Common use of Employee Whose Clause in Contracts

Employee Whose. Job Has Been Declared Redundant Redundancy can occur in 4 ways: 1. an employee is identified as the least senior employee as described in 6.04, 2. an employee accepts a significantly changed position and opts out during the 60 working day trial period, or is unable to acquire the required skills through retraining, 3. an employee declines a significantly changed position and their position does not exist elsewhere in their geographic location, 4. a position has been eliminated or reduced in number, within the organization. Prior to giving notice, where there is an incumbent with the same job, in the same geographic location on the Voluntary Exit list, that incumbent’s offer will be accepted, and the affected employee will be reassigned to that job. If no Voluntary Exit match is available, the Employer will give notice to the least senior incumbent of the same job in that geographic location and reassign the more senior employee to the position. All employees deemed redundant will be given, in writing: • at least 120 working days notice prior to layoff, and • an offer of Voluntary Exit, (may not be applicable to employees who decline a significantly changed job that is not fundamentally different) or • placement opportunities under Article 5 & 6 If the Employee does not accept the Voluntary Exit offer the Employer will, as opportunities arise prior to the 120th working day, select the most suitable of: 1. a Voluntary Exit match, or 2. a Priority Placement match under Article 5.03, or

Employee Whose. Job Has Been Declared Redundant Redundancy can occur in 4 ways: 1. an employee is identified as the least senior employee as described in 6.046.04(a), 2. an employee accepts a significantly changed position and opts out during the 60 working day trial period, or is unable to acquire the required skills through retraining, 3. an employee declines a significantly changed position and their position does not exist elsewhere in their geographic location, 4. a position has been eliminated or reduced in number, within the organization. Prior to giving notice, where there is an incumbent with the same job, in the same geographic location on the Voluntary Exit list, that incumbent’s offer will be accepted, and the affected employee will be reassigned to that job. If no Voluntary Exit match is available, the Employer will give notice to the least senior incumbent of the same job in that geographic location and reassign the more senior employee to the position. All employees deemed redundant will be given, in writing: • ⚫ at least 120 80 working days notice prior to layoff, layoff and • ⚫ an offer of Voluntary Exit, (may not be applicable to employees who decline a significantly changed job that is not fundamentally different) or • ⚫ placement opportunities under Article 5 & 6 If the Employee does not accept the Voluntary Exit offer the Employer will, as opportunities arise prior to the 120th 80th working day, select the most suitable of: 1. a Voluntary Exit match, or 2. a Priority Placement placement match under Article 5.035.01 (a), or 3. a displacement of a less senior bargaining unit member (bump). This decision will be made based on information available at the time. Each employee will only be entitled to two (2) Priority placements as a result of a technological/organizational change affecting the employee’s position.