LAY-OFF AND RECALL PROCEDURE a) A production employee cannot exercise his/her seniority to displace a Journeyperson or Apprentice within a Skilled Trade. Conversely, a Journeyperson or Apprentice may exercise his/her seniority to displace an employee in the Production Group using previous production seniority.
LAY-OFF AND RECALL PROCEDURE. (a) In the event of a lay-off, the order of lay-off within any affected classification shall be as follows: probationary employees in reverse order of their seniority; then Part-Time employees in reverse order of their seniority; then regular employees in reverse order of their seniority.
LAY-OFF AND RECALL PROCEDURE. Both Parties recognize that job security should increase in proportion to length of service. Therefore, in the event of a lay-off, employees shall be laid-off in the reverse order of their seniority. Employees shall be recalled in the order of their seniority, providing they are qualified to do the work.
LAY-OFF AND RECALL PROCEDURE. The Calgary Board of Education and the Staff Association both have an interest in developing a transparent process for employment, posting and lay off and recall procedures specific to Education Assistants which is responsive to student needs in accordance with Alberta Education Standards for Special Education and maintains continuity of the Student-Teacher-Education Assistant team. We are committed to ongoing training for Education Assistants and protection of long-term employees. As such, both parties have agreed to the Letter of Understanding as follows: The Board shall identify program descriptions for postings and/or vacancies. Successful applications to posted vacancies and/or placement to vacancies would establish each Education Assistant’s field of employment and identified Special Education program or programming for individual students. For the purposes of this Letter of Understanding, the following definitions apply:
LAY-OFF AND RECALL PROCEDURE. 1. In the event of a lay-off, an employee's seniority as well as the factors set out in Xxxxxxx 00, xxxxxxxx 00 (x), (xxx) and (iv) shall be included in determining the order of lay-off among those employees presently qualified to perform the work available.
LAY-OFF AND RECALL PROCEDURE. (a) When lay-off occurs within a department the employee with the least seniority within the particular classification shall be the first laid off.
LAY-OFF AND RECALL PROCEDURE. Section 14.01 Where, because of economy, consolidation or abolishment of functions, curtailment of activities, or otherwise, the Employer determines it necessary to reduce the size of its work force, such reduction shall be made in accordance with the provisions hereinafter set forth.
LAY-OFF AND RECALL PROCEDURE. 6.1 A laid-off employee shall be entitled to remain on a lay off list for a period of twelve (12) months. If, at the end of the twelve (12) month period no work is available, the employee shall be so advised and their employment terminated.
LAY-OFF AND RECALL PROCEDURE. A. Subject to the provisions contained in Paragraphs B.(1), (2), (3), and (4), in case of layoff, the youngest in point of service shall be laid off; when the force is increased, those formerly laid off shall be rehired before others are employed. They shall be hired in the order of their seniority - - the oldest first, etc. The employer shall notify the employees in writing. The employee must make his/her decision and serve notice within one week if he/she desires to return to the staff.
LAY-OFF AND RECALL PROCEDURE. (a) In the event of a lay off, or a reduction in hours of twenty percent (20%) or more for at least two (2) bi-weekly pay periods, employees shall be laid off in the reverse onus of seniority. An employee about to be laid off may displace any employee subject to 15.02 (d) with less seniority, provided the employee exercising the right is qualified, able and willing to perform the work of the employee with less seniority. Such reduction if any shall be on the basis of seniority within the classification and shift the reduction is taking place. In the event that an employee’s losses are equivalent to five (5) days per calendar year because of the 20% reduction in hours such employee will be eligible to displace less senior employees who are working more hours
