Position Elimination. Prior to the elimination of a position held by a unit member in his or her probationary period, the chief administrative officer or his/her designee shall meet with the department, division or other appropriate unit and the affected unit member to explain the reasons for the elimination. The impact of the elimination of a position is grievable; however, the reasons given as provided for above shall not constitute the basis for a grievance.
Position Elimination. 24.1 In the event the Company plans to eliminate positions, the Company shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Canada Labour Code.
Position Elimination. 1. If the Board is contemplating the elimination of any bargaining unit positions, it (or its designee) will notify the Association. The Board (or its designee) will meet and consult with the Association upon request prior to a decision to eliminate any bargaining unit positions.
Position Elimination. The outcome of a restructure that results in the elimination of a position from a department.
Position Elimination. An employee whose position has been eliminated, may bump, based upon classification seniority and necessary qualifications:
Position Elimination. 23.1 In the event the Co-operative plans to eliminate positions, the Co-operative shall give the Union and the affected employees a minimum of one-hundred and twenty (120) calendar days notice or pay in lieu of a portion thereof or the entirety of such to the employee. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Co-operative and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Co-operative reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Saskatchewan Employment Act.
Position Elimination. Employees whose positions have been eliminated, and whose subsequent pay grade will result in a base pay reduction, shall have their base pay rate frozen unless or until the difference between their wage and the subsequent pay grade is $25 per month or less. At that time, they shall be placed in the appropriate pay grade.
Position Elimination. 14.01 In the event the Company plans to eliminate positions, the Company shall give the Union and the affected employees a minimum of sixty (60) calendar days notice or pay in lieu of notice for all or any portion thereof. Any pay in lieu of notice will be paid in the form of a lump sum payment which includes the Company’s portion of pension contributions and benefit premiums. When the notice referred to above indicates that ten percent (10%) or more of the employees are negatively affected, the Company and the Union agree to meet within thirty (30) days to review the opportunities and options available to employees notwithstanding that a collective agreement is in place. For clarity, this article is intended to apply to internal Company reorganizations that result in the elimination of positions and is not applicable in the case of successorship, which shall be administered pursuant to the Canada Labour Code.
Position Elimination. A. Should the Employer consider eliminating positions, under any program, such action shall be discussed with the Union prior to any such positions being eliminated.
Position Elimination. When a position is eliminated and no layoff occurs, the Administration and WESSA shall meet in an effort to determine the placement of the affected employee.
