WORKFORCE REDUCTIONS. SECTION 1 – Layoffs
WORKFORCE REDUCTIONS. In cases of reduction in force at the Employer, the parties shall meet and negotiate the details of the procedure to be used, consistent with the provisions of this section. If the parties’ negotiations result in an impasse, the Employer may implement its procedure but the Union and/or individual employees retain the right to file a grievance over such implementation.
WORKFORCE REDUCTIONS. (A) When employees certified pursuant to Chapter 633, Florida Statutes, are to be laid off, the state shall implement such layoff in the following manner:
WORKFORCE REDUCTIONS. If the permanent staff of a Company is to be reduced, the Company shall first determine the number of jobs to be reduced within each class code level (eg. TR3). Except as specifically provided in 11.06, those employees who were last appointed to a class code level to be reduced, shall be the first employees removed from such class code level for the purposes of layoff, provided those remaining in the class are qualified and capable to perform the duties of the remaining jobs in the class code level. Non-permanent employees within the class code level to be reduced shall be laid off prior to the removal of permanent employees from the class code level.
WORKFORCE REDUCTIONS. If the permanent staff of a Company is to be reduced, the Company shall first determine the number of jobs to be reduced within each class. Except as specifically provided in 11.06, those employees who were last appointed to a class to be reduced, shall be the first employees removed from such class for the purposes of layoff, provided those remaining in the class are qualified and capable to perform the duties of the remaining jobs in the class. Non-permanent employees belonging to the class to be reduced shall be laid off prior to the removal of permanent employees from the class.
WORKFORCE REDUCTIONS. If the permanent staff of the Company is to be reduced, the Company shall first determine the number of jobs to be reduced within each grouping, i.e. Clerical, Operator or Labourer. In laying off employees the Company will take into consideration the skill, ability and certification level of the employees in order to determine which employees should be retained to perform the available work. Where these factors are equal between two or more employees, the employee with greater unbroken service in the Strathmore and Chestermere operations will be given preference. Non-permanent employees belonging to the grouping to be reduced shall be laid off prior to the removal of permanent employees from the grouping.
WORKFORCE REDUCTIONS. Workforce reductions shall proceed in inverse order of Company seniority within the job classifications. An employee will be advised in writing of the said reduction and if the employee chooses to exercise their bumping rights, the employee will respond in writing to the Company within five (5) days indicating, in order of preference, the positions into which the employee wishes to bump. The employee will also indicate which article (8.4.1 or 8.4.2) applies in each circumstance. The Company will respond to the employee's request within three (3) business days. The Company agrees to provide copies to the Union and Local Union President of any workforce reduction notice and any subsequent correspondence with affected employees. The Company agrees to meet with two local union officers prior to releasing the written response referred to in the above paragraph.
WORKFORCE REDUCTIONS. 29.1 The Employer will make a reasonable effort to effect a reduction in the workforce through attrition, redeployment or voluntary separation prior to serving an Employee with notice of a workforce reduction. If there are vacant positions available, Employees affected by the workforce reduction will be offered redeployment if
WORKFORCE REDUCTIONS. Workforce reductions shall proceed in inverse order of Union seniority within the job classifications.
WORKFORCE REDUCTIONS. In cases of reduction in force at the Medical Center, the parties shall meet and negotiate the details of the procedure to be used, consistent with the provisions of this section. If the parties’ negotiations result in an impasse, the Employer may implement its procedure but the Union and/or individual employees retain the right to file a grievance over such implementation.
