Redeployment Committee. At each Hospital a Redeployment Committee will be established not later than two (2) weeks after the notice referred to in 9.08 and will meet thereafter as frequently as is necessary.
Redeployment Committee. At each Hospital a Redeployment Committee will be established not later than two
Redeployment Committee. A Redeployment Committee will be established not later than two (2) weeks after the notice referred to in 9.08 and will meet thereafter as frequently as is necessary.
Redeployment Committee. The Employer will recognize a Redeployment Committee whose function shall be to identify possible options to layoffs and/or methods of reducing the impact of layoffs. Representatives of the committee will meet with all affected nurses individually whenever a layoff or other reduction in staffing is to occur. The Committee will outline the various options available to each individual nurse in accordance with the Collective Agreement. The Committee shall be comprised of equal numbers of representatives of the Employer and the Union. A Union member of the committee shall not suffer any loss of wages when attending such meetings of the Committee. Where a Committee meeting is held on a Committee member’s day off, such Committee member will be paid at his or her regular straight time hourly rate for all time spent attending the meeting
Redeployment Committee. 14.11.1 Matters arising out of redeployment activities shall be referred to the PEGO Central Employee Relations Committee (“PCERC”).
Redeployment Committee. In all situations involving lay-offs of members of the bargaining unit, the Board will discuss the circumstances related to the lay-off with the Union at a meeting of the Labour/Management Committee. In such circumstances, the consultation at the Labour/Management Committee shall take place not less than thirty (30) calendar days in advance of the proposed effective date of the lay-off. When the Labour/Management Committee convenes to discuss lay-offs, its composition may be augmented to a maximum of up to seven (7) representatives for each of the Employer and Union teams. The meeting shall be held during normal working hours and the time spent attending such meeting(s) will be considered work time for which all participants shall be entitled to regular pay. When reviewing the lay-offs, the Labour/Management Committee shall conduct itself in its normal fashion with regard to chairing the meetings, preparation of agendas, minutes, etc. The Committee will have at its disposal such staffing, work organization and financial information as is relevant to the proposed lay-off. As part of its review, the Committee may identify, propose and discuss possible alternatives to lay-offs which might include, but are not necessarily limited to, the contracting in of work and potential re-organizations. The Committee may also identify and discuss existing vacant positions and/or positions which are expected to become vacant within the ensuing twelve (12) months, as well as opportunities for worker retraining where positions may be available and retraining is cost effective. It is also understood that, in its role of reviewing lay-offs, the Committee through its representatives may exercise a discretion to waive job postings in appropriate circumstances. Persons who are normally employed on a less than twelve (12) month basis are not to be regarded as laid off, for the purposes of this paragraph (15.04), during the period of the year when they are not required to be at work.
Redeployment Committee. In the event of reorganization or a reduction in the workforce, a special sub-committee of the Labour Relations Committee shall be established as soon as possible after the notice of layoff or reduction is given to the union.
Redeployment Committee. The Redeployment committee shall consist of three (3) Union representatives determined by the local and up to three (3) representatives of the Employer. Not more than two (2) Union representatives will be from any one department.
Redeployment Committee. In all situations involving lay-offs of members of the bargaining unit, the Board will discuss the circumstances related to the lay-off with the Union at a meeting of the Labour/Management Committee. In such circumstances, the consultation at the Labour/Management Committee shall take place not less than thirty (30) calendar days in advance of the proposed effective date of the lay-off. When the Labour/Management Committee convenes to discuss lay-offs, its composition may be augmented to a maximum of up to seven (7) representatives for each of the Employer and Union teams. The meeting shall be held during normal working hours and the time spent attending such meeting(s) will be considered work time for which all participants shall be entitled to regular pay. When reviewing the lay-offs, the Labour/Management Committee shall conduct itself in its normal fashion with regard to chairing the meetings, preparation of agendas, minutes, etc. The Committee will have at its disposal such staffing, work organization and financial information as is relevant to the proposed lay- off.
Redeployment Committee. In any situation involving lay-offs, where notice is given under Article 13, the Board and the Union will work together, under the auspices of a Joint Labour/Management Committee, to minimize lay-offs through exploring, identifying and implementing (where feasible) attrition opportunities such as possible early retirements, unpaid leave, job sharing, voluntary lay-offs, etc. The parties will make every effort to find alternatives to lay-off(s). In this regard, it is understood that the obligation to convene a Redeployment Committee would not normally arise in layoffs related to the EA Placement Process, or lay-offs involving fewer than 5.0 FTE, but would normally arise in any lay-off(s) involving the elimination of a job category. In the event of notice being given pursuant to Article 13, the Labour Management Committee will meet no later than two (2) weeks after such notice.
