LAYOFF – RECALL - SEVERANCE Sample Clauses
The "Layoff – Recall – Severance" clause defines the procedures and rights related to employee layoffs, the process for recalling laid-off employees, and the terms of severance pay. Typically, this clause outlines the conditions under which employees may be temporarily or permanently laid off, the order or criteria for recall if positions become available again, and the calculation or eligibility for severance compensation. For example, it may specify how long an employee remains on a recall list or the amount of severance based on years of service. The core function of this clause is to provide clear guidelines and protections for both employers and employees during workforce reductions, minimizing disputes and ensuring fair treatment.
LAYOFF – RECALL - SEVERANCE. 1. Where the Board considers that for educational, organizational or budgetary reasons it is necessary to reduce the total number of teachers employed by the Board, it shall be done in accordance with the provisions of this Agreement. Nothing in this Agreement is intended to interfere with the Board's authority regarding suspension, dismissal or termination of teaching personnel pursuant to section 15 of the School Act.
LAYOFF – RECALL - SEVERANCE. If the employee is still without a regularly scheduled position after two (2) weeks (fourteen (14) calendar days) from notification in 10.2 above, and the employee has not rejected a job offer except as noted in 10.3.3 above, the employee is subject to layoff with recall rights or severance pay.
LAYOFF – RECALL - SEVERANCE. 1. Definition of Qualifications
a. In this Agreement, "necessary qualifications" in respect of a teaching position means a reasonable expectation based on certification, training, education or experience of a teacher, that the teacher will be able to perform the duties of the position in a satisfactory manner, following a reasonable period of familiarization.
b. Should any question arise as to whether a teacher has or does not have the necessary qualifications for a particular teaching position, the question shall be referred to the Joint Grievance Committee at Step 3 of Article A.6, (Grievance Procedure) and shall be subject to the remaining provisions of that Article.
LAYOFF – RECALL - SEVERANCE. 26.1 Where the Board considers that it is necessary for bona fide educational reasons or budgetary reasons to reduce the total number of members employed by the Board, it shall be done in accordance with the provisions of this Article. The Board shall provide those reasons in detail to the Association. Nothing in this Article is intended to interfere with the Board's authority regarding suspension, dismissal or termination of teaching personnel pursuant to this Agreement or the School Act, R.S.B.C. 1996, c.412 with amendments.
LAYOFF – RECALL - SEVERANCE. 27.01 It is the exclusive right of the Employer to:
(a) establish, and vary from time to time, the job classifications and the number of Employees, if any, to be employed in any classification, or in any work place of the facility;
(b) and assign to other classifications any, or all, of the duties normally performed by classifications of this Bargaining Unit when Employees from within this Bargaining Unit are not available.
27.02 Innovative Housing Society may place a Regular Employee on temporary layoff in accordance with the provisions of this Article. In the case of a temporary layoff for a Regular Employee in a classification, the Employee with the latest date of hire will be laid off first subject to those remaining having the skill, ability and physical fitness to perform the work required.
27.03 Regular Employees and the Union will be given fourteen (14) days notice of layoff except in circumstances beyond the reasonable control of the Employer.
(a) An Employee may be recalled only to the position from which the Employee was laid off. In determining which of similar Employees are to be recalled to positions within a classification at a location and work unit, as determined by the Employer, recall shall be on the basis of the seniority of such Employees, provided the Employee recalled is qualified and able to perform the work that is available.
(b) The method of recall shall be by registered mail.
27.05 Seniority is lost, all rights are forfeited, and the Employer shall not be obliged to recall an Employee:
(a) When the Employee resigns or employment is properly terminated; or
(b) When the Employee does not return to work from layoff when notified to do so, or the Employee cannot be located after reasonable effort on the part of the Employer to recall the Employee; or
(c) Upon the expiry of one hundred and eighty (180) calendar days following layoff during which time the Employee has not been recalled to work.
27.06 At the option of the Employer, and subject to advance approval by the insurer and continued payment of premiums, if employment terminates because of layoff, all benefits except Long Term Disability may be continued, but not beyond the end of the policy month following the month in which the absence commenced unless prior approval is secured. If the Employee elects to maintain coverage, she shall submit both the Employer and Employee shares of the premium contributions in a fashion as determined by the Employer (prepayment schedule). If th...