Common use of Layoff Recall Procedure Clause in Contracts

Layoff Recall Procedure. 25.01 When, in the opinion of the Employer, it becomes necessary to displace an Employee, due to a reduction of the workforce; a discontinuation in whole or in part of an undertaking, activity or service; reduction in regularly scheduled hours of work of a Regular Employee, the Employer will notify Employees, in writing, who are to be laid off at least fourteen (14) calendar days prior to the date of the layoff, except that no notice is required where layoff results from emergency conditions or circumstances, including fire, flood, or natural disaster. When an Employee is on an approved Leave of Absence or receiving Workers’ Compensation benefits, the notice of layoff shall be served when the Employee has provided notice of readiness to return to work, unless the Employee requests otherwise. 25.02 The Employer and the Union recognize the value of meeting prior to a layoff process occurring. The parties will make every reasonable effort to meet at least fourteen (14) calendar days prior to Employees receiving notification of the layoff. The Union agrees to respect confidentiality of any impending layoff until the Employer has had the opportunity to communicate the changes to the Employee(s). The purpose of this meeting shall include, but not be limited to: (a) discuss the parameters of the layoff and review the current seniority list (b) discuss the process by which Employees will receive written notification (e.g., individual meetings, timeframes) (c) review written notification documents to ensure content accurately discloses process and options available to affected Employees. (d) discuss other relevant factors the parties agree on. 25.03 In determining the order of layoff, the Employer shall lay off Employees by classification, in reverse order of seniority, provided that the remaining Employees have the qualifications to perform the available work satisfactorily. At the time of providing written notice of reduction to affected Employee(s), the Employer shall: (a) post the seniority list set out in Article 13; and (b) schedule a consultation meeting between the affected Employee(s), the Employer, and the Union Representative, at which time the Employer shall advise the Employee of their options according to this Article. The consultation meeting shall not be unreasonably delayed as a result of the unavailability of a Union Representative. 25.04 Employees on layoff have the option to remain on the Casual list and pick up shifts as they become available. Calls made for available Casual shifts will be in order of seniority of those Employees who have notified the Employer, in writing, of their availability. Employees shall have the right to refuse calls for Casual shifts without affecting their right to recall, providing they accept fifty percent (50%) of the shifts for which they advised they were available for over a six (6) week period. 25.05 No new Full-Time or Part-Time Employees will be hired while there are other Employees on layoff as long as laid off Employees have the qualifications, skills and ability to perform the work required and are available to do so. 25.06 The Employer retains the right to move unaffected Employees to other units to maintain stable staffing levels amongst the units. 25.07 The implementation of this Article, including revision to shift schedules necessitated as a direct result from the reduction of Employees under Clause 25.01, shall not constitute a violation of the terms of this Collective Agreement. 25.08 For a maximum period of six (6) months, Employees affected by layoff and not receiving severance pay shall make prior arrangements for payment of the full premium of any applicable benefit plan. Failure to make arrangements for payment will result in termination of all benefits. 25.09 Other than the continuance of certain benefits as may be arranged under Clause 25.08 and the retention of seniority under Article 13 (Seniority), an Employee's right while on layoff shall be limited to the right to recall only as specified in Clauses 25.05 and 25.11. 25.10 Employees on layoff are responsible for informing the Employer of any change in address or telephone number which may be used to contact them for recall. 25.11 When recalling Employees on lay-off, recalls shall be carried out in order of seniority provided the Employee being recalled has the qualifications, skills and abilities to perform the required work satisfactorily. The method of recall to a Regular position shall be by telephone at the number designated by the Employee, and, if contact with the Employee on layoff is not accomplished, by registered letter or courier sent to the Employee’s last known place of residence or by personal delivery of same. The Employee so notified will report for work as directed, but in any event shall notify the Employer of their intent no later than five (5) days following the delivery date. Failure to notify the Employer shall result in a deemed resignation.

Layoff Recall Procedure. 25.01 10.01 When, in the opinion of the Employer, it becomes necessary to displace an Employee, due to a reduction of the workforce; a discontinuation in whole workforce or in part of an undertaking, activity or service; reduction in regularly scheduled hours of work of a Regular regular Employee, the Employer will notify Employees, employees in writing, writing who are to be laid off at least fourteen (14) calendar days prior to the date of the layoff, except that no notice is required where layoff results from emergency conditions or circumstances, including an act of god, fire, flood, flood or natural disaster. When an Employee is on an approved Leave of Absence or receiving Workers’ Compensation benefits, the notice of layoff shall be served when the Employee has provided notice of readiness to return to work, unless the Employee requests otherwisea work stoppage by employees not covered by this Collective Agreement. 25.02 10.02 The Employer and the Union Parties recognize the value of meeting prior to a layoff process occurring. The parties will make every reasonable effort to meet at least fourteen (14) calendar days prior to Employees receiving notification of the layoff. The Union agrees to respect confidentiality of any impending layoff until the Employer has had the opportunity to communicate the changes to the Employee(s). The purpose of this meeting shall include, but not be limited to: (a) is to discuss the parameters process of the layoff and how layoffs will take place, review the current seniority list (b) discuss the process by which Employees will receive written notification (e.g., individual meetings, timeframes) (c) review written notification documents to ensure content accurately discloses process list and options available to affected Employees. (d) discuss other relevant factors the parties Parties agree onupon. 25.03 10.03 In determining the order of layoff, the Employer employer shall lay off Employees by classification, employees in reverse order of seniority, seniority by related classification provided that the remaining Employees employees have the qualifications to perform the available work satisfactorily. At For the time purpose of providing written notice of reduction to affected Employee(s)interpreting this article, the Employer shall: (a) post the seniority list set out in Article 13parties agree that PCA'S with and without certification and Recreation Aides be treated as related classifications; and (b) schedule a consultation meeting between the affected Employee(s)and that Kitchen, the EmployerLaundry, and the Union Representative, at which time the Employer shall advise the Employee of their options according to this Article. The consultation meeting shall not Housekeeping Aides be unreasonably delayed treated as a result of the unavailability of a Union Representativerelated classifications. 25.04 Employees on layoff have the option to remain on the Casual list and pick up shifts as they become available. Calls made for available Casual shifts will be in order of seniority of those Employees who have notified the Employer, in writing, of their availability. Employees shall have the right to refuse calls for Casual shifts without affecting their right to recall, providing they accept fifty percent (50%) of the shifts for which they advised they were available for over a six (6) week period. 25.05 10.04 No new Full-Time full time or Part-Time Employees part time employees will be hired while there are other Employees employees on layoff as long as laid off Employees employees have the qualifications, skills and ability qualifications to perform the work required and are available to do so. 25.06 The Employer retains the right to move unaffected Employees to other units to maintain stable staffing levels amongst the units. 25.07 The implementation of this Article, including revision to shift schedules necessitated as a direct result from the reduction of Employees under Clause 25.01, shall not constitute a violation of the terms of this Collective Agreement. 25.08 For a maximum period of six (6) months, 10.05 Employees affected by layoff and not receiving severance pay shall make prior arrangements for payment of the full premium of any applicable benefit planplan such as Alberta Health Care Insurance, etc. Failure to make arrangements for payment will result in termination of all benefits. 25.09 10.06 Other than the continuance of certain benefits as may be arranged under Clause 25.08 Article 10.04 and the retention of seniority under Article 13 (Seniority)29, an Employee's right while on layoff shall be limited to the right to recall only as specified in Clauses 25.05 Articles 10.07 and 25.1110.08. 25.10 10.07 Employees on layoff are responsible for informing the Employer of any change in address or telephone number which may be used to contact them for recall. 25.11 10.08 When recalling Employees on lay-offincreasing the work force, recalls shall be carried out in order of seniority by classification provided the Employee being recalled has the qualifications, skills and abilities qualifications to perform the required work satisfactorily. The method of recall to a Regular position shall be by telephone at the number designated by the Employee, and, if contact with the Employee on layoff is not accomplished, by registered letter or courier sent to the Employee’s last known place of residence or by personal delivery of same. The Employee so notified will report for work as directed, but in any event shall notify the Employer of their intent no later than five (5) days following the delivery date. Failure to notify the Employer shall result in a deemed resignation.