Fill and Sign the Layoffs Policy Union Form

Layoffs Policy (Union) Purpose On those occasions when there is a need to decrease the number employed, it is essential that the terms of the appropriate Union Contract be followed explicitly. As detailed below, there are few instances when an employee's seniority date is not the determining factor. And, whenever such an instance seems appropriate, the supervisor should notify the Industrial Relations Manager before proceeding to keep a person with less seniority and lay off a more senior person. Procedure: In any decrease of the working force, probationary and temporary employees are the first to be dismissed. Temporary Layoff: As regards temporary layoffs (those scheduled to last thirty (30) days or less), seniority shall be the factor in determining which employees shall be retained, providing the employees have clearly demonstrated their ability to perform all phases of the job to be performed. Permanent Layoff: Whenever it becomes necessary to decrease the working force permanently, the following factors shall be weighed in arriving at the selection of those employees to be retained: 1. Demonstrated skill and efficiency in performing the particular work available and 2. Seniority. Where demonstrated skill and efficiency in performing the particular work available are relatively equal between two or more employees, seniority shall be the determining factor. The Company shall be the judge of an employee's skill and efficiency. The Union reserves the right to institute grievance procedures if it disagrees with any such decision of the Company and, if the dispute is not settled by such procedure, the same may be submitted to arbitration. Whenever the work force within a department is to be reduced on a permanent basis, the employee(s) within that department having the least seniority shall be notified by the Departmental Foreperson twenty-four (24) hours in advance of the last hour the employee is scheduled to work.