Pre Layoff Sample Clauses
The Pre Layoff clause outlines the procedures and requirements that must be followed before an employer can proceed with laying off employees. Typically, this clause specifies advance notice periods, consultation obligations with employee representatives, and any documentation or approvals needed prior to initiating layoffs. For example, it may require the employer to provide written notice to affected employees or to notify government agencies. The core function of this clause is to ensure transparency and fairness in the layoff process, protecting both the employer and employees by setting clear expectations and minimizing disputes.
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Pre Layoff. (a) Prior to the identification of supernumerary regular employee(s) or the layoff of regular employee(s) the Employer may within any work area, seniority block, geographic location, or jurisdictional unit canvass any employee or group of employees to invite any one or combination of the following:
(i) a voluntary transfer or a voluntary demotion into a vacant position to be filled by a regular employee; or
(ii) a voluntary resignation with severance as set out in Clause 13.10; or
(iii) where eligible, early retirement as set out in Clause 13.09(b)(1). An employee is under no obligation to participate in the pre layoff canvass.
(b) Should an employee, in writing elect to participate in the pre layoff canvass by accepting the option(s) offered by the Employer pursuant to Clause 13.05(a), such acceptance is final and binding upon the employee, subject to agreement of the Employer. In the event of a placement offer, the employee with the greatest service seniority shall have preference. In the event of a severance offer, the employee with the least service seniority shall receive preference.
(c) The Employer may establish reasonable time periods, not less than five work days, in which responses from employees will be received for consideration.
(d) Where the pending layoffs are a result of a substantial reorganization the Ministry will conduct a pre-layoff canvas pursuant to (a) above.
Pre Layoff. (a) Prior to the identification of supernumerary regular employee(s) or the layoff of regular employee(s) the Employer may canvass the employees to invite any one or combination of the following:
(1) a voluntary transfer or a voluntary demotion into a vacant position to be filled by a regular employee; or
(2) a voluntary resignation with severance; or
(3) where eligible, early retirement as set out in Clause 13.08(b)(1) (Severance Pay). An employee is under no obligation to participate in the pre layoff canvass.
(b) Should an employee, in writing elect to participate in the pre layoff canvass by accepting the option(s) offered by the Employer pursuant to Clause 13.04(a) (Pre Layoff), such acceptance is final and binding upon the employee, subject to agreement of the Employer. In the event of a placement offer, the employee with the greatest service seniority shall have preference. In the event of a severance offer, the employee with the least service seniority shall receive preference.
(c) The Employer may establish reasonable time periods, not less than five (5) work days, in which responses from employees will be received for consideration.
(d) Where the pending layoffs are a result of a substantial reorganization the Employer will conduct a pre-layoff canvas pursuant to (a) above.
Pre Layoff. When a reduction in force is anticipated, the County and the Union 16 shall meet and jointly endeavor to find ways to minimize, or eliminate, the actual reduction of 17 positions. 18 When a reduction in force is required, the County and the Union shall meet and jointly 19 endeavor to find ways to minimize or eliminate the number of employees who must be laid off (e.g., 20 reassign employees to vacant positions, locate temporary placement in other departments, encourage 21 leaves of absence).
Pre Layoff.
(a) Where the University identifies a need to proceed with a layoff the University shall notify the Union, in writing, prior to issuing any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), the centre, the pay level classification and qualifications of the position(s), the reasons for layoff, the cost reduction or other goal intended to be achieved by the layoff.
(b) The University and the Union shall meet in Joint Committee, within five working days of the notice, to discuss the need to proceed with a layoff, the need of a pre-layoff canvass and to explore the options open to the affected employees.
(c) To minimize layoffs, options shall be considered by the Joint Committee prior to issuing layoff notices. Options to be considered may include:
(1) job sharing;
(2) reduced hours through partial leaves;
(3) leave of absence;
(4) internal placement;
(5) secondment;
(6) retraining of affected employees;
(7) voluntary severance payout;
(8) early retirement incentives as outlined in the collective agreement;
(9) other options.
(d) The compensation provided under Clause 36.2(c) will not exceed the cost that would be incurred through layoff under Clause 36.3.
(e) The University shall give one months’ written notice of layoff to affected employee(s). If the employee elects a voluntary severance, internal placement, or early retirement option, then the layoff notice shall be effective as of the date of option selection as in 36.2(f).
(f) The Joint Committee shall meet with the affected employee(s) within two working days of notice to discuss the options. The employee must confirm their choice of option in writing to the Joint Committee within five working days. Options to be considered may include:
(1) internal placement;
(2) early retirement incentive;
(3) severance;
(4) pre-layoff canvass.
Pre Layoff. When a reduction in force is anticipated, the Division Director or 27 their designee will notify the Union five days prior to the decision to eliminate a position that will 28 result in an employee being laid off. Upon request, the Division Director will meet with the Union to 1 identify the number of employees in this bargaining unit that the Division Director is anticipating for 2 layoff and jointly endeavor to find ways to minimize, or eliminate, the actual reduction of positions.