VOLUNTARY SEPARATION PROGRAM Sample Clauses

VOLUNTARY SEPARATION PROGRAM. The Union and the Employer recognize the continuing need to address the State's fiscal condition, and to that end agree that the State may implement a Voluntary Separation Program (VSP). Through the VSP, the State will offer employees the benefit of severance pay and severance benefits in order to reduce the number of employees and abolish positions that are vacated by employees who are approved to participate in and do participate in the VSP. The Employer will provide the information necessary to enable employees to make knowing and voluntary decisions regarding participation in the VSP.

VOLUNTARY SEPARATION PROGRAM. Effective upon ratification between the parties, the Port agrees to provide up to six (6) voluntary separation incentives to members of the bargaining unit eligible for retirement. The incentives must be exercised as follows: a) Two (2) incentives only for contract year January 1, 2018, through December 31, 2018; b) Two (2) incentives only for contract year January 1, 2019, through December 31, 2019; c) Two (2) incentives only for contract year January 1, 2020, through December 31, 2020. Employees, who are eligible to retire and apply, must submit an application to the Fire Chief by April 30th and, if selected, retire on December 31st. Eligible employees who apply and are selected by the Fire Chief will receive an incentive of $75,000. VSP slots that are not filled in any given year will be eliminated and not carried over to the following year. This program will expire on December 31, 2020, and will not be carried over to a successor collective bargaining agreement. While abuse of alcohol and drugs among our members is the exception rather than the rule, the Local 1257 Firefighters Negotiating Committee shares the concern expressed by many over the growth of substance abuse in America society. The drug testing procedure agreed to by the labor/management, incorporates state-of-the-art employee protection during specimen collection and laboratory testing to protect the innocent. In order to eliminate the safety risks, which result from alcohol or drugs, the parties have agreed to the following procedures. As referred to herein, employee shall mean entry-level probationary employee. a. Illicit substance or drug abuse by members of the Department is unacceptable and censurable conduct worthy of strong administrative action.

VOLUNTARY SEPARATION PROGRAM. For the 2012-13 school year, each teacher who has completed the equivalent of ten (10) or more full-time years of service in the District as a full-time or part-time certificated employee may participate in the Voluntary Separation Program (VSP) if the teacher is at least fifty-five (55) years of age; provided, however, that any teacher so electing to participate shall be required to complete the school year before separation from employment with the District commences. For the 2013-14 school year, each teacher who has completed the equivalent of twenty (20) or more full-time years of consecutive service in the District as a full-time or part-time certificated employee may participate in the Voluntary Separation Program (VSP) if the teacher is at least fifty-five (55) years of age; provided, however, that any teacher so electing to participate shall be required to complete the school year before separation from employment with the District commences. VSP payments represent the purchase of a teacher's "permanent certificated/tenure rights." The procedures to administer this Program shall be established by the District. The schedule of payments to be made under this Program is as shown in Appendix E, which is attached hereto and by reference incorporated in and made a part of this agreement. Each teacher retiring after at least 20 consecutive years of service in the District or who is at least 55 years of age with: (a) at least 10 years of service in the District at the conclusion of the 2012- 13 school year; or (b) at least 20 years of consecutive service in the District at the conclusion of the 2013-14 school year, shall receive $100 per day for each day of unused accumulated paid leave at retirement. To the degree permitted by law, payment for unused paid leave at retirement may be paid as "employer contributions" to either a 403(b) / TSA account or a Health Reimbursement Arrangement (HRA) established for the employee by the District. Each employee participating in the District's Health Plan for retirees shall have these employer contributions made to the HRA; each employee not participating in the District's Health Plan for retirees shall have these employer contributions made to the District-designated 403(b) unless the District decides, at its sole discretion, to pay said amounts as cash. The policies, procedures, implementation and all decisions related thereto shall be the sole responsibility of the District; provided however, the District will revie...

VOLUNTARY SEPARATION PROGRAM. In the event of a Group Termination as defined in the Canada Labour Code, or merger with another company or companies or formation of any successor organization, the Company will engage in a voluntary separation program concurrent with or prior to the group notice period required under the Code. Under this program an employee at any former AECL CANDU location may apply to terminate at a date agreeable to the Company and to receive termination compensation as provided for under the program. The company shall approve such applications where operational requirements are not jeopardized.

VOLUNTARY SEPARATION PROGRAM. The Company may develop and initiate a Voluntary Separation Program (VSP) at any time during the term of this Agreement. The applicable “window period(s)” will be determined by the Company. The eligibility criteria shall provide that opportunities to participate in any VSP will be offered in seniority order within the applicable group(s). The applicable group(s) will be determined by the Company and may include but are not limited to any of the following or any combination thereof: job classification(s), plant(s), facility(ies), functional area(s), seniority group(s) and/or retirement eligibility. The Company shall determine the amount of the separation payment by multiplying the severance amount by the employee’s full year(s) of seniority at the time of separation. Employees who accept such offer may be required to remain at work for up to four (4) months from the effective date of such acceptance to facilitate the training of employees who will replace them or to meet other operational needs of the Company.

VOLUNTARY SEPARATION PROGRAM. 2 years 9.04 Capital Contribution by Authority.............. 7 years 9.05 Act No. 54 Compliance.......................... Statute

VOLUNTARY SEPARATION PROGRAM. 2 The City will evaluate the feasibility of including employees covered by this

VOLUNTARY SEPARATION PROGRAM. The Company may develop and initiate a Voluntary Separation Program (VSP) at any time during the term of this Agreement. The applicable “window period(s)” will be determined by the Company. The eligibility criteria shall provide that opportunities to participate in any VSP will be offered in seniority order within the applicable group(s). The applicable group(s) will be determined by the Company and may include but are not limited to any of the following or any combination thereof: job classification(s), plant(s), facility(ies), functional area(s), seniority group(s) and/or retirement eligibility. Employees who accept such offer may be required to remain at work for up to four (4) months from the effective date of such acceptance to facilitate the training of employees who will replace them or to meet other operational needs of the Company.

VOLUNTARY SEPARATION PROGRAM. In the of Group Termination as defined in the Canada Labour Code, or with another company or companies formation of any successor the will voluntary separation concurrent or prior to notice period Code. Under this program an employee at any location apply to terminate at a date agreeable to the Company and to receive termination compensation as provided for under the program. The company shall approve such applications where operational requirements are not Volunteering for Substitution Lay-off Where notices of lay-off have been issued, an employee who is unaffected and working in a skill area in which an employee given notice is proficient, as established through may apply volunteer for lay-off and thus receive termination compensation per The Company will review all such requests, but reserves the right to deny those which are detrimental to its interests, or where the applications exceed, in a skill area, the number to be laid off. In the latter situation, the applications denied will be those received last. Where a volunteering employee is identified as being on an extended task, lay-off may be deferred at the Company’s discretion until the extended task is completed. Where a request to volunteer is accepted by the Company, it may not be reversed by the employee except with the Company’s agreement. Such employees waive their recall rights per and may not grieve their termination. For each volunteer accepted, the senior-most employee given notice of lay-off who is proficient in the volunteer’s skill area will in have the notice rescinded. New Graduate Hiring Notwithstanding the provisions of Articles and the Company may protect from lay-off up to ten (IO) new graduates hired prior to the notice date of a lay-off. The protection for such new graduates will last for a period of twenty-four months following their hiring; the number of such protected new graduate hirings in any calendar year will be determined by the number of retirements from the Bargaining Unit in the previous year, to a maximum of five per year.