These provisions were subsequently expanded (1985) to include organizational changes that eliminate jobs. Between 1987 and 1990, our policy of organizational and technological change was put to the test when nearly 1,400 of our 2,000 members experienced layoffs, forced displacement or significant changes in their jobs. The province as a whole has undergone a major upheaval thanks to organizational and technological changes. Although many employees have changed jobs, been displaced or pushed, no one has been laid off. In fact, many of these employees remain in the organization until today. Many rights in a collective agreement are based on the seniority of an employee. The length of seniority is approximately the length of service an employee has. However, certain periods cannot be attributed to an employee`s seniority, although they are included in the time of service. Yes, for example. B, an employee is promoted to a management position and then returns to the bargaining unit, some or all of the management period cannot be attributed to the employee`s seniority, although it is part of the employee`s period of service. A fifth right, which is included in most collective agreements, generally provides for 9 to 13 days of leave per year. The agreement stipulates that the worker must be entitled to benefits in order to receive leave pay. Qualifications vary considerably from agreement to agreement, but they often include the rule that workers must actually work on the scheduled work day before and after leave, unless they are on scheduled leave.
In the event of leave, the rule may require that the worker actually worked one day in the two weeks prior to the leave. However, the redundancy rule is generally amended to allow the employer to retain the services provided by workers who, because of their skills and skills, are particularly needed. For example, if the company had only one electrician, it would probably not be covered by the general rule. In 2007, the EU negotiated an agreement on organisational changes to implement a new service model that changed the jobs of 1,600 workers without any redundancy provision. The agreement was also used to remedy 6 job classifications, including the case manager, who were denied a pay increase due to non-counting in the employment assessment process. The agreement was ratified by all negotiators with 72% approval. In 1993, the Ontario NDP government faced a $12 billion deficit. Premier Bob Rae has called for $2 billion in public service pay cuts. When Ontario`s two largest unions, OPSEU and CUPE, boycotted the talks, the government imposed a freeze on mandatory unpaid wages and days off for public servants known as Rae Days. The initiative was based primarily on a 12-day unpaid leave for all public service employees. The social contract also took over the collective agreements of all public unions and froze the wages of all civilian workers. In the end, the government saved $1.95 billion and prevented layoffs of public sector employees.