Balancing the Workforce and Reassignment Procedure Sample Clauses

Balancing the Workforce and Reassignment Procedure. The Employer’s movement of employees from one location, shift, or day off schedule to another shall not be subject to the pro- visions of Sections 15.1 and 15.2 if there is not a net increase in the number of employees in the affected classification(s) in the af- fected locations, shifts, or day off schedule. If the Employer intends to reduce the number of employees in a job classification at a location, shift, or day off schedule and re- assign them to another location, shift, or day off schedule, the Em- ployer shall seek volunteers among the employees in the affected job classification, provided that the volunteers have the then pres- ent ability to perform the work required without further training. If there are more volunteers than there are assignments, such reassignments shall be made on the basis of seniority. If there are insufficient volunteers available, the Employer shall reassign em- ployees using reverse seniority, provided that the employees have the then present ability to perform the required work. An employee being reassigned under this provision may file a transfer request under Section 15.2(A) to return to his/her original location, shift, or day off schedule. Said request, which must be made within sixty (60) days of reassignment, shall be valid for a period of twelve (12) months after date of reassignment, and shall have preference over all other transfer requests for the original lo- cation, shift, or day off schedule. Within thirty (30) calendar days of a reassignment, the Union shall be notified of the name of any employee who is being reassigned, the effective date of the reas- signment, and the location, shift, and day off schedule from and to which the employee is being reassigned.
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Related to Balancing the Workforce and Reassignment Procedure

  • Reduction in Force and Recall Section 13.1. It is the intent of the parties, through this article, to establish an objective procedure by which a reduction in force (i.e., layoff or job abolishment) may be accomplished, should the need arise, and supersede the provisions of ORC 124.321 to 124.328, 124.37, OAC 123: 1-41-01 to 123: 1-41-22, and all local rules and regulations of the City of East Cleveland Civil Service Commission governing work force reductions. Section 13.2. Employees may be laid off as a result of lack of work, lack of funds, or abolishment of position. In the event of a layoff, the Employer shall notify the affected employee thirty (30) calendar days in advance of the effective date of layoff. The Employer agrees to discuss with representatives of the FOP the impact of the layoff on the bargaining unit member. Any layoff in the bargaining unit shall be in accordance with departmental seniority, i.e., the most recent employee hired is the first employee laid off. Any employee laid off from a bargaining unit position may, at his option, displace a permanent part-time or intermittent employee in the same classification. Failure to bump or failure to accept a recall to a part-time or intermittent position shall not jeopardize an employee’s recall rights to a full-time position. Section 13.3. Employees who are laid off shall be placed on a recall list for a period of three (3) years. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff, provided they are presently qualified to perform the work in the work section to which they are recalled. Any recalled employee requiring additional training to meet the position qualifications in existence at the time of recall must satisfactorily complete the additional training required in this section. Such training shall be at the Employer’s expense. Section 13.4. The recalled employee shall have ten (10) calendar days following the date of recall notice to notify the Employer of his intention to return to work and shall have fifteen (15) calendar days following receipt of the recall notice in which to report for duty, unless a different date for return to work has been otherwise agreed upon.

  • Contractor Responsibility for System Agency’s Termination Costs If the System Agency terminates the Contract for cause, the Contractor shall be responsible to the System Agency for all costs incurred by the System Agency and the State of Texas to replace the Contractor. These costs include, but are not limited to, the costs of procuring a substitute vendor and the cost of any claim or litigation attributable to Contractor’s failure to perform any Work in accordance with the terms of the Contract.

  • Replacement of Key Personnel The Engineer must notify the State in writing as soon as possible, but no later than three business days after a project manager or other key personnel is removed from association with this contract, giving the reason for removal.

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