Common use of Decreasing and Increasing Forces Clause in Contracts

Decreasing and Increasing Forces. An employee will be considered on probation and will not be placed on a seniority list until he has accumulated three months of service credits with the Company. Seniority will then , date back three months from the date when such service credits are accumulated and seniority thereby established. In all cases of displacement, transfer or layoff due to lack of work of employees with seniority, total service credits will be the major factor governing such displace- ments, transfers or layoffs, subject to the remaining employees being able to meet the normal requirements of the work. Seniority so exercised will apply first on a seniority department and then a plant-wide basis as follows: Subject to Note II an employee with established seniority who is removed from his occupational classification due to lack of work or displacement will be permitted to displace on any occupa- tional classification in his seniority de- partment in which there is an employee with shorter service credits or transfer to a job opening plant-wide in line with his service credits. If there is no displacement or transfer available in (a) within 1 below the job rate of the occupational classification from which he is being removed, such employee, subject to Note II, will be permitted to displace on any occupa- tional classification plant-wide in which there is an employee with shorter ser- vice credits. If there is no such displacement availa- ble in within below the job rate of the classification from which he is being removed, then providing he has two or more years of service credits, such employee will be permitted to displace on any occupational classification in his own seniority department in which there is an employee with shorter service credits and on which it is expected he can meet the requirements of Note III within fifteen days, including up to fifteen days of training. If there is no such displacement availa- ble in within 3 wage steps, up to a maximum of below the job rate of the classification from which he is being removed, then providing he has two or more years of service credits, such employee will be permitted to displace on any occupational classification plant-wide in which there is an employee with shorter service credits on which it is expected he can meet the requirements of Note III within fifteen days, includ- ing up to fifteen days of training. If there is no displacement available in within below the job rate of the classification from which he is being removed such employee will be permit- ▇▇▇ to displace on any occupational classification in his own seniority de- partment in which there is an employee with shorter service credits on which it is expected he can meet the requirements of Note as set out below: within days including up to days of training for an employee with years or more of service credits. If there is no displacement available in within below the job rate of the classification from which he is being removed such employee will be ▇▇▇ to displace on any clas- employee with shorter service credits on which it is expected he can meet the requirements of Note III as set out below: within days including up to days of training for an employee with years or more of service credits. Providing the employee can meet the requirements of this Section it is understood in the application of all of the preceding paragraphs, an employee may elect to displace on an occupational classification with a job rate greater than below the job rate of the occupa- tional classification from which he was

Decreasing and Increasing Forces. (a) The departmental designations for seniority purposes will be as agreed upon between the Management of each Plant and the appropriate Local. (b) Seniority lists will be established for each department and will be posted in that department. These lists will be revised semi‐annually and a copy will be supplied to the office of the Local when issued and when revised semi‐annually. The Local office will also be supplied annually, by December 1st, with a copy of plant‐wide seniority lists which will show employees in order of seniority. Seniority lists will be based on service credits with the Company, subject to Section 13.14 of this Article, except that former service credits restored to an employee under Section 12.04 (c) of Service Rules will not be included in the determination of an employee's seniority. (c) An employee will be considered on probation and will not be placed on a seniority list until he has accumulated three months ninety (90) working days of service credits with the Company. Seniority will then , date back three months ninety (90) working days from the date when such service credits are accumulated and seniority thereby established. (d) In the case of employees who have the same seniority date, relative seniority status between such employees will be determined on the basis of birth date, the more senior employee possessing the earlier month and day in the calendar year. The foregoing will be applied for layoffs taking place subsequent to February 28, 1998 in identifying the appropriate employees to be removed from a classification. For purposes of clarification, an employee is not eligible to displace another employee with the same seniority date. The provisions below are based on the fundamental understanding between the partied that seniority is the key governing principle to be respected during lay‐off, recall and the filling of open positions. The parties recognize the principle that at times of lay‐off, the most junior employees should be the affected employees and at times of recall the most senior displaced employee should be the first to return to work. The parties recognize the importance of job security to employees and commit to ensuring that seniority is respected as outlines by the provisions below. All business needs must be completed before any displacements or layoffs can be initiated by the Company. The completion of all open job chains must be completed and recorded. Decreasing Forces 13.02 In all cases of displacement, transfer or layoff due to lack of work of work, employees with seniority, total service credits established seniority will be the major factor governing such displace- mentsdisplacements, transfers or layoffs, subject to the remaining employees being able to meet the normal requirements of the work. Seniority so exercised will apply first on a seniority department and then a plant-plant‐wide basis: Permanent Layoff >26 weeks An employee who exercises his/her rights to displace junior employees plant wide basis as follows: Subject must keep in mind the principles of seniority. If sufficient work is not available the Company and the Union will meet to Note II an determine what training and/or provisions should be made to determine employee with established seniority who is removed from his occupational classification due to lack of work or displacement capability. A joint committee will be permitted to displace on any occupa- tional classification in his seniority de- partment in which there is an employee with shorter service credits or transfer to a job opening plant-wide in line with his service credits. If there is no displacement or transfer available in (a) within 1 below the job rate set up consisting of the occupational classification from which he is being removed, such employee, subject Company and the CAW Seniority Committee to Note II, will work together on the process below. Definitions Basic Skill – An employee can prove he/she has sufficient skills and knowledge to be permitted to displace on any occupa- tional classification plant-wide successful in which there is an employee with shorter ser- vice credits. If there is no such the displacement availa- ble in within below the job rate of the classification from which he is being removed, then providing he has two or more years of service credits, such employee will be permitted to displace on any occupational classification in his own seniority department in which there is an employee with shorter service credits and on which it is expected he can meet the requirements of Note III within fifteen days, including up to fifteen after 40 working days of normal training. If there is no such displacement availa- ble in within 3 wage steps, up to a maximum of below the job rate of the classification from which he is being removed, then providing he has two or more years of service credits, such employee will be permitted to displace on any occupational classification plant-wide in which there is an employee with shorter service credits on which it is expected he can meet the requirements of Note III within fifteen days, includ- ing up to fifteen days of training. If there is no displacement available in within below the job rate of the classification from which he is being removed such employee will be permit- ▇▇▇ to displace on any occupational classification in his own seniority de- partment in which there is an employee with shorter service credits on which it is expected he can meet the requirements of Note as set out below: within days including up to days of training for an employee with years or more of service credits. If there is no displacement available in within below the job rate of the classification from which he is being removed such employee will be ▇▇▇ to displace on any clas- employee with shorter service credits on which it is expected he can meet the requirements of Note III as set out below: within days including up to days of training for an employee with years or more of service credits. Providing the employee can meet the requirements of this Section it is understood in the application of all of the preceding paragraphs, an employee may elect to displace on an occupational classification with a job rate greater than below the job rate of the occupa- tional classification from which he was.