{"id":525,"date":"2022-10-04T16:21:43","date_gmt":"2022-10-04T23:21:43","guid":{"rendered":"https:\/\/unifor456.org\/?page_id=525"},"modified":"2025-08-17T16:49:35","modified_gmt":"2025-08-17T23:49:35","slug":"article-xix-seniority","status":"publish","type":"page","link":"https:\/\/unifor456.org\/?page_id=525","title":{"rendered":"ARTICLE XIX – SENIORITY"},"content":{"rendered":"
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Section 1:\u00a0 Principle<\/strong><\/p>\n

In promotions or lay-offs, and in re-employment of seasonal employees, competency and other things being sufficient, the principles of seniority will govern.\u00a0 In any case of promotion, lay-off, or re-employment, the Standing Committee of the Signatory Union shall be consulted by the Management and be privileged to present recommendations which will be considered by the Management prior to decision by Management.<\/p>\n

In cases where time does not permit such prior consultation, the Management shall take temporary action only, until the recommendations of the Union Standing Committee can be considered.\u00a0 Management shall give the Union Standing Committee written notice in each instance in which it, without agreement of Standing Committee, decides to and does promote, lay off or re-employ out of the established line of seniority on the grounds that a junior employee is better qualified than a senior employee.\u00a0 The Local Union may pursue a complaint as to Management\u2019s evaluation of comparative qualifications provided that within ten (10) days after receipt of such written notice of Management\u2019s decision, the Local Union gives written notice to Management that it desires consideration of the complaint by the local Mill Manager and the Local Union.\u00a0 If a satisfactory settlement is not reached at that level, the Union may carry the issue through all further steps in the manner and under the provisions of the Agreement covering adjustment of complaints.<\/p>\n

Section 2:\u00a0 Welfare Coverage<\/strong><\/p>\n

(a) At their request, an employee with one (1) or more years\u2019 seniority may have their welfare coverage continued for six (6) months while on lay-off.<\/p>\n

(b) At their request, an employee with more than four (4) months but less than one (1) year\u2019s seniority may have their welfare coverage continued for three (3) months while on lay-off.<\/p>\n

(c) An employee who elects to maintain coverage while laid off will be required to pay the employee portion of the premium in advance on a monthly basis.<\/p>\n

(d) An employee who has welfare coverage as provided for in paragraphs (a) and (b) above will on return to work have their welfare coverage extended by one (1) month for each month in which they work.<\/p>\n

Section 3:\u00a0 Retention of Seniority<\/strong><\/p>\n

Laid off employees shall retain seniority on the following basis:<\/p>\n

(a) Employees with less than one (1) year\u2019s continuous service shall retain their seniority for a period of six (6) months from the date of lay-off.<\/p>\n

(b) An employee with one (1) or more years of continuous service shall retain these rights for eighteen (18) months from the date of lay-off, plus two (2) additional months for each year of service up to an additional twenty-four (24) months.<\/p>\n

Section 4:\u00a0 Failure to Report<\/strong><\/p>\n

Failure of the employee to report for work within one week of notice by registered mail at their last address reported to and received by the mill shall result in their termination of employment with the Company.\u00a0 Bona fide reasons for failure to report shall not deprive an employee of their recall rights.<\/p>\n

Section 5:\u00a0 Probationary Employee<\/strong><\/p>\n

Until an employee has been on the payroll of the Company for one hundred twenty (120) calendar days, or until they have accumulated ninety (90) working days in a one hundred and eighty (180) calendar day period, they shall be considered a probationary employee and shall have no rights under Article XIX with respect to seniority.<\/p>\n

No person will be considered a probationary employee more than once without the mutual agreement of the Company and the Union.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Section 1:\u00a0 Principle In promotions or lay-offs, and in re-employment of seasonal employees, competency and other things being sufficient, the principles of seniority will govern.\u00a0 In any case of promotion, lay-off, or re-employment, the Standing Committee of the Signatory Union shall be consulted by the Management and be privileged to present recommendations which will be […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-525","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/unifor456.org\/index.php?rest_route=\/wp\/v2\/pages\/525","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/unifor456.org\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/unifor456.org\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/unifor456.org\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/unifor456.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=525"}],"version-history":[{"count":2,"href":"https:\/\/unifor456.org\/index.php?rest_route=\/wp\/v2\/pages\/525\/revisions"}],"predecessor-version":[{"id":772,"href":"https:\/\/unifor456.org\/index.php?rest_route=\/wp\/v2\/pages\/525\/revisions\/772"}],"wp:attachment":[{"href":"https:\/\/unifor456.org\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=525"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}