Common use of Lay Clause in Contracts

Lay. In the event of a permanent work force reduction, the employer shall advise the Union at least one hundred and twenty days prior to the reductions. The notice will outline the reasons for the workforce reduction, the location and the number of employees affected. Employees, subject to a permanent workforce reduction or subject to indefinite layoff, will be advised no less than ninety days prior to the date of layoff, The employer and the union shall meet and discuss the situation within thirty days following such notice to look at reasonable alternatives to layoff. The employee(s) affected by the reduction shall be advised at least ninety days, or such shorter notice as may be agreed upon by the parties, prior to the reduction taking effect. At either the employee’s or the Employer’s option, pay in lieu of notice may be granted. This is in addition to any severance provided for in the collective agreement. The employee will continue to accrue benefits and be covered by the Health Care Plans during this pay in lieu period except for Long Term Disability and for a further period not to exceed six months after layoff or until whichever comes first. During the notice period, the Employer shall provide job search assistance and time off with pay for the purpose of seeking alternate employment. Prior to resorting to layoffs, an employee who is identified as being affected by the layoff will be given a preference for appointment to any vacant position at the same classification level, or any vacant position of a lower classification if there is no vacant position at the same classification, within the bargaining unit, providing such employee has the ability to perform the required key elements of the vacant job or may qualify within a reasonable training period to be determined by the Employer not to exceed three months. An employee who refuses to be assigned or appointed shall be subject to layoff in accordance with the remaining provisions of this Article. Should it become necessary to resort to layoffs, the employee subject to layoff shall have the option

Lay. When circumstances arise that may result in restructuring of programs giving rise to possible layoffs, the parties will meet to negotiate possible solutions to avoid layoffs, all other viable alternatives will be undertaken before layoffs are implemented. In the event of a permanent work force reductionlayoff, the employer shall advise will first solicit voluntary layoffs from among the Union at least one hundred and twenty days prior to the reductions. The classifications If voluntary layoffs are not feasible, notice will outline the reasons for the workforce reduction, the location and the number of employees affected. Employees, subject to a permanent workforce reduction or subject to indefinite layoff, will be advised no less than ninety days prior to the date of layoff, The employer and the union shall meet and discuss the situation within thirty days following such notice to look at reasonable alternatives to layoff. The employee(s) affected by the reduction shall be advised at least ninety days, or such shorter notice as may be agreed upon by the parties, prior to the reduction taking effect. At either the employee’s or the Employer’s option, pay in lieu of notice may be granted. This is in addition to any severance provided for in the collective agreement. The employee will continue to accrue benefits and be covered by the Health Care Plans during this pay in lieu period except for Long Term Disability and for a further period not to exceed six months after layoff or until whichever comes first. During the notice period, the Employer shall provide job search assistance and time off with pay for the purpose of seeking alternate employment. Prior to resorting to layoffs, an employee who is identified as being affected by the layoff layoffs will be given a preference in reverse order of seniority within the classification affected. Layoff notice will be given in accordance with the Employment Standards Act, but in no case shall less than one (1) month’s notice be given. An employee who has been given layoff notice will be placed in the same or higher classification for appointment to any vacant position at for which she possess the same classification level, or any vacant position of a lower classification if there is no vacant position at the same classification, within the bargaining unit, providing such employee has the required qualifications and ability to perform the work. If two (2) or more people who have relatively equivalent qualifications and ability to perform the work, then seniority will apply. When an employee who has received layoff notice cannot be placed in a vacant position, she will have the option to: displace an employee with less seniority in an equal or lower classification for which she has the required key elements qualifications and ability to perform the work, or accept a temporary placement in a position of equal or lower classification for which she has the required qualifications and ability to perform work; or if full-time, accept placement in a vacant regular part time position of equal or lower classification for which she has the required qualifications and ability to perform the work. When a full time employee who has received layoff notice is placed in a temporary or part time position, she will be considered for full time vacancies in priority to all other employees. If more than one employee is affected the order of placement will be according to seniority. Collective Agreement between and Local Effective April to March The names of employees who are laid off will be placed on a recall list for a period of twenty four (24) months, and when vacancies occur for which they possess the qualifications will be recalled in order of seniority. A recalled employee who does not report for work on the specified day and time without providing the employer with a satisfactory explanation will be deemed to be no longer an employee or a member of the vacant job or may qualify within a reasonable training period to be determined by the Employer bargaining unit in accordance with Article I and will not to exceed three months. An employee who refuses to be assigned or appointed shall be subject to layoff further recall. Leave with pay credits, including vacation, sick leave with pay; discretionary and floating holidays do not accrue during the lay off period. It is the sole responsibility of each employee to notify the Association and Union promptly in accordance with writing of any changes in address. If an employee fails to do this, neither the remaining provisions Association nor the Union will be responsible for failure of this Articlea notice to reach such employee. Should it become necessary to resort to layoffsO Permanent employees who are laid off indefinitely, voluntarily or otherwise will receive severance pay if they have been in the employee subject to layoff shall have the optionemployed for least

Lay. Off a) In the event of a lay-off or an unavoidable lack of work causing tempo- rary and/or permanent work force reductionreduction of employees in one or more job clas- sifications, the employer lay-offs and displacements (bumping) rights will be ad- ministered in the following manner: i. For job classifications in a line of progression other than the bottom job (see ii), employees are laid off in reverse order of job seniority, provided the remaining employees are qualified to perform the work available. Employees being displaced as a result of job seniority shall advise displace the most junior employee in the next lower classification within the line of progression. This process takes place until the bottom job of the line of progression is reached. ii. For job classifications at the bottom of the progression, except for litho feeder, or for job classifications that are not in the line of progression, employees shall displace the most junior plant seniority employee in the job classification of their choice in a displaceable job (bumpable) classification provided they have the seniority to do so. Employees must make their decision known within two (2) working days of the time they are advised of the displacements. If an employee does not have the necessary seniority to bump into a displaceable job (bumpable) classification and has previous experience and possesses the relevant qualifications in a displacement job (non-bumpable), he/she may exer- cise bumping rights in such positions. NOTE: Appendix C identifies displacement eligible and displace- ment protected classifications. b) In the case of two or more displacements, the company may elect to have the displacement process done on paper prior to the actual dis- placements taking effect. The company would then meet with the Union to explain the displacements and determine which employees are af- fected. This is done to ensure that displacements occur in an orderly fashion and to prevent unnecessary displacements. c) In the event of a lay-off, the Company will notify the employees con- cerned at least one hundred and twenty five (5) days prior to the reductions. The notice will outline lay- off or pay any employees the reasons for the workforce reduction, the location and the number of employees affected. Employees, subject to a permanent workforce reduction or subject to indefinite layoff, will be advised no less than ninety days prior to the date of layoff, The employer and the union shall meet and discuss the situation within thirty days following such notice to look at reasonable alternatives to layoff. The employee(s) affected by the reduction shall be advised at least ninety days, or such shorter notice as may be agreed upon by the parties, prior to the reduction taking effect. At either the employee’s or the Employer’s option, pay shortfall in lieu of notice may be granted. This is in addition to any severance provided for in the collective agreement. The employee will continue to accrue benefits and be covered by the Health Care Plans during this pay in lieu period except for Long Term Disability and for a further period not to exceed six months after layoff or until whichever comes first. During the notice period, the Employer shall provide job search assistance and time off with pay for the purpose of seeking alternate employment. Prior to resorting to layoffs, an employee who is identified as being affected by the layoff will be given a preference for appointment to any vacant position at the same classification level, or any vacant position of a lower classification if there is no vacant position at the same classification, within the bargaining unit, providing such employee has the ability to perform the required key elements of the vacant job or may qualify within a reasonable training period to be determined by the Employer not to exceed three months. An employee who refuses to be assigned or appointed shall be subject to layoff in accordance with the remaining provisions of this Article. Should it become necessary to resort to layoffs, the employee subject to layoff shall have the optionnotice.

Lay. Off a) In the event of a lay-off or an unavoidable lack of work causing temporary and/or permanent work force reductionreduction of employees in one or more job classifications, the employer lay- offs and displacements (bumping) rights will be administered in the following manner: i) For job classifications in a line of progression other than the bottom job (see ii), employees are laid off in reverse order of job seniority, provided the remaining employees are qualified to perform the work available. Employees being displaced as a result of job seniority shall advise displace the most junior employee in the next lower classification within the line of progression. This process takes place until the bottom job of the line of progression is reached. ii) For job classifications at the bottom of the progression, except for litho feeder, or for job classifications that are not in the line of progression, employees shall displace the most junior plant seniority employee in the job classification of their choice in a displaceable job (bumpable) classification provided they have the seniority to do so. Employees must make their decision known within two (2) working days of the time they are advised of the displacements. If an employee does not have the necessary seniority to bump into a displaceable job (bumpable) classification and has previous experience and possesses the relevant qualifications in a displacement job (non-bumpable), he/she may exercise bumping rights in such positions. NOTE: Appendix C identifies displacement eligible and displacement protected classifications. b) In the case of two or more displacements, the company may elect to have the displacement process done on paper prior to the actual displacements taking effect. The company would then meet with the Union to explain the displacements and determine which employees are affected. This is done to ensure that displacements occur in an orderly fashion and to prevent unnecessary displacements. c) In the event of a lay-off, the Company will notify the employees concerned at least one hundred and twenty five (5) days prior to the reductions. The notice will outline lay- off or pay any employees the reasons for the workforce reduction, the location and the number of employees affected. Employees, subject to a permanent workforce reduction or subject to indefinite layoff, will be advised no less than ninety days prior to the date of layoff, The employer and the union shall meet and discuss the situation within thirty days following such notice to look at reasonable alternatives to layoff. The employee(s) affected by the reduction shall be advised at least ninety days, or such shorter notice as may be agreed upon by the parties, prior to the reduction taking effect. At either the employee’s or the Employer’s option, pay shortfall in lieu of notice may be granted. This is in addition to any severance provided for in the collective agreement. The employee will continue to accrue benefits and be covered by the Health Care Plans during this pay in lieu period except for Long Term Disability and for a further period not to exceed six months after layoff or until whichever comes first. During the notice period, the Employer shall provide job search assistance and time off with pay for the purpose of seeking alternate employment. Prior to resorting to layoffs, an employee who is identified as being affected by the layoff will be given a preference for appointment to any vacant position at the same classification level, or any vacant position of a lower classification if there is no vacant position at the same classification, within the bargaining unit, providing such employee has the ability to perform the required key elements of the vacant job or may qualify within a reasonable training period to be determined by the Employer not to exceed three months. An employee who refuses to be assigned or appointed shall be subject to layoff in accordance with the remaining provisions of this Article. Should it become necessary to resort to layoffs, the employee subject to layoff shall have the optionnotice.

Lay. Off a) In the event of a lay-off or an unavoidable lack of work causing temporary and or permanent work force reductionreduction of employees in one or more job classifications, the employer lay-offs and displacements (bumping) rights will be administered in the following manner: i) For job classifications in a line of progression other than the bottom job (see ii), employees are laid off in reverse order of job seniority, provided the remaining employees are qualified to perform the work available. Employees being displaced as a result of job seniority shall advise displace the most junior employee in the next lower classification within the line of progression. This process takes place until the bottom job of the line of progression is reached. ii) For job classifications at the bottom of the progression, except for litho feeder, or for job classifications that are not in the line of progression, employees shall displace the most junior plant seniority employee in the job classification of their choice in a displaceable job (bumpable) classification provided they have the seniority to do so. Employees must make their decision known within two (2) working days of the time they are advised of the displacements. If an employee does not have the necessary seniority to bump into a displaceable job (bumpable) classification and has previous experience and possesses the relevant qualifications in a displacement job (non-bumpable), he/she may exercise bumping rights in such positions. NOTE: Appendix C identifies displacement eligible and displacement protected classifications. b) In the case of two or more displacements, the company may elect to have the displacement process done on paper prior to the actual displacements taking effect. The company would then meet with the Union to explain the displacements and determine which employees are affected. This is done to ensure that displacements occur in an orderly fashion and to prevent unnecessary displacements. c) In the event of a lay-off, the Company will notify the employees concerned at least one hundred and twenty five (5) days prior to the reductions. The notice will outline lay-off or pay any employees the reasons for the workforce reduction, the location and the number of employees affected. Employees, subject to a permanent workforce reduction or subject to indefinite layoff, will be advised no less than ninety days prior to the date of layoff, The employer and the union shall meet and discuss the situation within thirty days following such notice to look at reasonable alternatives to layoff. The employee(s) affected by the reduction shall be advised at least ninety days, or such shorter notice as may be agreed upon by the parties, prior to the reduction taking effect. At either the employee’s or the Employer’s option, pay shortfall in lieu of notice may be granted. This is in addition to any severance provided for in the collective agreement. The employee will continue to accrue benefits and be covered by the Health Care Plans during this pay in lieu period except for Long Term Disability and for a further period not to exceed six months after layoff or until whichever comes first. During the notice period, the Employer shall provide job search assistance and time off with pay for the purpose of seeking alternate employment. Prior to resorting to layoffs, an employee who is identified as being affected by the layoff will be given a preference for appointment to any vacant position at the same classification level, or any vacant position of a lower classification if there is no vacant position at the same classification, within the bargaining unit, providing such employee has the ability to perform the required key elements of the vacant job or may qualify within a reasonable training period to be determined by the Employer not to exceed three months. An employee who refuses to be assigned or appointed shall be subject to layoff in accordance with the remaining provisions of this Article. Should it become necessary to resort to layoffs, the employee subject to layoff shall have the optionnotice.