Permanent Layoff. The calculation in determining the six (6) month duration of eligibility for an Employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer- paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred. In the event the employee, while on permanent or seasonal layoff, is rehired to any state job classification with a lesser employer-paid insurance contribution than the employee is receiving under the six (6) months of insurance continuation, the employee shall continue to receive the Employer contribution toward the employer-paid insurance for the duration of the six (6) months. However, notwithstanding the paragraph above, in the event the employee successfully claims another state job in any agency and classification which is insurance eligible without a break in service, and is subsequently non-certified or involuntarily separated, the six (6) month duration for the Employer contribution toward insurance benefits will begin at the time the employee is non-certified or otherwise involuntarily separated and is no longer actively employed by the Employer. In no event shall an extended benefit eligibility period be longer than a total of six (6) months. Further, an employee must be receiving an Employer Contribution under Section 3 (A) or (B) at the time of layoff in order to be eligible for the six (6) months continuation of insurance.
Permanent Layoff. Should business conditions not support recall of laid off employees by the expiry of the temporary layoff period set out in the Employment Standards Xxx 0000, the ERRC shall meet to determine the date that such employees will be entitled to elect whether they wish to retain their right to recall or whether they wish to be deemed to have been terminated effective that date and immediately paid any amounts to which they may be entitled under the Employment Standards Xxx 0000.
Permanent Layoff. In the event of a layoff in excess of ten (10) working days, GO Transit Seniority shall be used in the following manner. Probationary and non-permanent employees within the classification in which the layoff takes place shall be released or displaced first, in order of inverse hire date.
Permanent Layoff. (Type 1)
Permanent Layoff. The calculation in determining the six (6) month duration of eligibility for an employer contribution begins on the date the teacher is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer-paid insurance contribution than the teacher was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred. In the event the teacher, while on permanent layoff, is rehired to any state job classification with a lesser employer-paid insurance contribution than the teacher is receiving under the six (6) months of insurance continuation, the teacher shall continue to receive the employer contribution toward the employer-paid insurance for the duration of the six (6) months. However, notwithstanding the paragraph above, in the event the teacher successfully claims another state job in any agency and classification which is insurance eligible without a break in service, and is subsequently non-certified or involuntarily separated, the six (6) month duration for the employer contribution toward insurance benefits will begin at the time the teacher is non-certified or otherwise involuntarily separated and is no longer actively employed by the Employer. In no event shall an extended benefit eligibility period be longer than a total of six (6) months. Further, a teacher must be receiving an Employer Contribution under Section 3 (A) or (B) at the time of layoff in order to be eligible for the six (6) months continuation of insurance.
Permanent Layoff. A. Determination of position(s). The Employer or its designee shall determine the position(s) in the class and office which is to be eliminated. A permanent position shall not be eliminated in a court office until all temporary or intermittent employees performing work in bargaining unit classifications within that district are released, with the exception of need for a bilingual/multilingual short term employee.
Permanent Layoff. It is understood and agreed that a permanent layoff is defined as one which the Company declares to be a permanent layoff, due to business conditions or closure of all or part of the Plant. Such layoffs may or may not conform to the definition of permanent layoff in the Employment Standards Act or other legislation. In the event of a permanent layoff the following procedures shall be applied in the order outlined below, until the necessary reduction in complement has been achieved.
Permanent Layoff i) A permanent layoff will be defined as a layoff that will exceed thirteen weeks due to a reduction in the workload.
Permanent Layoff. 18.1 When the layoff of permanent employees is anticipated, the Authority shall determine the positions to be eliminated and/or the number of employees to be laid off. It is the intention of the Authority to give the Union as much advance notice of layoffs as is practicable in order that discussions may be held to provide an orderly and equitable layoff procedure. If it becomes necessary for the Authority to lay off employees, the Authority shall provide to the employee(s) affected:
Permanent Layoff. An employee may be permanently laid off due to discontinuance of a department, classification, or program, or the lack of funds or absence of work to be performed. The permanent layoff is distinguished from the temporary layoff in that there is no expectation that the employee may ever be recalled. The permanent layoff is distinguished from the discharge in that the layoff is in no way the result of any fault on the part of the employee and shall not result in any denial of cash compensation for unused vacation leave. Whenever permanent layoff is required the Employer shall provide letters of recommendations and seek to assist the employee in obtaining other employment. At least ten (10) working days’ notice shall be given before any permanent layoff.
