Lay Off by Seniority. In the event of a layoff, employees shall be laid off in reverse order of seniority.
Lay Off by Seniority. Both parties recognize that job security should increase in relation to seniority. A displaced employee confronted with layoff may displace the most junior employee (in a permanent position) on a higher wage scale occupation provided they have the bona fide occupational requirements to perform the job. Failing the opportunity to complete a physical displacement, the employee will physically displace the next most junior employee (in a permanent position) on an occupation within their wage scale or on a lower wage scale on which they possess the bona fide occupational requirements and failing that, the displacement process will go to the next most junior employee (in a permanent position) and so on. When a displaced employee is unable to displace any employee in a Full-time position due to the lack of seniority, prior to choosing a Part-time position or lay-off, this displaced employee may elect to displace a junior employee holding a temporary position, if it exists. Should the employee choose to move to a Part-time position at the end of the temporary position, they shall have the right to choose the location, provided they have the bona fide occupational requirements to perform the job. When an employee is to be laid off they may elect to displace as above, or accept the lay-off.
Lay Off by Seniority. Both parties recognize that job security should increase in relation to seniority. A displaced employee confronted with layoff may displace the most junior employee (in a permanent position) on a higher wage scale occupation provided they have the bona fide occupational requirements to perform the job. Failing the opportunity to complete a physical displacement, the employee will physically displace the next most junior employee (in a permanent position) on an occupation within their wage scale or on a lower wage scale on which they possess the bona fide occupational requirement and failing that, the displacement process will go to the next most junior employee (in a permanent position) and so on. When a displaced employee is unable to displace any employee in a full-time position due to lack of seniority, prior to choosing a part-time position or lay-off, this displaced employee may elect to displace a junior employee holding a temporary position, if it exists. Should the employee choose to move to a part-time position at the end of the temporary position, they shall have the right to choose the location, provided they have the bona fide occupational requirements to perform the job. When an employee is to be laid off, they may elect to displace as above by completing the Lay Off Form no later than five (5) working days from receipt of the lay off notice being provided in person by email or registered mail (as appropriate) or accept the lay off. Each subsequent displacement will be provided five (5) working days from receiving notice of displacement to submit their selections. In all cases, employees will be provided with a list of those positions which they can displace.
