Permanent Work Force Reduction Sample Clauses

Permanent Work Force Reduction. In the event of Plant closure, partial Plant closure, or change in methods or facilities which will involve a permanent work force reduction of employees covered under this collective Agreement, the Company shall give the Union not less than three (3) months advance notice or statutory notice, whichever is greater, for such change or closure.
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Permanent Work Force Reduction. In the event of Plant closure, partial Plant closure, or change in methods or facilities which will involve a permanent work force reduction of employees covered under this Collective Agreement, the Company shall give the Union not less than six (6) months advance notice or statutory notice, whichever is greater, for such change or closure. After providing such notice, the Company will meet with the Union to consider all available methods to facilitate the planned workforce reductions through attrition. If these considerations fail to provide such workforce reduction within notice period specified above or in circumstances where attrition is not an appropriate method of providing the required reduction, the Company agrees to participate with the Union in every way possible to determine methods of reducing the workforce and minimizing the negative impact on employees affected. Any employee covered by the terms of this Collective Agreement who is permanently discharged or laid off under this Article shall be entitled to severance pay as outlined below, provided that:
Sample 1
Permanent Work Force Reduction. 14.16 In the event of technological change, or the permanent closure of all or part of the refinery, which in the opinion of the Company, will result in a permanent workforce reduction, the Company will:
Sample 1
Permanent Work Force Reduction. (a) In the event of technological change or the permanent closure of all or part of the Terminal which in the opinion of the Company will result in a permanent workforce reduction, the Company will:
Sample 1
Permanent Work Force Reduction. In the event of technological change, or the permanent closure of all or part of the plant which, in the opinion of the Company, will result in a permanent work force reduction, the Company will: Notify the Union six (6) months in advance; and, Meet with representatives of the Union to discuss the impact of the change on the work force. If after using attrition, reduction in the work force is unavoidable, terminated employees will be entitled to severance pay, provided: the employees have not refused to exercise seniority rights to claim other available jobs within the bargaining unit; the employees have not rejected reasonable alternative which the Company may offer to the employees; the employees remain available for work until the designated date of termination; and, the employees, by virtue of performance or actions prior to or during the notice period of termination, are not discharged for just cause. Severance pay will be calculated on the basis of one (1) week's pay per year of service. For the purpose of this calculation, a week's pay is defined as hours pay at the employee's straight time basic wage rate at the time of termination. Partial years of service will be prorated for the calculation of severance payments and such payments will be subject to statutory deductions. Should the Company be required by law or otherwise to make any payments by reason of layoff or termination of any employee exclusive of: earned vacation pension payments sickness or disability insurance payments workers' compensation such payments shall be deducted from the severance payment provided for herein.
Sample 1
Permanent Work Force Reduction. Article A.1 In the event of a permanent reduction of the work force resulting from a permanent closure of all or part of the refinery or resulting from a change in methods or facilities in the refinery, the Company shall give advance notice of the closure or change to the Union of either six (6) months or statutory notice, where applicable, whichever is the greater.
Sample 1

Related to Permanent Work Force Reduction

  • WORKFORCE REDUCTION In the event that funding reductions or shortfalls in funding occur in a department or are expected, which may result in layoffs, the department will notify the union and take the following actions:

  • Reduction in Force and Recall In the event a RIF (reduction in force) is necessary, any employee who is laid off and is a member of the retirement plan may withdraw the employee's total contribution without forfeiture of the employee's vested portion of the City's contribution. The vested portion of the City's contribution must remain in the employee's account with the carrier of the retirement plan or roll that vested portion over into an authorized XXX plan.

  • REDUCTION IN WORK FORCE 19.01 In the event of a reduction in the work force, regular employees shall be laid off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid off.

  • Reduction in Force Procedure Should a situation arise which could result in a layoff of Faculty Members, the District shall provide the Federation with a written statement of the basis for the decision with supporting data and projected reductions that may be needed. Upon the request of either party, the District and the Federation shall meet promptly to discuss the impact of such action and any possible alternative courses of action. In the case of a reduction in force, the District shall notify the Federation in writing of the names of all Faculty Members to be laid off. This notice shall be given simultaneously with notification to the affected Faculty Members. This procedure shall also include all notifications of re-employment following a layoff.

  • REDUCTION IN FORCE It is understood and agreed that in addition to the above designated and related duties, full-time professional staff shall participate fully in the activities of institutional councils and/or committees. The employment status of the Employee shall be as follows: Executive/Managerial Appointment , not subject to tenure. Professional/Managerial Appointment , not subject to tenure. Other conditions of Employment:

  • REDUCTION IN FORCE (RIF If the Board determines it necessary to reduce the number of teaching positions, the following procedures shall apply: A RIF may occur for the reasons set forth in Ohio Revised Code 3319.17, as well as for curriculum changes and/or financial reasons.

  • REDUCTION IN WORKFORCE 16.01 The employer will layoff employees in reverse order of seniority within the classification provided those retained have the ability to do the work. No new employee will be hired until all those qualified employees with recall rights have been given the opportunity to return to work and have failed to do so.

  • Continuous, Intermittent, and Reduced Work Schedule Leave All leave granted under this Article shall normally be for a continuous period of time for each incident. An employee shall be permitted to take intermittent leave or work on a reduced schedule to take care of a family member with a serious health condition or for his/her own serious health condition when it is medically necessary. Management may require the employee to transfer temporarily to an available alternative position with equivalent compensation for which the employee is qualified that accommodates recurring periods of leave better than the employee’s regular position. Employees who elect a part-time schedule shall receive prorated compensated time off benefits in accordance with Section 4.110 of the Los Angeles Administrative Code during the duration of their part-time schedule. In accordance with the California Family Rights Act (CFRA), leave for the birth, adoption or xxxxxx care placement of a child of an employee (“bonding” leave) does not have to be taken in one continuous period of time. Under CFRA, the basic minimum duration of bonding leave is two weeks, and on any two occasions an employee is entitled to such bonding leave for a time period of not less than one day but less than two weeks’ duration. Any other form of intermittent leave, or work on a reduced schedule, for the purpose of bonding leave shall only be permitted at the discretion of Management. Bonding leave must be concluded within one year of the birth or placement of the child.

  • Workforce Adjustment (a) The Parties recognize that workforce adjustment may be necessary due to the elimination of positions resulting from a reduction in the amount of work required to be done by the Commission, reorganization or program termination.

  • Examination of work before covering up In respect of the work which the Authority’s Engineer is entitled to examine, inspect, measure and/or test before it is covered up or put out of view or any part of the work is placed thereon, the Contractor shall give notice to the Authority’s Engineer whenever any such work is ready and before it is covered up. The Authority’s Engineer shall then either carry out the examination, inspection or testing without unreasonable delay, or promptly give notice to the Contractor that the Authority’s Engineer does not require to do so. Provided, however, that if any work is of a continuous nature where it is not possible or prudent to keep it uncovered or incomplete, the Contractor shall notify the schedule of carrying out such work to give sufficient opportunity, not being less than 3 (three) business days’ notice, to the Authority’s Engineer to conduct its inspection, measurement or test while the work is continuing. Provided further that in the event the Contractor receives no response from the Authority’s Engineer within a period of 3 (three) business days from the date on which the Contractor’s notice hereunder is delivered to the Authority’s Engineer, the Contractor shall be entitled to assume that the Authority’s Engineer would not undertake the said inspection.

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