Xxxxxx and Recall Sample Clauses
Xxxxxx and Recall. Section 18.1 When the Employer determines that a long term layoff or job abolishment is necessary, he or she shall notify the affected employees ten (10) working days in advance of the effective date of the layoff or job abolishment. Employees will be notified of the Employer's decision to implement any short term layoff, lasting seventy-two (72) hours or less, as soon as possible.
Section 18.2 Employees who are laid off shall be placed on a recall list for the period of two (2) years. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff, provided they are presently qualified to perform in the work classification to which they are recalled without further training. If additional training is required to enable a laid off employee to meet minimum job requirements, the Employer will make every effort to make such training available to the laid off employee.
Section 18.3 Notice of recall shall be sent to the employee by certified mail with a copy to the Union. The Employer shall be deemed to have fulfilled its obligations by mailing the recall notice by certified mail, upon receipt requested, to the last mailing address provided in writing by the employee. It is the responsibility of the employee to provide the Employer with written notice of any change of telephone number and/or address during his or her layoff period.
Section 18.4 The recalled employee shall have seven (7) calendar days following the date of mailing of the recall notice to notify the Employer of his or her intention to return to work, and shall have fourteen (14) calendar days following the mailing date of the recall notice in which to report for duty, unless a different date for returning to work is otherwise specified in the notice.
Section 18.5 In the event of a lay-off, employees shall be laid off according to rank seniority, with the least senior employee being laid off first. Rank seniority shall be computed on the basis of uninterrupted length of continuous service in that rank with the Employer. An employee laid off from a promoted position shall have the right to bump an employee with less seniority in the lower classification. Section 19.1
Xxxxxx and Recall. An employee in receipt of notice of layoff pursuant to 9.08(A)(a)(ii) may:
(a) accept the layoff; or
(b) opt to receive a separation allowance as outlined in Article 9.12; or
(c) opt to retire, if eligible under the terms of the Hospitals of Ontario Pension Plan (HOOPP) as outlined in Article 9.08(B); or
(d) displace another employee who has lesser bargaining unit seniority in the same or a lower or an identical-paying classification in the bargaining unit if the employee originally subject to layoff has the ability to meet the normal requirements of the job. An employee so displaced shall be deemed to have been laid off and shall be entitled to notice in accordance with Article 9.08(A)(a). An employee who chooses to exercise the right to displace another employee with lesser seniority shall advise the Hospital of their intention to do so and the position claimed within seven (7) days after receiving the notice of layoff. For purposes of the operation of clause (d), an identical-paying classification shall include any classification where the straight-time hourly wage rate at the level of service corresponding to that of the laid off employee is within 1% of the laid off employee's straight time hourly wage rate.
(e) In the event that there are no employees with lesser seniority in the same or a lower or identical-paying classification, as defined in this article, a laid-off employee shall have the right to displace another employee with lesser seniority in a higher-paying classification provided they are able to meet the normal requirements of the job, with orientation but without additional training.
(f) In addition, in combined full-time/part-time collective agreements, a full-time employee shall also be entitled to displace another full-time employee with lesser seniority in a higher-paying classification provided that they are able to meet the normal requirements of the job, with orientation but without additional training, when there are no other full-time employees in the same or a lower or similar-paying classification with lesser seniority, prior to being required to displace a part-time employee.
(g) An employee who is subject to layoff other than a layoff of a permanent or long-term nature including a full time employee whose hours of work are, subject to Article 14.01, reduced, shall have the right to accept the layoff or displace another employee in accordance with (a) and (d) above.
(h) No full-time employee within the bargaining unit shall...
Xxxxxx and Recall. 9:01 The Employer shall provide four (4) weeks written notice of a layoff or award pay in lieu thereof. A layoff shall be defined as a temporary reduction to an employee’s regular hours of work due to lack of work, funding, economical or operational changes.
9:02 In the event of a reduction in the work force, employees will be laid off in reverse order of seniority within their occupational classification within the home.
9:03 Employees laid off in accordance with Article 9:01 shall be recalled by order of seniority to available positions in equal or lower paid occupational classifications provided they are qualified, possess a satisfactory work record, and have the ability to perform the required work.
9:04 To be eligible for recall, prior to the employee’s last shift before being placed on layoff status, the employee must provide the Employer with their current address and further, during the layoff period, must inform the Employer immediately of any address changes.
9:05 As per Article 9:04 above, the employee must communicate with the Employer within five (5) calendar days of his notice of recall being delivered to his recorded address. Further, the employee must be prepared to begin work at the time designated by the Employer.
9:06 The right of a person who has been laid off to be rehired under this Agreement will be forfeited and shall be considered terminated in the following circumstances:
(a) If the person did not communicate with the Employer as specified in Article 9:06.
(b) If the person did not report to work when instructed to do so and fails to provide a written explanation satisfactory to the Employer.
(c) A twelve (12) month period has elapsed since the date of layoff, as per Article 7:05 (d).
Xxxxxx and Recall. The Union may at any point ask to discuss with the Employer, services that are currently contracted out for specified work. Upon request the Employer agrees to entertain and give serious consideration to submissions and rationale from the Union based on an identified interest for specific work where the Union feels the Bargaining Unit may be better able to perform those services.
Xxxxxx and Recall. 34.01 A layoff is defined as the elimination of a position or an ongoing reduction in regularly scheduled hours of work for a position. For the purpose of this Article “ongoing reduction” shall be defined as a reduction in hours of more than one (1) month.
34.02 The provisions of this Article shall not apply in the following situations:
a. When an employee’s appointment is for a limited duration of two (2) years or less and the appointment expires and is not renewed.
b. When a seasonal employee is laid-off for the portion of the year in which they are normally not employed.
a. In the event of layoffs, the University will: identify the affected Bargaining Unit position(s) to the Bargaining Unit in writing; and notify each affected member in writing.
b. If there is only one (1) member in an affected Bargaining Unit position then that member shall be declared surplus.
c. If there is more than one (1) member in the affected Bargaining Unit position and those members are within the same department then those members will be declared surplus in the following order:
i. Probationary members in reverse order of date of hire;
ii. Members who have completed their probationary period in order of seniority beginning with the least senior member.
34.04 In accordance with Article 34.05, a member who is declared surplus shall be given the opportunity to fill a vacant Bargaining Unit position or displace the most junior employee. The appropriate supervisor and a Human Resources representative will evaluate the ability and qualifications of the surplus member to do the job by means of either an interview or an interview and selection tests, if appropriate. The employee shall be accompanied by the President of the Union or their designate, acting as an observer. Employees will be available to be interviewed within five (5) calendar days of receiving the request for the interview, unless otherwise mutually agreed. It is understood that the surplus employee must have the ability and qualifications to perform the job in a manner which will not adversely affect the efficiency of the department beyond a short term familiarization period of no more than thirty (30) scheduled shifts.
a. In accordance with Article 34.04, a full-time member declared surplus shall be given the opportunity, in order of seniority, to be placed in a vacant position or exercise bumping rights in the following order:
i. To fill a full-time vacant position within the same job classification or, if there is ...
Xxxxxx and Recall. 1. When the Board determines to reduce the number of positions in one or more classifications covered by this agreement because of decreased enrollment of pupils, suspension of schools, territorial changes, lack of work, return to duty of an employee from a leave of absence, or financial reasons, the Board shall follow the procedure set forth in this Section.
2. The Board shall determine in which classification the layoffs should occur and the number of employees to be laid off.
3. The Board shall lay off employees in the affected classification on the basis of reverse seniority in that classification. Seniority shall be defined as the length of continuous service as a regular employee of the Board of Education.
4. The names of laid off employees shall be kept on a recall list by classification until for two years maximum. If the Board determines to fill any position in a classification during this period of time, the Board must offer the position to the most senior employee on the recall list for that classification. The offer of recall shall be made by written notice sent to the employee at his most recent address on record by certified mail. It is the employee's responsibility to keep the Board informed of his up to date address. The employee shall have seven (7) days after the notice is mailed to accept the offer of recall and report to work. If he does not report during such seven-day period, his name shall be eliminated from the recall list and the employment relationship between him and the Board shall cease. If the first employee on the recall list for a classification does not accept the recall, the Board shall offer the position to the next most senior employee from that classification on the recall list by the procedure outlined in this Section, and so on, until the position is filled. Any employee who resigns after receiving the notice provided in Division 4 of this Section, shall be entitled, upon request, to be placed upon the recall list and shall have same recall rights as if laid off.
5. For purposes of this Section, the following classifications will be used.
1. Bus Driver 9. Bus Aide
2. Bus Mechanic 10. Head Cook 3. Building Maintenance 11. Cafeteria Worker
Xxxxxx and Recall. The employee and the Employer may enter into a written agreement regarding return rights at the commencement of the leave. The period of leave will not impact the employee’s seniority date.
Xxxxxx and Recall. A. The University shall determine the basis for, the extent of, and the effective date(s) of layoffs in accordance with the provisions of this Article.
Xxxxxx and Recall. 6.6.1 A layoff shall be defined as a reduction in the work force or a reduction in the regular hours of work as defined in this Agreement.
Xxxxxx and Recall. In the event of a financial emergency that requires the District to consider a Reduction in Force (RIF) affecting employees, the District shall confer with the Association at the earliest possible date and shall continue to confer throughout the process. The Parties shall meet and discuss possible ways of avoiding a RIF and ways to minimize the potential negative impact of such action should it become necessary. If a RIF is still required, the District shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider lay-offs. If lay-offs are required, the District shall make every reasonable effort to retain the most senior employees first, taking into consideration the District need to offer a basic curriculum. Employees with seniority shall be laid-off only as a last resort. The Parties shall make every reasonable effort jointly and separately to minimize the impact of lay-off by helping to seek other employment for RIFed employees and by rehiring laid-off employees as soon as openings become available for which they qualify. All employees being laid off shall be placed in a re-employment pool for a period of two (2) years. Such employees shall be offered any new or open jobs for which they are qualified. While in the re-employment pool, laid-off employees may continue participation in District insurance programs by paying the regular monthly premium to the district, subject to carrier approval. In the event a RIF process is instituted, the District shall post an updated seniority list and shall provide the President with a copy. The list shall be predicated upon the most recent date of hire for each employee, his/her current assignment and the bargaining unit positions for which the employee is certified. Such most recent date of hire shall be that employee’s seniority date. Ties in the seniority date of employees shall be resolved in the following priority:
1. Date employment began (for most employees this will be the first day of school in the year for which they were hired)
2. Date of Board approval of their employment
3. Date they returned their employment contract to the District 4. By lot