ALTERNATIVES TO LAYOFFS.
Section 1. Board Policy on Work Force Reductions It is the intent of the parties that during the term of this MOU to comply with the June 21 and April 4, 1995, Board Policy on workforce reductions. If the County determines that workforce reductions are necessary, it will reduce to the greatest extent feasible the planned number of County personnel to be demoted or laid off by:
a) discontinuing non-County contracted temporary personnel (Government Code Section 31000 et seq.) who perform functions comparable to County positions subject to demotion or layoff, and
b) take other action appropriate to mitigate the adverse impact on workforce reductions on permanent employees. Permanent or temporary County employees laid off will not be replaced by a contract employee.
ALTERNATIVES TO LAYOFFS. 1. After finding that a layoff of Union represented positions is to be recommended to the City Council, the City shall meet with Union to explore alternatives to laying off workers such as: early retirement incentives, transfer opportunities, training and development assignments, and voluntary layoff.
2. If, after alternatives have been exhausted, layoffs have been approved by the City Council, the City shall make the following referrals to services available, at no additional cost to the City:
a. Employee Assistance Program counseling;
b. Job counseling (including resume preparation, interview skills, updated information on completing applications, networking skills);
c. Access to public information provided in a public space regarding employment opportunities in surrounding cities and other agencies with whom the City has contacts;
d. Such services shall be provided by the City for a period not to exceed three calendar months from the date of layoff.
ALTERNATIVES TO LAYOFFS. Upon request of the Union, the County agrees to meet and confer with the Union prior to implementing any reduction-in-force action, to discuss alternatives to lay-off.
ALTERNATIVES TO LAYOFFS. Alternatives to layoffs may be implemented if they are agreed to by the Hospital and the Association.
ALTERNATIVES TO LAYOFFS. Section 1. Board Policy on Work Force Reductions It is the intent of the parties that during the term of this MOU to comply with the June 21 and April 2, 1995, Board Policy on workforce reductions. If the County determines that workforce reductions are necessary, it will reduce to the greatest extent feasible the planned number of County personnel to be demoted or laid off by:
a) discontinuing non-County contracted temporary personnel (Government Code Section 31000 et seq.) who perform functions comparable to County positions subject to demotion or layoff, and
b) taking action appropriate to mitigate the adverse impact on workforce reductions on permanent employees. Permanent or temporary County employees laid off will not be replaced by a contract employee.
Section 2. Department of Human Resources (DHR) DHR shall coordinate with departmental management to implement Board Policy on workforce reductions on a County-wide basis and enhance the County’s on-going efforts to find alternative placement for employees subject to layoff or demotion due to workforce reductions. Management shall factor in attrition, implement transfers of qualified employees to available vacancies, recommend to the Board and/or CEO to reduce or discontinue departmental personnel services contracts, and allow voluntary demotions before laying off any member of a bargaining unit. In order to further mitigate the adverse impact of workforce reductions DHR and CEO shall coordinate the use of the County’s Enhanced Voluntary Time-off program with operating departments. DHR and departmental management shall implement a program which will match employees scheduled to be laid off with departments who are hiring workers.
ALTERNATIVES TO LAYOFFS
