Common use of Work Centre Redeployment Clause in Contracts

Work Centre Redeployment. If an employee is requested to move work centres voluntarily, the Company will provide 60 days notice. If an employee requests to move work centres voluntarily or through a posting, the Company will provide 30 days’ notice. This provision may be implemented and completed without activating Temporary Surplus or Permanent Surplus. Employees who are over complement and must redeploy will be given the options of available work centres along with the option of severance as described below. a) Within a work location Management may deploy employees within their classification. b) Where the Company has identified an over-complement in a classification at a work centre(s) and an under-complement at another work centre(s) in an equal/same classification, the Company may deploy employees from an over-complement work centre to an under-complement work centre on a senior choice/junior force basis until either the over-complement or under-complement ceases to exist, whichever occurs first. The Company will make an effort to keep employees at their work centre. Where appropriate, training and technology will be utilized to increase skills and to minimize employee movement. i) A junior employee who refuses to be transferred will be subject to discipline up to and including termination. All disputes regarding the discipline and termination of an employee who refuses a transfer will be referred to Arbitration for resolution on an expedited basis. An employee who is terminated for refusing a transfer under the terms of this agreement shall be eligible to receive reduced severance pay of one (1) weeks per years’ service to a maximum of thirty-six (36) weeks, if the proposed transfer is to a work centre that is not within a reasonable commuting distance from their residence. Where an employee is terminated for refusing to transfer to a work centre which is within reasonable commuting distance from their residence, there is no severance or other provisions payable to such employees. ii) Management has the right to determine the classification(s), number of over- complement positions, number of under-complement positions and the work centre(s) that will be dealt with under each operation of this provision. iii) Management will provide at least thirty (30) days’ notice to employees in the over-complement classification and work centre of the intended date of transfer by posting in the over-complement work centre(s) a notice which sets out: • the affected classifications;‌ • number of positions to be filled; • under-complement work centre(s); and‌ • proposed transfer date. Subsequent to this thirty (30) days’ posting, employees designated for transfer will be provided with at least sixty (60) days’ notice of their actual transfer date. In determining an employee’s transfer date the Company will consider the personal circumstances of the employee and the business needs of the Company. A copy of this notice will be provided to the PWU Sector 4 Vice President. iv) Employees transferring will be entitled to moving expenses as set out in Part A Item 24 Transportation and Moving Expenses except where as a result of the transfer the employee has a different work centre that is within a reasonable commuting distance from their residence. c) Under-complement positions that remain vacant after the operation of this clause will be posted in accordance with the Collective Agreement. d) There will be no permanent transfers under this Article into a work centre which has been identified as a work centre to be closed permanently during the eighteen (18) month period following intended transfer date. e) Medically restricted at work (MRAW) employees who have had a special position created for them cannot be terminated for refusing a transfer under this clause. In the event that there is a closure of a work centre, the MRAW employee will transfer in accordance with this Article and where necessary be accommodated in accordance with applicable legislation.

Work Centre Redeployment. If an employee is requested to move work centres voluntarily, the Company will provide 60 days notice. If an employee requests to move work centres voluntarily or through a posting, the Company will provide 30 days’ notice. This provision may be implemented and completed without activating Temporary Surplus or Permanent Surplus. Employees who are over complement and must redeploy will be given the options of available work centres along with the option of severance as described below. a) Within a work location Management may deploy employees within their classification. b) Where the Company has identified an over-complement in a classification at a work centre(s) and an under-complement at another work centre(s) in an equal/same classification, the Company may deploy employees from an over-complement work centre to an under-complement work centre on a senior choice/junior force basis until either the over-complement or under-complement ceases to exist, whichever occurs first. The Company will make an effort to keep employees at their work centre. Where appropriate, training and technology will be utilized to increase skills and to minimize employee movement. i) A junior employee who refuses to be transferred will be subject to discipline up to and including termination. All disputes regarding the discipline and termination of an employee who refuses a transfer will be referred to Arbitration for resolution on an expedited basis. An employee who is terminated for refusing a transfer under the terms of this agreement shall be eligible to receive reduced severance pay of one (1) weeks per years’ service to a maximum of thirty-six (36) weeks, if the proposed transfer is to a work centre that is not within a reasonable commuting distance from their his/her residence. Where an employee is terminated for refusing to transfer to a work centre which is within reasonable commuting distance from their his/her residence, there is no severance or other provisions payable to such employees. ii) Management has the right to determine the classification(s), number of over- complement positions, number of under-complement positions and the work centre(s) that will be dealt with under each operation of this provision. iii) Management will provide at least thirty four (304) daysweeks’ notice to employees in the over-complement classification and work centre of the intended date of transfer by posting in the over-complement work centre(s) a notice which sets out: • the affected classifications;‌ • number of positions to be filled; • under-complement work centre(s); and‌ • proposed transfer date. Subsequent to this thirty four (304) days’ week posting, employees designated for transfer will be provided with at least sixty four (604) daysweeks’ notice of their actual transfer date. In determining an employee’s transfer date the Company will consider the personal circumstances of the employee and the business needs of the Company. A copy of this notice will be provided to the PWU Sector 4 3 Vice President. iv) Employees transferring will be entitled to moving expenses as set out in Part A Item 24 Transportation and Moving Expenses except where as a result of the transfer the employee has a different work centre that is within a reasonable commuting distance from their his/her residence. c) Under-complement positions that remain vacant after the operation of this clause will be posted in accordance with the Collective Agreement. d) There will be no permanent transfers under this Article into a work centre which has been identified as a work centre to be closed permanently during the eighteen (18) month period following intended transfer date. e) Medically restricted at work (MRAW) employees who have had a special position created for them cannot be terminated for refusing a transfer under this clause. In the event that there is a closure of a work centre, the MRAW employee will transfer in accordance with this Article and where necessary be accommodated in accordance with applicable legislation.

Work Centre Redeployment. If an employee is requested to move work centres voluntarily, the Company will provide 60 days notice. If an employee requests to move work centres voluntarily or through a posting, the Company will provide 30 days’ notice. ‌ This provision may be implemented and completed without activating Temporary Surplus or Permanent Surplus. Employees who are over complement and must redeploy will be given the options of available work centres along with the option of severance as described below. a) Within a work location Management may deploy employees within their classification. b) Where the Company Employer has identified an over-complement in a classification at a work centre(s) and an under-complement at another work centre(s) in an equal/same classification, the Company Employer may deploy employees from an over-complement work centre to an under-complement work centre on a senior choice/junior force basis until either the over-complement or under-under- complement ceases to exist, whichever occurs first. The Company Employer will make an effort to keep employees at their work centre. Where appropriate, training and technology will be utilized to increase skills and to minimize employee movement. i) A junior employee who refuses to be transferred will be subject to discipline up to and including termination. All disputes regarding the discipline and termination of an employee who refuses a transfer will be referred to Arbitration for resolution on an expedited basis. An employee who is terminated for refusing a transfer under the terms of this agreement shall be eligible to receive reduced severance pay of one two (12) weeks per years’ service to a maximum of thirty-six (36) weeks, if the proposed transfer is to a work centre that is not within a reasonable commuting distance from their his/her residence. Where an employee is terminated for refusing to transfer to a work centre which is within reasonable commuting distance from their his/her residence, there is no severance or other provisions payable to such employees. ii) Management has the right to determine the classification(s), number of over- over-complement positions, number of under-complement positions and the work centre(s) that will be dealt with under each operation of this provision. iii) Management will provide at least thirty four (304) daysweeks’ notice to employees in the over-complement classification and work centre of the intended date of transfer by posting in the over-complement work centre(s) a notice which sets out: • the affected classifications;‌ classifications; • number of positions to be filled; • under-complement work centre(s); and‌ and • proposed transfer date. Subsequent to this thirty four (304) days’ week posting, employees designated for transfer will be provided with at least sixty four (604) daysweeks’ notice of their actual transfer date. In determining an employee’s transfer date the Company Employer will consider the personal circumstances of the employee and the business needs of the CompanyEmployer. A copy of this notice will be provided to the PWU Sector 4 3 Vice President. iv) Employees transferring will be entitled to moving expenses as set out in Part A Item 24 25 Transportation and Moving Expenses except where as a result of the transfer the employee has a different work centre that is within a reasonable commuting distance from their his/her residence. c) Under-complement positions that remain vacant after the operation of this clause will be posted in accordance with the Collective Agreement. d) There will be no permanent transfers under this Article into a work centre which has been identified as a work centre to be closed permanently during the eighteen (18) month period following intended transfer date. e) Medically restricted at work (MRAW) employees who have had a special position created for them cannot be terminated for refusing a transfer under this clause. In the event that there is a closure of a work centre, the MRAW employee will transfer in accordance with this Article and where necessary be accommodated in accordance with applicable legislation.