Alternative to Layoff. The State may propose to reduce the number of hours an employee works as an alternative to layoff. Prior to the implementation of this alternative to a layoff, the State will notify and meet and confer with the Union to seek concurrence of the usage of this alternative.
Alternative to Layoff. 1. When the Agency believes that a lack of funds requires a layoff, the Agency will notify the Union no fewer than fifteen (15) calendar days before the Agency issues initial layoff notices. The parties will meet, if requested by either the Agency or Union, to consider alternatives to layoffs such as voluntary reductions in hours or workdays, temporary interruptions of employment or other voluntary employment options. Alternatives to the layoffs shall require mutual agreement between the Agency and Union. In the absence of any mutual agreement, the Agency will implement layoff procedures consistent with the current applicable agreement.
2. Agency and Union discussions under this agreement shall not constitute interim bargaining under the Public Employees Collective Bargaining Act. The parties shall not be required to use the dispute resolution procedures contained in the Public Employees Collective Bargaining Act.
Alternative to Layoff. A. The State may reduce the number of hours an employee works as an alternative to layoff. No employee shall have his/her hours of work reduced for more than a cumulative total of two months in any calendar year. Prior to the implementation of this alternative to a layoff, the State will notice and meet and confer with the UAPD on the use of this alternative.
B. Employees who have had their hours of work reduced pursuant to this Section shall receive a proportionate reduction in salary, retirement credits, sick leave accrual, vacation leave accrual, holiday pay and seniority. Employees shall continue to receive the full State contribution to health and dental plans as provided in Article 11 of this Agreement.
Alternative to Layoff. (a) (i) Subject to Clause 28.04, but notwithstanding Clause 28.02, employees who are about to be laid off or who have already been laid off, may be offered temporary or seasonal employment in an equivalent or lower classification, provided there is a vacancy available.Where an employee is offered temporary or seasonal employment in an equivalent classification his/her rate of pay shall not be reduced. An employee offered a lower classification shall be paid in accordance with Article 31 - Demotion.
Alternative to Layoff. A. When the Agency believes that a lack of funds requires a layoff, the Agency will notify the Union no fewer than fifteen (15) calendar days before the Agency issues initial layoff notices. The Parties will meet, if requested by either the Agency or Union, to consider alternatives to layoffs such as voluntary reductions in hours or workdays, temporary interruptions of employment or other voluntary employment options. Alternatives to the layoffs shall require mutual agreement between the Agency and Union. In the absence of any mutual agreement, the Agency will implement layoff procedures consistent with the current applicable agreement.
B. Agency and Union discussions under this agreement shall not constitute interim bargaining under the Public Employees Collective Bargaining Act. The Parties shall not be required to use the dispute resolution procedures contained in the Public Employees Collective Bargaining Act. As the Agency values stability in the workforce and the talents and contributions of its employees, the Agency will make a good faith effort to implement other workforce adjustment measures before implementing layoff. When the Agency decides a workforce or layoff will be necessary, the Agency will notify the Union. Where a workforce adjustment plan is developed, the Agency will share the plan with the Union.
Alternative to Layoff. (a) Employees may be offered temporary employment in a lower classification if there is a vacancy available as an alternative to layoff. Such temporary employment will be paid for in accordance with the voluntary demotion procedure (Article 26).
(b) Employees refusing a transfer in lieu of layoff shall not be considered resigned.
Alternative to Layoff. The State may propose to reduce the number of hours an employee works as an alternative to layoff. Prior to the implementation of this alternative to layoff, the State will notice and meet and confer with CSEA Local 1000 to seek concurrence of the usage of this alternative.
Alternative to Layoff. 1. When the Agency believes that a lack of funds requires a layoff, the Agency will notify the Union no fewer than fifteen (15) calendar days before the Agency issues initial layoff notices. When notice is provided to the Union, the Agency will immediately pause all recruitments, including those that are in the process of being filled. The parties will meet, if requested by either the Agency or Union, to consider alternatives to layoffs such as voluntary reductions in hours or workdays, temporary interruptions of employment or other voluntary employment options. Alternatives to the layoffs shall require mutual agreement between the Agency and Union. In the absence of any mutual agreement, the Agency will implement layoff procedures consistent with the current applicable agreement.
2. Agency and Union discussions under this agreement shall not constitute interim bargaining under the Public Employees Collective Bargaining Act. The parties shall not be required to use the dispute resolution procedures contained in the Public Employees Collective Bargaining Act.
Alternative to Layoff. As an alternative to layoff, reduction in hours may occur. Should the Board elect to reduce hours instead of lay-off employees, reduction in hours will be according to program needs, classification, ability, work performance and special training within job classifications, and the hours of the least senior employee shall be reduced first. This provision does not require the Board to select an alternative to layoff.
Alternative to Layoff. If an employee is subject to layoff, they may be able to elect to continue working by transferring to another Department. This may only be done if the transferring employee has greater seniority and has the Ability to perform the work in the other Department. The employee may only make the election within three (3) days of notice of layoff. The transfer will be to the most junior position in the Department.
