The window for applying to the current VRTIP package closes next week, Friday, March 22nd, at 4:00 pm. With April 12th stated as the targeted departure date in the package, we anticipate members will know the results of their application within a few days to a week or so of the closing. Bell is seeking 44 reductions from the targeted positions in this downsizing.
Should the specified number of reductions not be achieved through the VRTIP, Bell has the option of pursuing layoffs to meet their numbers. The layoff process, including details of severance, bumping, and recall rights is outlined in Article 27 of our collective agreement.
We encourage all members in targeted positions to familiarize yourselves with the layoff process, and in particular, Article 27.04.1 (included below), which outlines the assessment criteria for determining employees to be laid off:
| 27.04.1 | For the purpose of determining employees affected by a layoff, an employee identified for layoff in a single incumbent position will be assessed with employees in a multiple incumbent position(s) which in the Company’s opinion, compares closest to the single incumbent position on the basis of duties and responsibilities. In assessing employees for the purpose of layoff within the combined multiple incumbent position(s), where incumbents are deemed by the Company to be relatively equal on the basis of skill, ability, performance and qualifications, the junior incumbent, according to Net Credited Service (NCS) date, shall be laid off first. In the case of multiple incumbent positions, where incumbents are deemed by the Company to be relatively equal on the basis of skill, ability, performance and qualifications, the junior incumbent, according to Net Credited Service (NCS) date, shall be laid off first. The Company maintains the right to determine the location of the layoff. |
In the event that Bell does decide to initiate layoffs, it must meet with TEAM and “seriously discuss further ways to minimize or avert layoffs by reviewing issues such as redeployment opportunities, lateral transfer opportunities, vacancies, etc.” (27.02). Bell must also provide notice to TEAM of the layoffs two weeks before it notifies the people who are being laid off (27.03.1). During this two-week period, TEAM will continue with efforts to prevent the layoffs; however, we cannot tell anyone that we have received notice of layoffs, nor can we advise anyone of who is to be laid off.
While we certainly hope that Bell does not initiate layoffs, it is important that we have as much up to date information as possible on potential options for averting layoffs should we need to advocate for TEAM members to remain employed during this period, To that end, please assist TEAM in tracking and monitoring the progress of this voluntary departure program by providing the following information (if applicable and you haven’t already done so – thank you to all that have already responded):
- Members in targeted positions: If you are in a targeted position and will be or have already applied for the VRTIP, please click here and provide your name and position title.
Additionally, for members in targeted positions who are concerned they may be laid off, to assist TEAM in advocating for your continued employment should the need arise, please click here to provide us with a copy of your resume and any additional information you believe may be helpful in averting a layoff, e.g., other jobs in the company for which you would qualify; information about your skill, ability, qualifications, and performance in relation to the assessment for layoff procedure under Article 27.04.1 (above) that you believe may be helpful.
- Members not in targeted positions: If you are not in a targeted position, but have applied for the EVRTIP, please click here and provide your name, position title, and VP group.
Thank you for participating! Should you wish to have a confidential discussion about your options, please email or call the TEAM office.