Common use of Pre-Layoff Canvas Clause in Contracts

Pre-Layoff Canvas. ‌ (a) 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: (1) return to their former classification/position with no loss of seniority (for those who recently transferred into the classification facing layoff); (2) placement into a vacant regular position; (3) potential job sharing situations; (4) placement on the casual call-in and recall lists with no loss of seniority; (5) resignation with severance as provided for in Clause 14.9 (Severance Pay) as appropriate; or (6) where eligible, early retirement. (b) 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. (c) 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. (d) The Employer may establish reasonable time periods (generally, seven calendar days) in which responses from employees will be received in writing for consideration. (e) 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. (a) Prior to the layoff of regular employee(s) under Clause 14.1 (Layoff)Article 14, the Employer may canvas any employee or group of employees to invite: (1) return to their former classification/position with no loss of seniority (for those who recently transferred into the classification facing layoff); (2) placement into a vacant regular position; (3) potential job sharing situations; (4) placement on the casual call-in and recall lists with no loss of seniority;; or (5) resignation with severance as provided for in Clause 14.9 (Severance Pay) as appropriate; or (6) where eligible, early retirement, if available. (b) 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. (c) 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. (d) The Employer may establish reasonable time periods (generally, seven calendar days) in which responses Responses from employees to the pre-layoff canvass will only be received in writing by the Employer for considerationconsideration if submitted within seven (7) days of issuance of a written notice to the effected employee or group of employees. (e) 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. ‌ (a) ‌ 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: (1) : return to their former classification/position with no loss of seniority (for those who recently transferred into the classification facing layoff); (2) ; placement into a vacant regular position; (3) ; potential job sharing situations; (4) situations;‌ placement on the casual call-in and recall lists with no loss of seniority; (5) ; resignation with severance as provided for in Clause 14.9 (Severance Pay) as appropriate; or (6) or where eligible, early retirement. (b) . 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. (c) . 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. (d) . The Employer may establish reasonable time periods (generally, seven calendar days) in which responses from employees will be received in writing for consideration. (e) . 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.