LAY-OFF PROVISIONS. The College shall not release an employee without giving the employee, in writing, at least:
LAY-OFF PROVISIONS. (a) In matters of lay-off and recall within the bargaining unit, lay-off of full-time nurses shall be in reverse order of seniority and recall shall be in the reverse order of lay-off. Lay-off of full-time nurses shall be separate and apart from the lay-off of part-time nurses.
LAY-OFF PROVISIONS. (a) In identifying the position for lay-off, the Xxxxxxx and/or designate will consider core competencies needed in the Library. Where specific qualifications are not a consideration, lay-offs will be conducted based on years of service. Those with fewer years of service shall be laid off first.
LAY-OFF PROVISIONS. (I) Except as provided in (b) hereof, an Applicant shall be considered to be on a qualifying lay-off when he/she is not required by the Company to work and does not perform any work in a week, commencing on or after the week following the week in which this Plan becomes effective, because he/she was laid off work in accordance with the seniority provisions of the Agreement.
LAY-OFF PROVISIONS. On lay off, employee may withdraw non-locked in funds only. To encourage employees not to cash these funds prematurely, withdrawal during lay off will be at market rate. If the lay off extends beyond eighteen (18) months, the penalty free sixty (60) day termination provisions described above will apply. Company “locked-in” funds remain locked-in to be used for the purchase of a pension, and may not be turned into cash. COSTS TO THE INDIVIDUAL EMPLOYEE WITH A FAMILY PLAN WILL BE $10/Month AND WITH A SINGLE PLAN WILL BE $4/MONTH. 89 Coverage: to obtain the premium rates referred to above, these plans will be mandatory for all employees in all five unions. Effective Date: from the date of recall. Eligibility: to be eligible, employees must be active on the effective date. Probationary Period: standard probationary period will apply for all new employees. Lay Off: medical and dental coverage will continue for a period of three months after lay off. Workers’ Compensation: medical and dental coverage will continue. Weekly Indemnity: medical and dental coverage will continue. Claims Administration: medical and dental claims (except prescription drugs) are submitted to Blue Cross and cheques are mailed to employee’s home. For conve- nience, Blue Cross offers a “quick pay” service at its local Crown Street office. Administration APPENDIX “G” Return To Work Program Guidelines Saint Xxxx Shipbuilding Limited has developed a Return to Work Program to assist ill or injured workers in making a successful return to the workforce. The purpose of this program is to provide a safe yet produc- tive environment for workers recovering from sickness or injury by providing work assignments that accommodate the physical limitations indicated by the worker’s physician. It is intended to provide workers with an effective way to return to work while reducing the risk of harm to themselves or others. Workers interested in this program may contact their union representatives or the Medical Centre for details.
LAY-OFF PROVISIONS. If an individual’s contract is terminated or non-renewed, the Board agrees to continue the employee’s insurance coverage under the provisions of the Con- solidated Omnibus Budget Reconciliation Act – 1985 (COBRA). Any contin- ued coverage is paid in advance by the employee. The payment should be monthly with payment prior to the effective date of coverage. Certified teachers with U.S.D. 476 contracts totaling half (1/2) time or more shall be eligible to receive benefits under Articles IV and V (Benefits and Leave) of the Xxxxxxxx U.S.D. 476 Comprehensive Teaching Agreement. Those teachers will receive a percentage of the benefits equal to the percent- age of time designated in their contracts. Teachers with less than half time contracts or who work on an ad hoc basis (substitutes, etc.) shall not be eligible for any benefit set forth in the Compre- hensive Teaching Agreement. Only time outlined in a bona fide U.S.D. 476 contract will be counted for the purpose of this agreement. Benefits in other areas, dealing with less than full-time certified personnel and not included in this section, shall be dealt with as recommended by the ad- ministration and approved by the board. AR T ICL E V : L E A V E ARTICLE V: Leave Personal Leave Personal leave is to be two (2) days per year, accumulative to a maximum of 3 days. The personal leave days are to be explicitly subject to the superintendent’s prior approval as to the date such a day is taken. The superintendent is to be noti- fied at least 72 hours in advance of the day to be taken. Except in special circum- stances personal leave days may not be taken during the first three weeks or the last three weeks of the school year or immediately before or after any holiday or vacation period. Personal leave buy back options will be $50 per day, and the board will match it with another $50 (totaling $100) all being payable into a 403(b) pension account of the employee. If no 403(b) pension option is selected via the buy back option of personal leave, a current substitute rate will be re-distributed back to the employee for a maximum of 2 unused personal days (aka - Personal Leave Cash Out / PLCO)
LAY-OFF PROVISIONS. 29.01 In the event of any layoff, the Employer agrees to provide benefit coverage as per the insurance contract for the period of severance prescribed in article 30.02 up to a maximum of six (6) months.
LAY-OFF PROVISIONS. Should the Employer find it necessary to layoff employees, the procedure set forth in the Article shall apply.
LAY-OFF PROVISIONS. The College shall not terminate an employee without giving the employee, in writing, at least:
LAY-OFF PROVISIONS. The City and Union agree that any Parks and Recreation hourly bargaining unit employees affected by lay-offs will be laid off by seniority in position based on the total hours worked, skill and ability being equal. A layoff may result from the City's need to decrease the work force due to financial crisis. The City and Union agree to meet and confer regarding the impact to the bargaining unit employees as a result of the City's financial crisis. The end of seasonal employment shall not be considered a layoff. Employees on layoff shall be offered re-employment within one (1) year in inverse order of layoff and no unit position shall be filled by new hires until all qualified employees laid off in the same classification shall be offered and refuse re-employment. Notification under this section to employees shall be by registered mail. An employee’s failure to respond by registered mail and/or personal email or by signed statement personally delivered to the City Manager or his or her designee within ten (10) business days from the date of the employer’s notice shall be deemed a rejection of an offer of re-employment. The employer then has no further obligation to the laid off employee. An employee, who is laid off, will have bumping rights to a previously held position.
