Common use of Temporary Layoff Clause in Contracts

Temporary Layoff. When there is a temporary layoff, that is a reduction in force for a definite period of time for any reason not set forth in Sections (30) and (32), employees on each shift in each classification and in each department or such groupings of departments performing substantially similar work as may be agreed upon locally will be laid off as follows: (a) Probationary employees will be laid off. (b) Employees with less than one year of seniority will be laid off according to seniority. (c) Employees with one year or more of seniority will be laid off in the inverse or descending order of their seniority with the most senior employee being laid off first. They will be advised of the expected duration of the layoff and their scheduled return date. However, such employees may elect to remain at work and if able to perform the available work will be permitted to do so in the same seniority order up to the number of employees required. The arrangement described above must result in maintaining an experienced, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of the temporary layoff is subsequently extended to a later but definite date, employees laid off pursuant to Subsection (c) above will be afforded the option of returning to work on the date originally scheduled or remaining on layoff for the duration of the extended period. An employee who elects to return on the originally scheduled date will displace the junior employee on the shift in the classification in the department. (e) If it becomes necessary to recall employees laid off under Subsection (c) above prior to the date originally planned, they will be recalled in the ascending order of their seniority with the most junior such employee on each shift in each classification in each department or group of departments being called first. If, after employees are temporarily laid off under Subsection (c), it is determined in a department or group of departments that the temporary layoff will be extended for an indefinite period of time, the work force in the department or group of departments including those employees on temporary layoff will be adjusted within ten (10) working days in accordance with Section (32).

Temporary Layoff. When A temporary layoff shall mean a layoff that will not exceed thirteen (13) calendar weeks in any twenty (20) week period, unless the parties agree otherwise as permitted under the Employment Standards Act, 2000, as it may be amended from time to time. The Company may lay off employees within each of the three (3) areas, (ie. Equipment Manufacturing, Stockroom and Maintenance) in accordance with Section 12.02 for a temporary layoff period of three (3) consecutive working days or less. It is understood that this temporary layoff can only be invoked to a maximum of three (3) occasions per contract year per area. This clause can only be used when the layoff is necessitated because of an emergency situation, or where there is a temporary layoffinsufficient work available, that is a reduction in force due to conditions beyond the control of the Company. The Employer will provide the affected employees who have been employed for a definite period of time for any reason not set forth in Sections ninety (3090) and (32)calendar days or more, employees on each shift in each classification and in each department or such groupings of departments performing substantially similar work as may be agreed upon locally who will be laid off for a period of more than (3) three working days, but less than thirteen (13) calendar weeks, with seven (7) working days of Notice. The Union will be advised of such layoffs in advance of any employee receiving notice and will receive copies of all of the Notices of Layoff. The Employer may lay off employees from the classifications within Groups A, B or C as follows: (a) set out for Manufacturing, Stockroom or Maintenance. Employees laid off in Groups A, B and C in the Equipment Manufacturing Shop, as shown in Article 31, may exercise their seniority in either group. Employees laid off in Group A and Group B in the Stockroom as shown in Article 31, may exercise their seniority in this group. Probationary employees in the classifications where a layoff is occurring will be released before any seniority rated employee is laid off. (b) Employees with less than one year of seniority will be laid off according to seniority. (c) Employees with one year or more of seniority . Thereafter employees will be laid off in the inverse or descending classifications identified by the Employer in reverse order of their seniority seniority. An employee, who is disabled and absent from work, due to illness or injury on the date that a notice of layoff would otherwise have been served, shall be served such notice of layoff in accordance with this Article. For purposes of this Article, the most senior employee being laid off firsteffective date of layoff shall be deemed to be the date of layoff as set out in the notice of layoff. They will be advised It is understood that the application of this Section shall not alter any of the expected duration rights of the disabled employee, as set out elsewhere in this Agreement. Employees subject to layoff and their scheduled return date. However, such employees may elect to remain at work and if able to perform the available work will be permitted to do so in the same seniority order up to the number of employees required. The arrangement described above must result in maintaining an experienced, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of the temporary layoff is subsequently extended to a later but definite date, employees laid off pursuant to Subsection (c) above will be afforded have the option of returning accepting the layoff or exercising his seniority to bump an employee in an equal or lower paying job classification provided the employee has the skills, abilities and qualifications to do the work on without training other than orientation of five working days. Employees who are bumped in accordance with the date originally scheduled above procedure will likewise have the option to accept the layoff or remaining on layoff for exercising his seniority to bump an employee in an equal or lower paying job classification provided the duration employee has the skills, abilities and qualifications to do the work without training other than orientation of the extended periodfive working days. An employee who elects exercises his right to return on bump into a lower paying classification will be paid the originally scheduled date will displace lower of the junior employee on the shift top rate in the new classification in the departmentor his current rate of pay, whichever is less. (e) If it becomes necessary to recall employees laid off under Subsection (c) above prior to the date originally planned, they will be recalled in the ascending order of their seniority with the most junior such employee on each shift in each classification in each department or group of departments being called first. If, after employees are temporarily laid off under Subsection (c), it is determined in a department or group of departments that the temporary layoff will be extended for an indefinite period of time, the work force in the department or group of departments including those employees on temporary layoff will be adjusted within ten (10) working days in accordance with Section (32).

Temporary Layoff. When In cases where there is a temporary layoff, that is a reduction in force for hours or where a definite period layoff is considered not permanent, as much notice as possible will be given with a minimum of time for any reason not set forth in Sections two (302) days. i) Seasonal, part-time, temporary and (32)probationary employees, will leave the classification before regular employees on each shift in each with seniority. ii) Utility employees working within the classification will leave the classification prior to regular classified employees and in each department or such groupings of departments performing substantially similar work as a relief employee who may be agreed upon locally scheduled in the classification at the time. iii) Relief employees will leave their classification prior to regular classified employees. iv) Regular employees in the classification will be laid off as follows:the last to be reduced. This reduction will be in reverse order of seniority. (a) Probationary The regular classified employee being temporarily reduced, is entitled to displace the most junior employee in the department provided that the senior employee has the reasonable ability and qualifications to perform the junior employee's work. Where more than one (1) employee is being displaced, the company will determine the bumping sequence in such a manner so as to afford senior employees an opportunity to remain in the department if possible. Where the senior employee is unable to perform that work or there is no work in their department the senior employee is entitled to displace the most junior employee in the plant provided they have the reasonable ability and qualifications to perform the work available. b) The junior employee in a department who is displaced from their department in a) above, is entitled to displace the most junior employee in the plant, provided they have the reasonable ability and qualifications to perform the work available. The junior employee in the plant will be laid off. (bc) Employees with less than one year of seniority will A relief employee scheduled in their own classification for a specific time to replace a regular classified employee, may not be laid off according to senioritydisplaced by a junior employee from another classification during the specified replacement time. (c) Employees with one year or more of seniority will be laid off in the inverse or descending order of their seniority with the most senior employee being laid off first. They will be advised of the expected duration of the layoff and their scheduled return date. However, such employees may elect to remain at work and if able to perform the available work will be permitted to do so in the same seniority order up to the number of employees required. The arrangement described above must result in maintaining an experienced, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of junior position in the temporary layoff plant is subsequently extended to occupied by an employee possessing a later but definite datetrades license, employees laid off pursuant to Subsection (c) above will be afforded then the option of returning to work on the date originally scheduled or remaining on layoff junior position for the duration purposes of this clause only shall be the extended periodsecond (2nd) most junior position in the plant. An The same reverse sequence shall be followed until the first (1st) position is found which the displaced employee who elects to return on the originally scheduled date will can perform without training. Such displaced employee may displace the a junior employee on the shift in the classification in plant if they can perform the department. (e) If it becomes necessary to recall employees laid off under Subsection (c) above prior to the date originally planned, job without training or they will be recalled in laid off. Subject to the ascending order needs of their seniority with the most junior such employee on each shift in each classification in each department or group of departments being called first. If, after employees are temporarily laid off under Subsection (c), it is determined in a department or group of departments that the temporary layoff will be extended for an indefinite period of timebusiness, the work force in the department or group Company will consider requests for voluntary layoffs during periods of departments including those employees on temporary layoff will be adjusted within ten lay-off not exceeding thirteen (1013) working days in accordance with Section (32)weeks.

Temporary Layoff. When there is An employee who has received notice of a temporary layoff (a layoff of up to six (6) months) shall have the right to either: i) accept the layoff, that is a reduction or if not accepted; ii) displace the least senior employee in force for a definite period of time for any reason not set forth in Sections (30) and (32), employees on each shift in each an equal or lower paid classification and in each department or such groupings of departments performing substantially similar work as may be agreed upon locally will within the employee's seniority group provided the employee about to be laid off as follows: (a) Probationary employees will be laid off. (b) Employees with less than one year has successfully completed the probationary or trial period of seniority will be laid off according to seniority. (c) Employees with one year or more of seniority will be laid off in the inverse or descending order of their seniority with the most senior employee being laid off first. They will be advised of the expected duration of the layoff such position and their scheduled return date. However, such employees may elect to remain at work and if is able to perform the available work will be permitted to do so required work, or if this does not occur; iii) displace the least senior employee in any classification in Group 1 within the employee's seniority group (in the same case of an RPN layoff, an RPN shall also be given the option to bump the HCA and/or Orderly classification), or if this does not occur; iv) displace the least senior employee in an equal or lower paid classification outside the employee's seniority order up group provided the employee about to the number of employees required. The arrangement described above must result in maintaining an experienced, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of the temporary layoff is subsequently extended to a later but definite date, employees be laid off pursuant has successfully completed the probationary or trial period of such position and is able to Subsection perform the required work, or if this does not occur; v) if offered by the Corporation, accept a transfer into an equal or lower paid second subsequent vacancy within the employee's seniority group, in which there is a vacancy which the Corporation has determined must be filled and for which the employee is able to perform the required work. (It is understood that this provision prevails over the collective agreement's posting procedures). For the purpose of Articles 16.03 (3) c) above will ), in the case of part-time employees who work on a "regularly scheduled" basis, the "least senior employee" shall mean: The least senior employee who works on a regularly scheduled basis, or the least senior employee who works on an as required, irregular basis. For example, in the case of a part-time employee who works on a regularly scheduled basis, the employee would, subject to other provisions of Article XVI, be afforded given the option to bump the least senior regularly scheduled part-time employee first and failing this, the option to bump the least senior employee within the applicable classification and seniority group. It is understood that part-time bumping options may be of returning to work on lesser hours than the date originally scheduled or remaining on layoff for employee receives in the duration of the extended periodposition s/he is being laid off from. An employee who elects to return on the originally scheduled date will displace the junior employee on the shift in the classification in the department. must, within five (e) If it becomes necessary to recall employees laid off under Subsection (c) above prior to the date originally planned, they will be recalled in the ascending order of their seniority with the most junior such employee on each shift in each classification in each department or group of departments being called first. If, after employees are temporarily laid off under Subsection (c), it is determined in a department or group of departments that the temporary layoff will be extended for an indefinite period of time, the work force in the department or group of departments including those employees on temporary layoff will be adjusted within ten (105) working days of receipt of the layoff notice, notify a representative of the Human Resources Department in accordance writing of his or her intention to review and/or exercise the options as contemplated above. Employees failing to provide this notification within the above time limit will be deemed to have accepted the layoff and will forfeit bumping rights. A bumping employee must always be senior to the employee he or she is bumping, and an employee who bumps pursuant to this article will be given orientation consistent with Section (32)internal job-posting candidates.

Temporary Layoff. When there is An employee who has received notice of a temporary layoff (a layoff of up to six (6) months) shall have the right to either: i) accept the layoff, that is a reduction or if not accepted; ii) displace the least senior employee in force for a definite period of time for any reason not set forth in Sections (30) and (32), employees on each shift in each an equal or lower paid classification and in each department or such groupings of departments performing substantially similar work as may be agreed upon locally will within the employee's seniority group provided the employee about to be laid off as follows: (a) Probationary employees will be laid off. (b) Employees with less than one year has successfully completed the probationary or trial period of seniority will be laid off according to seniority. (c) Employees with one year or more of seniority will be laid off in the inverse or descending order of their seniority with the most senior employee being laid off first. They will be advised of the expected duration of the layoff such position and their scheduled return date. However, such employees may elect to remain at work and if is able to perform the available work will be permitted to do so required work, or if this does not occur; iii) displace the least senior employee in any classification in Group 1 within the employee's seniority group (in the same case of an RPN layoff, an RPN shall also be given the option to bump the HCA and/or Orderly classification), or if this does not occur; iv) displace the least senior employee in an equal or lower paid classification outside the employee's seniority order up group provided the employee about to the number of employees required. The arrangement described above must result in maintaining an experienced, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of the temporary layoff is subsequently extended to a later but definite date, employees be laid off pursuant has successfully completed the probationary or trial period of such position and is able to Subsection (cperform the required work, or if this does not occur; v) above will be afforded the option of returning to work on the date originally scheduled or remaining on layoff for the duration of the extended period. An employee who elects to return on the originally scheduled date will displace the junior least senior employee on in a higher paid classification within the shift in employee’s seniority group provided the classification in the department. (e) If it becomes necessary employee about to recall employees be laid off under Subsection has successfully completed the probationary or trial period of such position and is able to perform the required work, or if this does not occur; vi) if offered by the Corporation, accept a transfer into an equal or lower paid second subsequent vacancy within the employee's seniority group, in which there is a vacancy which the Corporation has determined must be filled and for which the employee is able to perform the required work. (cIt is understood that this provision prevails over the collective agreement's posting procedures). For the purpose of Articles 16.03 (3) above prior to the date originally planned, they will be recalled in the ascending order of their seniority with the most junior such employee on each shift in each classification in each department or group of departments being called first. If, after employees are temporarily laid off under Subsection (c), it is determined in the case of part-time employees who work on a department or group of departments that the temporary layoff will be extended for an indefinite period of time"regularly scheduled" basis, the work force "least senior employee" shall mean: The least senior employee who works on a regularly scheduled basis or the least senior employee who works on an as required, irregular basis. For example, in the department or group case of departments including those employees a part-time employee who works on temporary layoff will a regularly scheduled basis, the employee would, subject to other provisions of Article XVI, be adjusted given the option to bump the least senior regularly scheduled part-time employee first and failing this, the option to bump the least senior employee within ten the applicable classification and seniority group. It is understood that part-time bumping options may be of lesser hours than the employee receives in the position s/he is being laid off from. An employee must, within five (105) working days of receipt of the layoff notice, notify a representative of the Human Resources Department in accordance writing of his or her intention to review and/or exercise the options as contemplated above. Employees failing to provide this notification within the above time limit will be deemed to have accepted the layoff and will forfeit bumping rights. A bumping employee must always be senior to the employee he or she is bumping, and an employee who bumps pursuant to this article will be given orientation consistent with Section (32)internal job-posting candidates.

Temporary Layoff. When there is In the event of a temporary layofflayoff that exceeds fourteen (14) calendar days, that is a reduction in force for a definite period of time for any reason not set forth in Sections (30) and (32), employees on each shift in each classification and in each department or such groupings of departments performing substantially similar work as may be agreed upon locally will be the laid off employee will have the option of: • ceasing employment with the University and electing enhanced severance pay effective the date of layoff as follows: (a) Probationary employees will be laid off. (b) Employees with less than one year of seniority will be laid off according to seniority. (c) Employees with one year per the severance pay schedule attached as Appendix A hereto; or more of seniority will be laid off • accepting the layoff; or • displacing the most junior employee in an equal or lower paying classification within the Department, unless no such displacement option is available within the Department. Where only lower classification positions are available in the inverse or descending order of their seniority with the most senior Department, an employee being laid off first. They will be advised of the expected duration of the layoff and their scheduled return date. However, such employees may elect to remain at work and if able to perform the available work will be permitted to do so in the same seniority order up to the number of employees required. The arrangement described above must result in maintaining an experienced, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of the temporary layoff is subsequently extended to a later but definite date, employees laid off pursuant to Subsection (c) above will be afforded the option of returning to work on the date originally scheduled or remaining on layoff for the duration of the extended period. An employee who elects to return on the originally scheduled date will can displace the junior employee on in those classifications and they shall maintain their higher rate of pay. If no such displacement option is available within the shift in Department, the classification in the department. (e) If it becomes necessary to recall employees laid off under Subsection (c) above prior to employee may displace a junior employee in an equal or lower paying classification within the date originally plannedUniversity. In all cases, they will be recalled in the ascending order displacement of their seniority with the most junior employee in an equal or lower paying classification is dependent on the laid off employee being capable of performing the duties of the job with an eight (8) day training and familiarization period. The employee displaced as a result of the above displacement procedure shall have the option of: • Ceasing employment with the University and electing enhanced severance pay effective the date of layoff as per the severance pay schedule attached as Appendix A hereto; or • accepting the layoff; or • displacing the most junior employee in an equal or lower paying classification within the Department, unless no such displacement option is available within the Department. Where only lower classification positions are available in the Department, an employee can displace the junior employee in those classifications and they shall maintain their higher rate of pay. If no such displacement option is available within the Department, the laid off employee may displace a junior employee in an equal or lower paying classification within the University. In all cases, the displacement of the most junior employee in an equal or lower paying classification is dependent on each shift in each classification in each department the laid off employee , being capable of performing the duties of the job with an eight (8) day training and familiarization period. The employee displaced as a result of the third displacement shall not have the option of displacing another employee, but shall have the option of: • Ceasing employment with the University and electing enhanced severance pay effective the date of layoff as per the severance pay schedule attached as Appendix A hereto; or group of departments being called first• accepting the layoff. If, after employees Employees who are temporarily laid off under Subsection (c), it is determined and who displace employees in a another department or group of departments that the temporary layoff will be extended for an indefinite period assigned the shift start time and workday schedule (days of timethe week worked) of the employee they displaced. When the University implements a new shift schedule, the seniority of the employees who regularly work force in the department or group will have preference over the employees who have displaced into the department. Following this, the seniority of departments including those the employees on temporary layoff who have displaced into the department will be adjusted within ten (10) working days in accordance with Section (32)applied.

Temporary Layoff. When there is An employee who has received notice of a temporary layoff (a layoff of up to six (6) months) shall have the right to either: i) accept the layoff, that is a reduction or if not accepted; ii) displace the least senior employee in force for a definite period of time for any reason not set forth in Sections (30) and (32), employees on each shift in each an equal or lower paid classification and in each department or such groupings of departments performing substantially similar work as may be agreed upon locally will within the employee's seniority group provided the employee about to be laid off as follows: (a) Probationary employees will be laid off. (b) Employees with less than one year has successfully completed the probationary or trial period of seniority will be laid off according to seniority. (c) Employees with one year or more of seniority will be laid off in the inverse or descending order of their seniority with the most senior employee being laid off first. They will be advised of the expected duration of the layoff such position and their scheduled return date. However, such employees may elect to remain at work and if is able to perform the available work will be permitted to do so required work, or if this does not occur; iii) displace the least senior employee in any classification in Group 1 within the employee's seniority group (in the same case of an RPN layoff, an RPN shall also be given the option to bump the HCA and/or Orderly classification), or if this does not occur; iv) displace the least senior employee in an equal or lower paid classification outside the employee's seniority order up group provided the employee about to the number of employees required. The arrangement described above must result in maintaining an experienced, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of the temporary layoff is subsequently extended to a later but definite date, employees be laid off pursuant has successfully completed the probationary or trial period of such position and is able to Subsection perform the required work, or if this does not occur; v) if offered by the Corporation, accept a transfer into an equal or lower paid second subsequent vacancy within the employee's seniority group, in which there is a vacancy which the Corporation has determined must be filled and for which the employee is able to perform the required work. (cIt is understood that this provision prevails over the collective agreement's posting procedures). For the purpose of Articles 16.03 (3) above will be afforded the option of returning to work on the date originally scheduled or remaining on layoff for the duration of the extended period. An employee who elects to return on the originally scheduled date will displace the junior employee on the shift in the classification in the department. (e) If it becomes necessary to recall employees laid off under Subsection (c) above prior to the date originally planned, they will be recalled in the ascending order of their seniority with the most junior such employee on each shift in each classification in each department or group of departments being called first. If, after employees are temporarily laid off under Subsection (c), it is determined in the case of part-time employees who work on a department or group of departments that the temporary layoff will be extended for an indefinite period of time"regularly scheduled" basis, the work force "least senior employee" shall mean: The least senior employee who works on a regularly scheduled basis, or the least senior employee who works on an as required, irregular basis. For example, in the department or group case of departments including those employees a part-time employee who works on temporary layoff will a regularly scheduled basis, the employee would, subject to other provisions of Article XVI, be adjusted given the option to bump the least senior regularly scheduled part-time employee first and failing this, the option to bump the least senior employee within ten the applicable classification and seniority group. It is understood that part-time bumping options may be of lesser hours than the employee receives in the position s/he is being laid off from. An employee must, within five (105) working days of receipt of the layoff notice, notify a representative of the Human Resources Department in accordance writing of his or her intention to review and/or exercise the options as contemplated above. Employees failing to provide this notification within the above time limit will be deemed to have accepted the layoff and will forfeit bumping rights. A bumping employee must always be senior to the employee he or she is bumping, and an employee who bumps pursuant to this article will be given orientation consistent with Section (32)internal job-posting candidates.

Temporary Layoff. When there is An employee who has received notice of a temporary layoff (a layoff of up to six (6) months) shall have the right to either: i) accept the layoff, that is a reduction or if not accepted; ii) displace the least senior employee in force for a definite period of time for any reason not set forth in Sections (30) and (32), employees on each shift in each an equal or lower paid classification and in each department or such groupings of departments performing substantially similar work as may be agreed upon locally will within the employee's seniority group provided the employee about to be laid off as follows: (a) Probationary employees will be laid off. (b) Employees with less than one year has successfully completed the probationary or trial period of seniority will be laid off according to seniority. (c) Employees with one year or more of seniority will be laid off in the inverse or descending order of their seniority with the most senior employee being laid off first. They will be advised of the expected duration of the layoff such position and their scheduled return date. However, such employees may elect to remain at work and if is able to perform the available work will be permitted to do so required work, or if this does not occur; iii) displace the least senior employee in any classification in Group 1 within the employee's seniority group (in the same case of an RPN layoff, an RPN shall also be given the option to bump the HCA and/or Orderly classification), or if this does not occur; iv) displace the least senior employee in an equal or lower paid classification outside the employee's seniority order up group provided the employee about to the number of employees required. The arrangement described above must result in maintaining an experienced, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of the temporary layoff is subsequently extended to a later but definite date, employees be laid off pursuant has successfully completed the probationary or trial period of such position and is able to Subsection perform the required work, or if this does not occur; v) if offered by the Corporation, accept a transfer into an equal or lower paid second subsequent vacancy within the employee's seniority group, in which there is a vacancy which the Corporation has determined must be filled and for which the employee is able to perform the required work. (cIt is understood that this provision prevails over the collective agreement's posting procedures). For the purpose of Articles 16.03 (3) above will be afforded the option of returning to work on the date originally scheduled or remaining on layoff for the duration of the extended period. An employee who elects to return on the originally scheduled date will displace the junior employee on the shift in the classification in the department. (e) If it becomes necessary to recall employees laid off under Subsection (c) above prior to the date originally planned, they will be recalled in the ascending order of their seniority with the most junior such employee on each shift in each classification in each department or group of departments being called first. If, after employees are temporarily laid off under Subsection (c), it is determined in the case of part-time employees who work on a department or group of departments that the temporary layoff will be extended for an indefinite period of time"regularly scheduled" basis, the work force "least senior employee" shall mean: The least senior employee who works on a regularly scheduled basis or the least senior employee who works on an as required, irregular basis. For example, in the department or group case of departments including those employees a part-time employee who works on temporary layoff will a regularly scheduled basis, the employee would, subject to other provisions of Article XVI, be adjusted given the option to bump the least senior regularly scheduled part-time employee first and failing this, the option to bump the least senior employee within ten the applicable classification and seniority group. It is understood that part-time bumping options may be of lesser hours than the employee receives in the position s/he is being laid off from. An employee must, within five (105) working days of receipt of the layoff notice, notify a representative of the Human Resources Department in accordance writing of his or her intention to review and/or exercise the options as contemplated above. Employees failing to provide this notification within the above time limit will be deemed to have accepted the layoff and will forfeit bumping rights. A bumping employee must always be senior to the employee he or she is bumping, and an employee who bumps pursuant to this article will be given orientation consistent with Section (32)internal job-posting candidates.

Temporary Layoff. When there is An employee who has received notice of a temporary layoff (a layoff of up to six (6) months) shall have the right to either: i) accept the layoff, that is a reduction or if not accepted; ii) displace the least senior employee in force for a definite period of time for any reason not set forth in Sections (30) and (32), employees on each shift in each an equal or lower paid classification and in each department or such groupings of departments performing substantially similar work as may be agreed upon locally will within the employee's seniority group provided the employee about to be laid off as follows: (a) Probationary employees will be laid off. (b) Employees with less than one year has successfully completed the probationary or trial period of seniority will be laid off according to seniority. (c) Employees with one year or more of seniority will be laid off in the inverse or descending order of their seniority with the most senior employee being laid off first. They will be advised of the expected duration of the layoff such position and their scheduled return date. However, such employees may elect to remain at work and if is able to perform the available work will be permitted to do so required work, or if this does not occur; iii) displace the least senior employee in any classification in Group 1 within the employee's seniority group (in the same case of an RPN layoff, an RPN shall also be given the option to bump the PSW and/or Orderly classification), or if this does not occur; iv) displace the least senior employee in an equal or lower paid classification outside the employee's seniority order up group provided the employee about to the number of employees required. The arrangement described above must result in maintaining an experienced, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of the temporary layoff is subsequently extended to a later but definite date, employees be laid off pursuant has successfully completed the probationary or trial period of such position and is able to Subsection (cperform the required work, or if this does not occur; v) above will be afforded the option of returning to work on the date originally scheduled or remaining on layoff for the duration of the extended period. An employee who elects to return on the originally scheduled date will displace the junior least senior employee on in a higher paid classification within the shift in employee’s seniority group provided the classification in the department. (e) If it becomes necessary employee about to recall employees be laid off under Subsection has successfully completed the probationary or trial period of such position and is able to perform the required work, or if this does not occur; vi) if offered by the Corporation, accept a transfer into an equal or lower paid second subsequent vacancy within the employee's seniority group, in which there is a vacancy which the Corporation has determined must be filled and for which the employee is able to perform the required work. (cIt is understood that this provision prevails over the collective agreement's posting procedures). For the purpose of Articles 16.03 (3) above prior to the date originally planned, they will be recalled in the ascending order of their seniority with the most junior such employee on each shift in each classification in each department or group of departments being called first. If, after employees are temporarily laid off under Subsection (c), it is determined in the case of part-time employees who work on a department or group of departments that the temporary layoff will be extended for an indefinite period of time"regularly scheduled" basis, the work force "least senior employee" shall mean: The least senior employee who works on a regularly scheduled basis or the least senior employee who works on an as required, irregular basis. For example, in the department or group case of departments including those employees a part-time employee who works on temporary layoff will a regularly scheduled basis, the employee would, subject to other provisions of Article 16, be adjusted given the option to bump the least senior regularly scheduled part-time employee first and failing this, the option to bump the least senior employee within ten the applicable classification and seniority group. It is understood that part-time bumping options may be of lesser hours than the employee receives in the position s/he is being laid off from. An employee must, within five (105) working days of receipt of the layoff notice, notify a representative of the Human Resources Department in accordance writing of his or her intention to review and/or exercise the options as contemplated above. Employees failing to provide this notification within the above time limit will be deemed to have accepted the layoff and will forfeit bumping rights. A bumping employee must always be senior to the employee he or she is bumping, and an employee who bumps pursuant to this article will be given orientation consistent with Section (32)internal job-posting candidates.

Temporary Layoff. When there is a temporary layoff, that is a reduction Layoffs lasting no longer than one (1) full week beyond the week in force for a definite period of time for any reason not set forth in Sections (30) and (32), employees on each shift in each classification and in each department or such groupings of departments performing substantially similar work as may be agreed upon locally which the layoff occurs will be laid off as follows: handled by seniority, within the work group, of the classification, on the shift. When Layoffs are expected to last more than one (a1) Probationary full week beyond the week in which the layoff occurs, the least senior employees in the affected classification will be laid off. (b) Employees layed off first, starting with less than one year of probationary employees. An employee layed off from his classification may use his plant seniority will be laid off according to seniority. (c) Employees with one year or more of seniority will be laid off displace the least senior employee in the inverse or descending order of their seniority with the most senior employee being laid off first. They will be advised of the expected duration of the layoff and their scheduled return date. However, such employees may elect to remain at work and if able to perform the available work will be permitted to do so in the same seniority order up to the number of employees requiredbargaining unit. The arrangement described above must parties agree that maintenance, mould technicians and other non-interchangeable classifications will not be displaced by an employee in an interchangeable classification as a result of a layoff. Seniority permitting, an employee layed off from a non-interchangeable classification may displace an employee in maintaining an experienceda different non–interchangeable classification, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of the temporary layoff is subsequently extended to a later but definite date, employees laid providing they have previously worked in that classification. An Employee being layed off pursuant to Subsection (c) above from these classifications will be afforded have the option of returning to work displacing the lowest seniority employee from the interchangeable classification, providing, their seniority is greater. In the event of a Maintenance or Mould Technician ▇▇▇▇▇▇▇ reduction, the following will apply based on the date originally scheduled or remaining on layoff for the duration size of the extended periodreduction: The apprentices would be layed off first (displacing the lowest seniority employee from the interchangeable classification, providing, their seniority is greater) based on start dates within the Maintenance or Mould Technician classification. (Last apprentice entering the Maintenance or Mould Technician classification is layed off out of the department first, same date starts are based on plant seniority). If further reduction is required, skilled trades Maintenance Technicians or Mould Technicians will be layed off based on their classification seniority. Trades may be protected (electricians, millwrights, tool & die/mould makers) based on business needs without regard to seniority. An employee who elects to return being layed off from these classifications will have the option of displacing the lowest seniority employee from the interchangeable classification, providing, their seniority is greater. As apprentices become licensed tradesmen, their seniority within the department is based on the originally scheduled enrollment date will displace with the junior employee Ontario Training and Adjustment Board, which is then used in place of plant seniority for lay off purposes out of the department. Seniority is based on the shift in dates they received their skilled trade ticket, not on plant seniority, except for the classification in purpose of calculating vacation and benefits. During any layoff situation the department. (e) If it becomes necessary to recall employees laid off under Subsection (c) above prior to Union Plant Committee will have super seniority, provided they can do the date originally planned, they work without substantial training. Employees will be recalled to their home classification or into the plant in the ascending order of line with their seniority with the most junior such employee on each shift in each classification in each department or group of departments being called first. If, after employees are temporarily laid off under Subsection (c), it is determined in a department or group of departments that the temporary layoff will be extended for an indefinite period of time, the work force in the department or group of departments including those employees on temporary layoff will be adjusted within ten (10) working days in accordance with Section (32).applicable seniority

Temporary Layoff. When there is it becomes necessary to layoff employees for two working days or less, it will be the responsibility of the Company to try and place those employees affected into other jobs of a temporary layoffnature. If it is not possible to place all the employees affected, that is a reduction in force for a definite period of time for any reason not set forth in Sections (30) and (32), those employees on each shift in each classification and in each department or such groupings of departments performing substantially similar work as may be agreed upon locally will be laid off as follows: (a) Probationary employees will be laid off. (b) Employees with less than one year of without regard to seniority will for a period not to exceed two working days. No employee shall be laid off without regard to seniority for more than a total of five working days in any contract year. Employees shall be given at least twelve hours notice of such temporary layoffs. It is understood and agreed that exception in the application of Article may be made by mutual agreement of the parties hereto. An employee given notice of layoff or reduction in classification elect to accept layoff or be placed according to seniority. (c) Employees with one year or more the following procedure: first, the employee given notice of ▇▇▇▇▇▇ may use his/her seniority will be laid off to displace a less senior employee within the classification on any shift. in the inverse or descending order of their event there is no vacancy on his/her shift an employee may displace another employee with less seniority with on any shift, provided he/she has the most senior employee being laid off first. They will be advised of the expected duration of the layoff skill and their scheduled return date. However, such employees may elect to remain at work and if able ability to perform the available work job. if the employee is not the least senior employee on his/her shift, and is unable to displace a less senior employee on his/her shift, then the employee will be permitted to do so in placed and trained on a job on his/her shift and the same employee with the least seniority order up to the number of employees required. The arrangement described above must result in maintaining an experienced, qualified workforce capable of assuring the uninterrupted and efficient operation of the plant. (d) If the expected duration of the temporary layoff is subsequently extended to a later but definite date, employees laid off pursuant to Subsection (c) above will be afforded the option of returning to work on the date originally scheduled or remaining on layoff for the duration of the extended period. An employee who elects to return on the originally scheduled date will displace the junior employee on the shift in may be moved off the classification in shift. the department. (e) If it becomes necessary to recall employees laid off under Subsection (c) above prior employee displaced according to the date originally plannedabove procedure by the senior employee who was given notice of layoff or bumped may displace a less senior employee according to the procedure in above, they Note: will be recalled limited to a maximum of two (three including the least senior on the shift) skill and ability, as used in the ascending order of their seniority with the most junior such employee on each shift in each classification in each department or group of departments being called first. Ifabove, after employees are temporarily laid off under Subsection (c), it is determined in a department or group of departments means that the temporary layoff will be extended for an indefinite period of time, the work force in the department or group of departments including those employees on temporary layoff will be adjusted within ten (10) working days in accordance with Section (32)employee has performed that job satisfactorily.