Pre-Layoff Canvass. (a) Where the Employer identifies to the Union a need to proceed with a layoff of Employees pursuant to Article 12.1, the Employer shall, prior to issuing a layoff notice to any Employee under Article 12, canvass any Employee or group of Employees within the area identified for reduction in order to invite on a voluntary basis:
Pre-Layoff Canvass. (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause 13.3 (Layoff), the Employer will canvass employees in order to invite:
Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article 13.3. the Employer may canvass employees in order to invite:
Pre-Layoff Canvass. (a) The Employer will supply the Union with as much notice as is reasonably possible when employees are expected to be designated for layoff and will discuss any such expected layoffs with the Union.
Pre-Layoff Canvass. Where the College identifies a need to proceed with a layoff pursuant to Article 14.6, the College shall notify the bargaining unit Chairperson and the staff representative, in writing, prior to the issuing of any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), the campus, the pay level classification and qualifications of the position(s), the reasons for layoff, and the cost reduction. The bargaining unit Chairperson, the staff representative and the Associate Vice President, Human Resources, or designate, will meet to discuss a pre-layoff canvass. The discussion will include:
Pre-Layoff Canvass. Where the Employer identifies a need to proceed with a layoff pursuant to Clause 13.4, the Employer shall notify the bargaining unit Chair and the President of the Union or designate, in writing, prior to the issuing of any layoff notices. The parties shall meet to discuss the location, classifications and positions of employees which may be affected by the layoff. Prior to any layoff the Employer may canvass any employee or group of employees to invite resignation with severance as provided for in Clause 13.11.
Pre-Layoff Canvass. Where the Employer identifies a need to proceed with a layoff pursuant to Article 14.3, the Employer shall notify the Bargaining Unit Chairperson and the Staff Representative, in writing, prior to the issuing of any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), the campus, the pay level classification and qualifications of the position(s), the reasons for layoff, and the cost reduction. The bargaining unit Chairperson, the Staff Representative and the Labour Relations Manager will meet to discuss a pre-layoff canvass. The discussion will include:
Pre-Layoff Canvass. (a) Prior to the layoff of (a) regular employee(s), the Employer may canvass any employee or groups of employees within the Plant to invite:
Pre-Layoff Canvass. (a) Prior to a layoff, the Employer shall canvass all regular employees in order of seniority in the following order: Affected seniority block and contract area, to invite resignation with severance pay if eligible as provided for in Clause 13.2(c).
Pre-Layoff Canvass. Prior to the layoff of any regular employee(s), the Employer shall do a canvass of employees in the following sequence to see if any employee(s) will accept voluntary layoff:
