Pre-Layoff Canvas. (a) Prior to the layoff of regular employees under 13.3 the Employer may canvass employees in order to invite:
Pre-Layoff Canvas. Where the Employer identifies to the Union a need to proceed with a layoff of employees, the Employer may, prior to the layoff of employees, canvass employees in order to invite alternatives to layoff. Where an employee proposes an alternative, once accepted by the Employer, the acceptance is final and binding upon the employee.
Pre-Layoff Canvas. (a) Prior to the layoff of regular employee(s) under Clauses 13.2 the Employer shall canvass all employees to invite:
Pre-Layoff Canvas. (a) Prior to laying off an employee, the Employer must canvass all employees in order of seniority in the same classification series, within the same seniority block to invite one of the following options:
Pre-Layoff Canvas. Where the Employer identifies a need to proceed with a layoff the Employer shall, prior to the layoff, canvass employees in order to invite:
Pre-Layoff Canvas. Prior to the layoff of regular employee(s) under Clause 13.3 - Layoff, the Employer at its option within a geographic location, may canvass any employee or group of employees within the Employer to invite:
Pre-Layoff Canvas. Prior to the layoff of regular employee(s) under Clause 13.3 or 13.4, the Employer may canvas any employee or group of employees to invite;
Pre-Layoff Canvas. When a reduction of workforce is required, the Employer may attempt to adjust staffing levels through attrition first. Prior to the layoff of regular employee(s) the Employer may canvas any employee or group of employees to invite:
Pre-Layoff Canvas. Prior to the layoff of regular employee(s) under Clause 14.1 (Layoff), the Employer may canvas any employee or group of employees to invite: return to their former classification/position with no loss of seniority (for those who recently transferred into the classification facing layoff); placement into a vacant regular position; potential job sharing situations; placement on the casual call-in and recall lists with no loss of seniority; resignation with severance as provided for in Clause 14.9 (Severance Pay) as appropriate; or where eligible, early retirement. The Employer will advise the Union and employees of the number of individuals and classifications likely to be affected by a prospective layoff. The Employer shall advise the Union of the results of the pre-layoff canvas. Where an employee selects an option or accepts an offer of placement, once confirmed in writing, such acceptance is final and binding upon the employee, subject to the agreement of the Employer. The Employer may establish reasonable time periods (generally, seven calendar days) in which responses from employees will be received in writing for consideration. Where the pending layoffs are a result of substantial reorganization, affecting 20% or more of the bargaining unit, the Employer will conduct a pre-layoff canvas pursuant to (a) above.
Pre-Layoff Canvas. Before a layoff occurs, the Employer will consult with the Union to discuss lessening disruptions to clients and staff.
