Common use of Reduction Realignment Procedure Clause in Contracts

Reduction Realignment Procedure. In the event the EMPLOYER determines that there is an "excess" of jobs within a job code in the bargaining unit, representatives of the EMPLOYER shall notify the Local Union and the parties will follow the process covered within this section. In all cases where the work force is to be reduced, Employees with the greatest seniority at the PLANT shall be retained provided that they have the required qualifications (as would normally be posted) and the ability to perform the available work. If at any time there is an excess within a training progression, those Employees in level 03 of the training progression will be added to the excess list and Employees on temporary assignments will be returned to their primary assignments for purposes of regression. When an excess occurs in normal progression positions, the least senior person in the progression will be excessed. Prior to any excess process, all open jobs will be posted one cycle. Employees considered excess will be given twenty four (24) hour written notice prior to posting, if the business conditions indicate that the excess condition could reverse within the next six (6) months, which may allow some or all of the operators to return to their primary assignment, management may place the group of employees on Temporary Assignments during that period. Realignments or reductions of the work force shall be in accordance with the following guidelines: (1) Once excess assignments are determined, if the Employees in those assignments are not the lowest senior Employees, they will have the option to replace the lowest senior Employees within the Department, level, job code and shift. (2) Excessed employees will be given options, by seniority, providing their choice does not result in a higher pay level: (A) Accept any open position and receive immediate bid rights and retain preferential treatment or: (B) Bump the lowest seniority person in the PLANT in the same pay level and shift. If Employee(s) cannot preserve pay level and shift, or: (C) Bump the lowest seniority person in the PLANT in same pay level or same shift. When neither (A) nor (B) is satisfied, Employee(s) will be advised of their options to preserve (C), prior to choosing shift or level. (3) When Employee(s) have no options in their pay level, they will drop one (1) pay level at a time until their need is satisfied maintaining their shift. (4) When an excess is declared, all open jobs will be posted one cycle. (5) Bidding restrictions will be removed for excessed Employees only. If an excessed employee is successful in bidding they will receive immediate bid rights and retain preferential treatment. (6) In a bumping situation if shift and level are preserved, the Employee will not have bid rights restored for six (6) months following the date an excess offering was awarded. (7) For purposes of regression, all Employees within code 742 (Department Specialist) will return to code 741 (Machine Line Operator). (8) Employees transferring for any reason between production and support departments will receive the second step of the pay level and will progress depending on performance. If the Employee left the support department within twenty-four (24) months and at the top of the rate of pay, the Employee will return to the support department at the top rate of the job. (9) During any excess resulting in a layoff, the Volunteer Leave of Absence (VOLA) procedure will be followed as per current practice.

Reduction Realignment Procedure. In the event the EMPLOYER determines that there is an "“excess" ” of jobs within a job code in the bargaining unit, representatives of the EMPLOYER shall notify the Local Union and the parties will follow the process covered within this section. In all cases where the work force is to be reduced, Employees with the greatest seniority at the PLANT shall be retained provided that they have the required qualifications (as would normally be posted) and the ability to perform the available work. If at any time there is an excess within a training progression, those Employees in level 03 of the training progression will be added to the excess list and Employees on temporary assignments will be returned to their primary assignments for purposes of regression. When an excess occurs in normal progression positions, the least senior person in the progression will be excessed. Prior to any excess process, all open jobs will be posted one cycle. Employees considered excess will be given twenty four (24) hour written notice prior to posting, if the business conditions indicate that the excess condition could reverse within the next six (6) months, which may allow some or all of the operators to return to their primary assignment, management may place the group of employees on Temporary Assignments during that period. Realignments or reductions of the work force shall be in accordance with the following guidelines: (1) Once excess assignments are determined, if the Employees in those assignments are not the lowest senior Employees, they will have the option to replace the lowest senior Employees within the Department, level, job code and shift. (2) Excessed employees will be given options, by seniority, providing their choice does not result in a higher pay level: (A) Accept any open position and receive immediate bid rights and retain preferential treatment or: (B) Bump the lowest seniority person in the PLANT in the same pay level and shift. If Employee(s) cannot preserve pay level and shift, or: (C) Bump the lowest seniority person in the PLANT in same pay level or same shift. When neither (A) nor (B) is satisfied, Employee(s) will be advised of their options to preserve (C), prior to choosing shift or level. (3) When Employee(s) have no options in their pay level, they will drop one (1) pay level at a time until their need is satisfied maintaining their shift. (4) When an excess is declared, all open jobs will be posted one cycle. (5) Bidding restrictions will be removed for excessed Employees only. If an excessed employee is successful in bidding they will receive immediate bid rights and retain preferential treatment. (6) In a bumping situation if shift and level are preserved, the Employee will not have bid rights restored for six (6) months following the date an excess offering was awarded. (7) For purposes of regression, all Employees within code 742 (Department Specialist) will return to code 741 (Machine Line Operator). (8) Employees transferring for any reason between production and support departments will receive the second step of the pay level and will progress depending on performance. If the Employee left the support department within twenty-four (24) months and at the top of the rate of pay, the Employee will return to the support department at the top rate of the job. (9) During any excess resulting in a layoff, the Volunteer Leave of Absence (VOLA) procedure will be followed as per current practice.