Alternatives to Layoff. Recognizing that it may be possible in some instances to reduce the need for layoffs by allowing Local 6070 Bargaining Unit Members in an affected seniority pool to voluntarily request Leave Without Pay (LWOP) or voluntarily reduce individual work schedules, the University may make the following options available:
1. Leave Without Pay LWOP may be requested by Local 6070 Bargaining Unit Members in the same manner as all other leaves. The LWOP shall be no less than forty (40) hours or more than 1040 hours. During such leave continuation of benefits will be as designated under the Regents’ Policies and University Regulations.
Alternatives to Layoff. Employees who are to be laid off may be able to exercise one (1) of the following options in lieu of layoff:
1. displace the least senior employee or the same classification;
2. displace the least senior employee or in a lower included classification of the employee’s existing classification in which case they shall become an affected reassigned employee;
3. retire under provisions of the laws and regulations pertaining to retirement under PERS; or
4. apply for any vacant position in the District for which they are qualified Affected reassigned employees who take voluntary demotions in lieu of layoff shall be granted the same rights as laid off persons on the 39-month re-employment list and shall retain eligibility to be considered for re-employment over new applicants for an additional period of up to twenty-four (24) months; provided, that the same tests of fitness under which they qualified for appointment to the class shall still apply. The CHRO shall make the determination of the specific period of eligibility for re-employment on a class-by- class basis. Education Code Section 88117. Affected reassigned Employees who take voluntary demotions in lieu of layoff shall be, at the option of the employee, returned to a position in their former classification or to positions with increased assigned time as vacancies become available, and without limitation of time, but if there is a valid re-employment list, they shall be ranked on that list in accordance with their proper seniority. Education Code Section 88117.
Alternatives to Layoff. The County will make every reasonable effort to avoid layoff of bargaining unit employees. Such efforts will include consideration of the following strategies to prevent or minimize the effects of layoffs:
21.2.1 Termination of non-critical employees and consultants.
21.2.2 Temporary reduced work hours programs including reduced work weeks and furloughs/ shutdowns.
21.2.3 Attrition-based programs such as early retirements, voluntary layoffs and voluntary reduction in FTE status.
21.2.4 Reduction of paid leave balances or accrual rates. The County will solicit Union input as to available and desirable alternatives prior to any final decisions as to the necessity of the layoff. The County will negotiate with the applicable Union to the extent that any alternative to layoff program impacts mandatory subjects of bargaining such as reduced work hours programs or paid leave reductions.
Alternatives to Layoff. In order to avoid a layoff, the University may reassign an employee to a position for which the employee is qualified at the same or greater percentage of time and at the same or higher rate of pay. Such action will nullify the layoff.
Alternatives to Layoff. Before making a decision to lay off a full-time member of the bargaining unit, the College will consider other methods of accomplishing staff reduction, such as natural attrition, resignation, retirement, individual or group separation incentives, reassignment, redistribution of workloads (including summer assignments), partial replacement of duties, transfer to a temporary position or a non-bargaining unit position, retraining, reduced service appointment, etc. If the number of full-time positions in the affected program or department exceeds the number of positions to be eliminated, the College will also invite and consider requests for voluntary leaves of absence without pay as an alternative to layoff.
Alternatives 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.
(1) 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.
(2) All discussions that take place under this Agreement shall not be subject to Article 10 (Complete Agreement/Past Practices) in the Oregon Liquor Control Commission/AFSCME Agreement.
Alternatives 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. A. 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.
Alternatives to Layoff. 118 1. In those instances where there are sufficient courses available, Plan C, C1 or C2 shall be utilized before the actual layoff of Faculty Members unless it is agreed not to use any or all such alternatives by a majority of the full-time Faculty Members in a department and EMU. Retirement as an Alternative to Layoff, as provided for in Article XX, shall also be made available to Faculty Members in departments and/or programs where EMU has decided to reduce the number of Faculty Members. It is further agreed that any of the plans referenced in this Section B or in Section C below may also be utilized for purposes other than averting layoff upon the agreement of EMU and any individual Faculty Member(s).
Alternatives to Layoff. 38 The District may entertain proposals from individuals through their Union Representatives relative to 39 alternatives to layoffs such as voluntary job sharing, voluntary early retirement, voluntary reduction in 40 hours, etc. The determination as to its effects will be subject to negotiations between the District and the 41 Union. The intent, however, will be to reduce the impact of those individuals affected by a layoff decision.
1 If the District contemplates layoff of bargaining unit members, the District shall notify the Union of the
Alternatives to Layoff. The Employer shall not lay off a bargaining unit employee and subsequently assign the majority of the work of that position to students or supplemental employees. Employees may also have options available under Appendix D: Alternatives to Layoff
