Common use of WORKFORCE ADJUSTMENTS Clause in Contracts

WORKFORCE ADJUSTMENTS. The company will provide the following notice to the Union based on the following schedule: Loss of Shift (no production calendar days Mass Layoff (2 employees) calendar days Addition of a Shift calendar days Layoffs employees) calendar days Internal Work Force Adjustments calendar days In situations where Employment Standards Act dictate a longer notice period based on layoff numbers, will prevail. Whenever it becomes necessary to decrease the force, probationary employees will be the first laid off, if further layoffs are necessary, employees with the least amount of seniority shall be laid off. The Union Plant Committee will be retained, as defined in Article Union Representation, in the employ of the Company during their respective terms of notwithstanding their position on the seniority list, so long as the Company has work available which they are able and willing to perform. Employees who have been laid off in accordance with the above provisions will be returned to work in line of seniority in which they were laid off. The Company will provide the Chairperson of the Union Plant Committee with a list of employees to be laid off or recalled, also any cancellation of such notices. There will be a separate list for Production employees and Skilled Trades employees. In the event of a work force reduction the least sen- ior in the work affected will be placed on the displacement list. These will have the right to bump into any work group where their seniority is greater than the least senior employee in that work group. The Company shall not contract outside work per- formed by Bargaining Unit employees which will have the direct effect of causing a layoff of the affected bar- gaining unit employees. Bargaining unit work which has been sourced will be returned to the bargaining unit if employees are on lay-off.

WORKFORCE ADJUSTMENTS. The company will provide 15.1 Layoffs or reductions from the following notice to the Union based on the following schedule: Loss regular workday and regular work week as defined herein because of Shift (no production calendar days Mass Layoff (2 employees) calendar days Addition lack of a Shift calendar days Layoffs employees) calendar days Internal Work Force Adjustments calendar days In situations where Employment Standards Act dictate a longer notice period based on layoff numbers, will prevail. Whenever it becomes necessary to decrease the force, probationary employees will be the first laid off, if further layoffs are necessary, employees with the least amount of seniority work shall be laid off. The Union Plant Committee will be retained, as defined in Article Union Representation, in the employ of the Company during their respective terms of notwithstanding their position on the seniority list, so long as the Company has work available which they are able and willing to perform. Employees who have been laid off made in accordance with the above provisions will following procedure: a. Employees who have not established seniority shall first be returned to work in line of seniority in which they were laid off. The Company will provide terminated. b. Regular full-time employees within the Chairperson of the Union Plant Committee with a list of employees to affected job classification shall be laid off or recalledin the inverse order of their seniority. c. Regular full-time employees, also any cancellation of such notices. There otherwise subject to layoff, shall have bump rights, according to seniority and qualifications. (1) If a regular full-time employee bumps in order to preserve employment, the employee will be given a separate list for Production employees 45 working day adjustment period to demonstrate the ability to perform the essential duties of the position. Management will evaluate and Skilled Trades employeesinform the employee of progress as well as areas needing improvement once the employee completes 20 working days of the adjustment period. In At the event completion of a work force reduction the least sen- ior adjustment period, management will confirm whether the employee is qualified to continue in the work affected will position. Any decision to disqualify shall be placed on based upon objective performance criteria related to the displacement list. These will have the right essential job duties. (2) Eligibility to bump into the Foreperson position shall be limited to employees with at least three years field experience in the construction area. (3) Eligibility to bump into the Measurement and Control position shall be limited to employees with three years of field experience in Service and/or Construction areas. (4) In no case will employees in the Welding classification be bumped unless the employee has previously held and was qualified in the classification. (5) Field experience as a Seasonal Gas Operations employee may be considered as contributing to the minimum experience requirement at the discretion of management. The wage rate for this adjustment period will be determined as the mid-level pay for the classification in which the employee has bumped. Upon completion of the adjustment period, the employee’s wage rate shall be determined by the employee’s seniority and the wage base of the classification. If the employee is later reassigned to the employee’s former classification, the employee’s wage service credit in the former classification shall be the same as it would have been had the employee remained in the former classification. 15.2 When adding to the forces, the employees most recently reassigned or laid off shall, in accordance with the employee's seniority and Section 15.3, be the first to be reassigned to the employee's former job classification or reemployed, if available, qualifications being sufficient, and provided they are physically qualified to return to work and heretofore satisfactorily performed the type of work available and to which they are to be assigned. 15.3 The seniority of any work group where employee shall not be affected if the employee is temporarily laid off, through no fault of the employee, and reinstated within a period of time equal to their seniority but not less than twelve (12) months nor more than twenty-four (24) months, provided that when a laid off employee is greater requested to return to work, the employee shall be given not less than fourteen (14) days advance notice to that effect. Such notice to be sent to the least senior employee in that work groupemployee's last known address by registered mail, return receipt requested. The Company shall not contract outside work per- formed by Bargaining Unit employees which will have the direct effect seniority of causing a layoff of the affected bar- gaining unit employees. Bargaining unit work which an employee who has been sourced will laid off for more than twelve (12) months or who fails to report as directed shall be returned deemed to the bargaining unit if employees are on lay-offhave terminated.