Layoff and Displacement Procedure. No employee shall be laid off except upon at least two (2) weeks advance notice. The Director shall first place an employee subject to layoff in another vacant posit ion in the same job class within the agency that may be available, if the employee meets the minimum qualifications for that position as determined by the Director. An employee who is subject to layoff due to a reduction in force or material change in duties shall have the right to displace another employee only in accordance with the following conditions:
Layoff and Displacement Procedure. A. For purposes of this Article:
Layoff and Displacement Procedure. Employees whose positions are affected by the Employer‟s decision to layoff shall the right to:
Layoff and Displacement Procedure. Employees whose positions are affected by the Employer's decision to layoff shall the right to: have a union representative in attendance when displacement options are explained; accept the layoff; or displace the junior permanent employee in the same or lower bargaining unit classification either: within their or within their site; or within their geographic area; or within the bargaining unit Provided that the affected employee has the necessary qualifications, ability and fitness to perform the work required and displaces an employee with less seniority, displace any junior temporary employee with a remaining work assignment greater than twelve (12) weeks, in the same or lower bargaining unit classification while maintaining their permanent status: within their or within their site; or within their geographic area; or within the bargaining unit The twelve (12) week requirement may be waived by mutual agreement between the Employer and the Union when there is minimal orientation required. Permanent employees who displace into temporary positions shall exercise their displacement rights again when the temporary positions end. If it is determined that the displaced employee is unable to perform the duties of the job as a result of qualifications, ability and fitness, this employee will be permitted to displace the next most junior employee in the classification chosen provided the employee has the qualifications, ability and fitness to perform the work required and displaces an employee with less seniority. If an employee has an option to displace a junior employee at the same classification level but chooses to displace at the lower level, clause Voluntary Demotion, of the collective agreement will apply. When an involuntary displacement to the lower level occurs, clause of the collective agreement will apply. All employees who are displaced shall be deemed to have received notice of layoff at the same date as the senior employee whose position was no longer required. Permanent employees who are in temporary positions while maintaining their permanent status or on leave of absence shall return to their permanent to exercise their displacement rights when their temporary assignment or leave of absence ends. Temporary employees who are displaced by a permanent employee on layoff shall displace the most junior temporary employees either: within their or within their site; or within their geographic area; or within the bargaining unit Temporary employees will...
Layoff and Displacement Procedure. Subject to Clauses and in the event of a layoff employees shall be laid off in reverse order of seniority and recalled in order of seniority. In the event of layoff and recall, temporary employees shall be considered less senior than permanent employees. Layoff and recall agreements with individual employers shall supercede (a) and above. Recalls shall be in accordance with Transition Agreements. If there is no transition agreement or if a transition agreement does not address recall, employees shall be recalled as per by registered mail. The employee being recalled shall have three weeks from receipt of same to accept the recall. Employees are responsible for having their current address and telephone number with the employer. No New No new employees shall be hired until employees who have completed their probationary period and who are on layoff status or under notice of layoff have been given an opportunity of recall or reassignment, provided that employees on layoff status or notice of layoff have sufficient qualifications to perform the work required.
