Notice to the Union. At the time notice of displacement is issued, a copy of the notice shall be sent to the Union xxxxxxx.
Notice to the Union. Initial notification will be provided to the Union not less than forty-five (45) days prior to a possible BBA becoming effective in cases of BBAs resulting in separation and thirty (30) days for all other types of BBAs. Such notification will include:
Notice to the Union. The Employer will give the Union at least (14) calendar days written notice of the date or dates on which the Employer plans to implement temporary layoffs of all or some bargaining unit employees.
Notice to the Union. The College will notify the Union at least ten (10) calendar days prior to the implementation of a layoff. The notice of the layoff shall include the number of bargaining unit employees and the reasons for the layoff. The College shall meet with the Union at its request within the ten (10) day period preceding the layoff to discuss the situation and the reasons for the layoff, the departments that will be affected, the total number of bargaining unit employees, and the expected duration of the layoff. The Union may provide and the College will consider alternatives to the announced layoff at this meeting or at a later meeting, if so requested by the Union. If requested, management will meet with the Union to discuss and consider alternatives to layoffs within one week of the request; however, this request shall not delay the effective date of the layoff.
Notice to the Union. The Employer will, when indefinite or temporary layoffs are being planned, inform the Union as soon as practicable and, upon written request, discuss the impact of such layoff on unit employees.
Notice to the Union. When the Employer determines that a layoff is necessary, the Employer shall notify the Union as soon as practicable of the classifications and number of employees affected. The Employer shall meet with the Union to explain the reason for the layoff. The Union’s comments and proposals for avoiding the layoff will be considered before a final decision is made.
Notice to the Union. (a) In the event the University declares a need to lay off employees or declare position(s) redundant within the bargaining unit, the Director, Staff Relations, or their designate will provide the Union with as much notice as reasonably possible of the proposed lay-off and no less than fifteen (15) working days prior to the proposed redundancy. At this meeting, the University will outline for the Union the relevant staffing and financial information utilized in making the decision(s) to declare positions redundant and information required by the Joint and Equal Redeployment Committee to carry out its mandate. Joint and Equal Redeployment Committee (b) A Joint and Equal Redeployment Committee will be struck and shall be comprised of no more than five (5) representatives from the Union, to include the President and Grievance Officer and no more than five (5) representatives from the University including the Director, Staff Relations or their designate.
Notice to the Union. Where notice or reply to the Union is required in the fulfillment of any clause of this Agreement, such notice shall be in writing to the appropriate Union Representative, with a copy to the President of CUPE/SCFP Local 1281 at 00 Xxxx Xx, Xxxxx 000, Xxxxxxx, XX, X0X 0X0, and by email to xxxxxxxxx@xxxx0000.xx, or any other address provided in writing by the Recording Secretary of the Local.
Notice to the Union. The employer shall provide as much notice as possible to the Union; however, notwithstanding, the employer shall notify the Union in writing at least two (2) working days prior to notifying the affected employee(s) of the reduction in or elimination of their position(s). The following details will be provided:
Notice to the Union. At least fourteen (14) calendar days prior to notice of layoff, the City shall provide the Union written notice of its intent to lay off employee(s). The notice will include the job classification(s); the names of the employee(s) in those job classifications who have been tentatively selected for layoff; the category of employment of those employee(s) (regular full-time, regular part-time, seasonal) and a seniority list by name, job classification and category. If the Union desires to discuss possible options to the pending layoff or question the selection of the employee(s) tentatively selected for layoff, it shall notify the City to schedule a meeting within seven (7) calendar days of receipt of notice of layoff. Both the notice and the discussions will be treated with confidentiality. The City shall discuss with the Union the criteria which shall be used to determine qualifications, skills, abilities and seniority of employees and the order of layoff. This discussion will include the possibility of transferring work being performed by temporary or on-call employees to employees identified for possible layoff. The City shall attempt in lieu of a layoff and upon agreement with the Union and the affected employee, to transfer or demote the employee scheduled for layoff to another position in the bargaining unit; the employee is qualified to perform the duties of the position; and the transfer or demotion does not displace another employee subject to the other provisions of this Article. In the event more than one employee scheduled for layoff possesses the required certifications, licenses, knowledge, skill and ability to perform the duties of the position, the position will be offered to the most senior employee. If at the end of a six (6) month probationary period, the City determines the employee has not successfully completed the probationary period, the employee shall be placed on the recall list.
