Position Disruption Sample Clauses
The Position Disruption clause defines the rights and obligations of parties in the event that an employee’s role or position within an organization is significantly altered or eliminated. Typically, this clause outlines what constitutes a disruption—such as redundancy, restructuring, or significant changes to job duties—and specifies the procedures or entitlements that follow, like notice periods, severance pay, or redeployment options. Its core function is to provide clarity and protection for both the employer and employee by establishing a clear process for handling major changes to employment positions, thereby reducing uncertainty and potential disputes.
Position Disruption. A significant and substantial change to an employee’s terms and conditions of employment. It means that a position will be eliminated on a temporary or permanent basis (layoff) or substantially modified (for example, reduction in pay, change from full-time to part-time, reassignment to a position with a lower grade, change in location, change from part-time to full-time). Position disruption is not normally the reassignment of tasks, duties, work schedule, etc.
Position Disruption. 15.01 The parties are committed to consultation prior to the implementation of clause
Position Disruption. 20.01 This Article establishes a process to assist an employee whose position is disrupted. In these situations the parties are committed to consultation prior to the implementation of clause 20.04 and ensuring that employees are treated with care, understanding and respect throughout the process. The Employer is committed to reasonable readjustments that assist affected employees and minimize negative impact on those employees.
Position Disruption. The parties are committed to consultation prior to the implementation of the provisions of this clause. Where the Employer determines that a reorganization will disrupt a Core Employee or a Non-Established Employee then the following will apply:
(a) At least ten days prior to the planned formal notice of layoff, Employee Relations will arrange a meeting with the Union and the affected employee(s). The purpose of the meeting is to discuss the details of the reorganization and the anticipated impact on employee(s).
(b) Where appropriate, an employee on leave of absence may be contacted regarding layoff for the purpose of discussing the planned disruption. Formal notice to that employee will occur on the date of his/her return to work unless the parties agree otherwise. An employee on leave of absence pursuant to clause 20.06 will receive his/her formal notice during the leave of absence.
(c) Within the period prior to the formal written notice to the affected employee(s), the Union, Human Resource Services and the employee(s) will meet to explore methods and alternatives for managing the position disruption in a manner which minimizes negative impact on the employee(s). First, every effort will be made to make adjustments to terms and conditions of employment, preferably without loss of pay, prior to any consideration of layoff of an employee. If agreement on methods and alternatives cannot be reached, the employee will be laid off in accordance with this Article.
(d) In the event of a layoff under clause 20.13, the process outlined in clause
Position Disruption. These appointments will have a stated end date within 30 months of commencement and be related to specified funding. The work will be of a determinate nature and is not intended to be a replacement for current work performed by regular employees in established positions or assigned to vacant established positions. Temporary appointments for replacement or a specified project may be extended by the Department Head; however, when a temporary appointment is extended beyond 48 months the employee will become a regular employee. Copies of temporary appointment letters and extensions will be forwarded to the Union. Should the employee’s appointment be terminated prior to the intended end date, then 3 weeks’ written notice or pay in lieu of notice will be provided. The number of temporary employees working on a specified project is limited to 7.5% of the number of regular and temporary employees appointed for or employed greater than 12 months (as determined each April). Should there be a requirement to exceed the agreed number, the parties will meet to discuss the reasons and mutually agree to any additional temporary employees. Such agreement will not be unreasonably withheld.
Position Disruption. The following Appendices will not apply to Casual Trust employees at Level 1:
(1) Common Provisions Appendix B1 – Terms of Reference and Agreement Respecting Benefits Cost Management
(2) Common Provisions Appendix C – Physical Education and Recreation
(3) Common Provisions Appendix E – Learning and Development Committee (HRDF) Terms of Reference
(4) Common Provisions Appendix I – Consultation Guidelines – Parts A Article 20 and B Article 15 (Position Disruption)
(5) Common Provisions – Appendix K – Payment of Professional Accreditation for Support Staff (6) Appendix C – Vacation Hourly Formula Rates Students attending the University of Alberta on a full-time basis (as defined by the University calendar) who are covered by this Agreement and are employed as Casual Trust employees will be entitled to the same provisions as Casual Trust employees at Level 1, subject to the following:
(i) Student Trust employees will not accumulate hours toward Level 2 or status as an Auxiliary Trust employee, except where the Student Trust employee has been employed on a casual basis for a cumulative period of four years. Student Trust employees will receive a 1.5% increase to their rate of pay in recognition of their ineligibility to progress beyond Level 1.
(ii) Hours worked by Student Trust employees at Level 1 will count toward progression to Level 2 and status as an Auxiliary Trust employee if the employee ceases to be a full-time student and continues to work as a Casual Trust employee or works beyond four cumulative years.
(iii) Hours worked as a Student Trust employee will be considered service if the employee is appointed from casual employment to a regular position without a break in employment.
(iv) A Student Trust employee will not be able to complete a probation period and Article 2 (Probation and Trial Periods) will not apply.
Position Disruption. The parties are committed to consultation prior to the implementation of the provisions of this clause. Where the Employer determines that a reorganization will disrupt a Core Employee or a Temporary Employee over months then the following will apply: