeems it necessary to reduce the working force, he shall consult the Union on the need for layoffs. When, in the opinion of the Employer and is discharged as a result thereofthe Union, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of in the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of layoff in consultation with the union layoffs and in doing so, so they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 a. The Employer shall give one (1) week's notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇ or a CLAC representative, if he so requests, at least twenty-four (24) hours prior to the need for a layofflayoffs in order to review the layoffs.
11.06 b. The Employer shall not be required to give one (1) week's notice of layoff when equipment failure or shortage of material cause a stoppage of operation or inclement weather interferes with the Employer's operation.
12.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five three (53) workdays after the layoff took place.
11.07 12.07 Any employee laid off and recalled for work must return within one four (14) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, recalled or make definite arrangements with the Employer to return.
11.08 Employees 12.08 Any employee who terminate their employment or are laid off and who are re-hired or return voluntarily quits the employ of the Employer shall give one (1) week's notice to work within eighteenthe Employer to enable the Employer to hire adequate replacement. If the employee does not provide such notice, he shall receive four percent (4%) vacation pay upon termination.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be considered as their length of employment from date of (re)hire and shall be recognized within their respective trade and job classificationson a company-wide basis. New employees shall be placed on the seniority list at upon the end completion of their probationary a total of three (3) months of employment in a two (2) year period and their respective seniority shall be dated back to the date of beginning of employmenttheir most recent hiring.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing lists shall be maintained at all times by the Employer and shall be available provided to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdictiontwice annually, in April and October.
11.03 An Seniority rights shall cease and an employee shall lose his seniority and shall be deemed to have quit for any be terminated if he:
a) voluntarily quits the employ of the following reasons:
a. if the employee voluntarily quits his employmentEmployer;
b. if the employee b) is discharged for a just cause and the such discharge is be not reversed through the grievance procedureGrievance Procedure;
c. for failure c) fails to report to work on the first day following the expiration of a layoff pursuant to the terms leave of Article 11.07absence, unless he has a justifiable reason;
d. d) is laid off for a continuous period of more than three (3) consecutive months and has less than three (3) years of seniority;
e) seniority protection for those who have completed (3) years of service from date of hire will be one
(1) year;
f) is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absenceconsecutive days, unless a reason satisfactory to the Employer is given, and is discharged as other than a result thereofof sickness or disability, without providing a valid reason. A Doctor’s note may be required to confirm sickness or disability which discharge is not reversed through costs will be borne by the grievance and arbitration procedure hereinEmployer;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When the Employer deems it necessary to reduce the work force he shall consult with the Union on the need for layoffs. Where a reduction of in the workforce work force is inevitable, probationary employees shall be laid off first. If further reductions are necessaryThereafter, provided that the Employer shall determine retain a competent and efficient work force and provided that the order of layoff in consultation with the union employees affected have substantially equal skill, competence, efficiency, ability and in doing soqualifications, they lay- offs shall be guided determined by seniority so that the following considerations:
a. seniority standings of last hired shall be the employees;
b. ability of first laid off. Provided that the Employer shall retain a competent and efficient work force and provided that the employees to perform affected have substantially equal skill, competence, efficiency, ability and qualifications, recalls shall be determined by seniority so that the work. It is understood and agreed that no employee will be last laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case shall be the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offfirst recalled.
11.05 The Employer agrees to notify the Union of any recall and layoffs which are out of seniority sequence.
11.06 The Employer shall give one eight (1) week's 8) hours notice to the employees of the need for a layofflayoff wherever possible, to the Union and will meet with the Union Representative and the ▇▇▇▇▇▇▇ or Stewards immediately after the giving of such notice to review the situation. In so far as possible layoffs shall take place on Fridays and recalls shall take place on Mondays for EI purposes. The company agrees to issue separation slips at an employee's first layoff date so that they can fulfil their waiting period as soon as possible.
11.06 11.07 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took placeGrievance Procedure.
11.07 11.08 Any employee laid off and recalled for work must return within one two (12) workday workdays when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with acceptable to the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority of employees A. An employee's seniority shall be recognized within their respective trade and job classifications. New employees shall be placed commence on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times s/he is first hired by the Employer Town and shall be available to based on continuous service with the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdictionTown.
11.03 An employee B. Seniority shall lose his seniority govern in layoffs and shall be deemed to have quit for rehiring within a title. In the event any of the following reasons:
a. if the employee voluntarily quits his employment;
b. if the employee is discharged for a just cause and laid-off, s/he may exercise their seniority to bump into an equal or lower rated position within the discharge is not reversed through department provided s/he has the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the workduties of the position and provided their seniority is greater than any incumbent. It Excluded from the foregoing shall be those employees in Group A. Group A employees may only bump into a lower rated position within the department provided s/he has the ability to perform the duties of the positions and provided their seniority is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up greater than any remaining vacation to which he is entitled before others will be laid offincumbent.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any C. An employee laid off and recalled because of elimination of position shall be entitled to return to the employment of the Town in the position or any other similar position for work must return which s/he is the best qualified applicant as soon as such position again becomes available within twenty- four (24) months of the layoff date; provided that such employee exercises this right within one (1) workday when unemployed month of the position being available. The only obligation of the Town shall be to give to the Union and within seven (7) workdays when employed elsewhere after being recalledto mail to the employee at the last address supplied to the Town, a notice of the availability of the position from which the employee was laid off or make definite arrangements with similar position in the Employer to returnemployee’s former department. An employee who declines a proper offer of recall hereunder shall be removed from the layoff list.
11.08 Employees who terminate their employment D. Layoff shall be defined, for the purposes of this Article, as a termination of a full-time or are laid off and who are repermanent part-hired time employee resulting from the elimination of the employee’s position by the Town or return being displaced by an employee whose position was eliminated. The Town shall notify LIUNA of any intended layoffs as soon as practicable prior to work within eighteenthe notification to any affected employees. An employee subject to layoff, shall receive written notice of such layoff no less than thirty (30) days prior to the effective date of such layoff or pay in lieu thereof.
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY AND LAYOFFS. 11.01 a. Seniority is the ranking of employees in accordance with the number of hours worked by the employee.
b. For all employees in the bargaining unit prior to April 7, 1981, a conversion factor of 1950 hours or part thereof, shall be recognized and granted for each year of employment or part thereof, since last date hire.
c. As of January 1, 1985, the conversion factor shall be 1900 hours for all employees.
11.02 Overall seniority shall be recognized by the Employer within their the employees' respective trade and job classifications.
11.03 A seniority list will be supplied to the Union and posted on a bulletin board on January 1st and July 1st of each year of this Agreement. New employees shall be placed on If there are no written complaints concerning the seniority list at in the end of their probationary period and their respective seniority thirty (30) calendar days following the posting, the list shall be dated back to the date of beginning of employmentdeemed accurate.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer 11.04 The seniority and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status employment of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasonsterminate if:
a. if the employee voluntarily quits his employmentresigns, retires or quits;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedurereinstated;
c. for failure to report to work following a layoff pursuant to the terms employee is laid off in excess of Article 11.07six (6) months;
d. the employee is absent from work without a justifiable reason and does not make a reasonable effort to contact or notify the Employer with reasons satisfactory to the Employer by or on the second (2nd) consecutive work day of such unauthorized absence;
e. the employee fails to report as scheduled upon termination of a leave of absence, vacation, suspension or layoff, unless justifiable reason is given to the Employer;
f. the employee is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six twenty- four (624) monthsmonths because of illness or injury, except in including absence covered under the event that Work Place Safety Insurance Board, subject however, to extensions being granted under the employee provisions of Article 15.04.
g. is on Workers' Compensation and in proven guilty of theft from the Home.
a. In the event of sickness when a layoff or reduction in the employee has submitted satisfactory evidence regular scheduled hours of illnesswork, in which cases a period layoffs shall proceed on the basis of two (2inverse overall seniority, provided that the remaining employee(s) years are fully qualified and willing to do the work available. “Layoff” shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When include a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order more than ten (10) hours of layoff bargaining unit work in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid offbi- weekly period.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement
SENIORITY AND LAYOFFS. 11.01 8.1. Seniority: Seniority of employees shall be recognized within their respective trade determined by the hire date of the Employee. In case of personnel reduction, layoffs shall be based on reverse seniority, with the least senior Employee laid off first and job classificationsthe most senior rehired first when positions become available. New employees In the event the Department must make deep cuts which result in the layoff of 50 percent of unit members, the Fire Chief shall have complete discretion as to who will be laid off as long as s/he can demonstrate the reasons for his/her selections. Continuous time in the Department will be given the utmost consideration when these selections are made. Employees who have been subject to a reduction in force will be placed on a recall list (“Recall List”). If the seniority list at Employer determines there is work available in the end of their probationary period and their respective job classification previously held by an affected unit member, recalls to duty shall be based upon seniority. The Employee with the most seniority shall be dated back rehired first; given the opportunity to return to work and no new Employees shall be hired until all laid off Employees have been given an opportunity to return to work, provided, however, that enough of them are qualified to fill the vacant position, or positions. In the event of a recall, the Employer shall notify the affected Employee, which notice shall specify the date and hour to report for duty. The Employer’s notice shall be provided to affected Employee by telephone and certified mail to their last known address. Laid off Employees shall have seven (7) days from the date of the postmark on the certified mailing, to respond to the Employer and confirm their intention to return. Employees failing to return or respond shall be removed from the List. Returning Employees shall maintain all seniority rights and privileges enjoyed prior to the date of beginning of employmenttheir layoff notice.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasons:
a. if the employee voluntarily quits his employment;
b. if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedure;
c. for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g. if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 The Employer shall give one (1) week's notice to the employees of the need for a layoff.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY AND LAYOFFS. 11.01 Seniority For the purpose of employees this Agreement, “seniority” shall be recognized within their respective trade and job classifications. New employees shall be placed on mean length of continuous service in the seniority list at bargaining unit from the end of their probationary period and their respective seniority shall be dated back to the last date of beginning of employmenthire into the bargaining unit.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and Whenever vacancies occur, notices of such vacancies shall be posted in the plant on bulletin boards for a period of three (3) calendar days. Applications for such vacancies are to be made within three (3) calendar days. The Employer shall select the successful applicant on the basis of his qualifications, efficiency, skills and abilities. Where, in the judgement of the Employer, the qualifications, efficiency, skills and abilities are relatively equal, seniority shall govern.
11.04 Seniority rights shall cease and employment is deemed to have quit terminated for any of the following reasonsemployee who:
a. if the employee voluntarily quits his employmentthe employ of the Employer;
b. if the employee is discharged for a just cause and the such discharge is not be reversed through the grievance procedureGrievance Procedure;
c. fails to return to work or fails to provide a satisfactory reason for failure unavailability to report to work following a layoff pursuant within five (5) days after notification to his address on record with the terms of Article 11.07Employer;
d. is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e. is absent due to layoff or long-term disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f. if the employee fails to report for work upon on the termination first day following the expiration of an authorized a leave of absence, unless he has a justifiable reason;
e. is laid off for a continuous period of more than twelve (12) consecutive months;
f. is absent from work without permission from the Employer and/or no justifiable reason satisfactory being given to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure hereinfor more than two (2) workings days on any single occasion;
g. if is absent from work due to sickness or disability for more than three (3) days and fails upon return to work when requested by the Employer to produce a certificate from a qualified medical practitioner verifying such absence and substantiating the reason for such absence;
h. uses an employee utilizes a approved leave of absence for purposes reasons other than those for which the leave of absence was grantedspecified (excluding traditional layoff).
11.04 When a reduction 11.05 In case of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessarylayoffs, the Employer shall determine the lay off employees in reverse order of layoff in consultation seniority within their classification combined with the union Employer’s right to maintain a competent workforce where employees have the requisite skill, ability and in doing so, they shall be guided by the following considerations:
a. seniority standings of the employees;
b. ability of the employees qualifications to maintain production and perform the required work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled before others will be laid off.
11.05 11.06 In case of recalls, the Employer shall recall employees in order of seniority within their classification combined with the Employer’s right to maintain a competent workforce where employees have the requisite skill, ability and qualifications to maintain production and perform the required work.
11.07 The Employer shall give one (1) week's calendar weeks’ notice of layoff to the employees of and will meet with a ▇▇▇▇▇▇▇, or a CLAC Representative, if he so requests, at least twenty-four (24) hours prior to the need for a layoffs to review the layoff.
11.06 11.08 When a layoff is anticipated the Employer will give the employee opportunity to select the layoff period in order of seniority. In case of a dispute, the Employer shall have the right to select the layoff period with the understanding that this selection will be done in accordance with seniority.
11.09 The Employer shall not be required to give one (1) calendar weeks’ notice when equipment failure, shortage of material, or other reasons beyond the control of the Employer cause a stoppage of operation.
11.10 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure Grievance Procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
11.08 Employees who terminate their employment or are laid off and who are re-hired or return to work within eighteen
Appears in 1 contract
Sources: Collective Agreement