Bumping in Lieu of Layoff Sample Clauses

Bumping in Lieu of Layoff. When a layoff is deemed necessary, affected employees will be laid off in inverse order of their seniority as established in Article 11 and Section
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Bumping in Lieu of Layoff. An employee with more than three years of continuous State service may bump into a lower rank within the department. The bumper shall be credited in such lower rank with total length of rank seniority in the rank from which he/she is being laid off and shall bump the employee with the lowest rank seniority in such lower rank with lesser seniority than the bumper, subject to the provisions of Section Two. The bumper shall be paid for service in such lower rank as provided in Regulation 5-239-2(f).
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Bumping in Lieu of Layoff. A. Within their employing unit within the bargaining unit, bump to the next lower classification and approved subtitle in the same classification series or any classification and approved subtitle in which the employee had held permanent status and is capable of performing without any trial period, providing there is no vacancy in the next lower classification and approved subtitle or any classification and approved subtitle in which the employee previously had held permanent status to which the employee can demote.
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Bumping in Lieu of Layoff. A. An employee subject to layoff, who so requests, shall in lieu of layoff, bump within the bargaining unit to a lower paying classification, or a part- time position, provided he/she is qualified for the classification to which he/she seeks to bump and has more Departmental seniority than the employee holding that position.
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Bumping in Lieu of Layoff. Any employee who is targeted for layoff shall first have the opportunity to bump the least senior employee within the work location of the same agency of the Employer, provided they are qualified and eligible for the position. Work location for bumping purposes is defined as the identified agency’s facility or local office. If there is no bump available at the work location, the employee may bump into the district/region as defined below. In the event that an employee waives or refuses to accept an available bump or available vacancy under this provision the employee shall be laid-off. ISP Forensic Regions:
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Bumping in Lieu of Layoff. Any employee who is selected for layoff shall have the opportunity to bump the least senior employee in the same position classification, if applicable. Before exercising his/her rights, the employee must be deemed qualified and eligible for the position. For RC-29:
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Related to Bumping in Lieu of Layoff

  • Layoff in Lieu of Bumping An employee who elects a layoff in lieu of bumping maintains his/her reemployment rights under this Agreement.

  • Demotion in Lieu of Layoff The appointing authority shall determine by class, subject to review by the Director, whether demotion shall be afforded employees as an option in lieu of layoff. At the request of the appointing authority, a permanent employee shall, in lieu of layoff, be afforded the option of demotion within the same department to a position in a lower class, provided that no such demotion shall in turn require the layoff or demotion from such lower class of any employee whose layoff rating is at least as high as that of the demoting employee. A probationary employee may be afforded the opportunity to accept a demotion within the same department to a position in a lower class provided no such demotion shall in turn require the layoff of any employee in the lower class. Such probationer shall not become permanent in the lower class by this action except by completing a new full probation period in such lower class.

  • Retirement in Lieu of Layoff 9.9.1 Any member in the bargaining unit may elect to accept a service retirement in lieu of layoff, voluntary demotion, or reduction in assigned time. Such bargaining unit member shall, within ten (10) workdays prior to the effective date of the proposed layoff, complete, and submit a form provided by the District for this purpose.

  • Reassignment in Lieu of Layoff In the event of layoff, any employee so affected may elect to:

  • CURVE WIDENING The minimum widening placed on the inside of curves is:  6 feet for curves of 50 to 79 feet radius.  4 feet for curves of 80 to 100 feet radius.

  • Wet Weather In the event of wet weather, work in the open will continue until the particular work in hand can no longer be done safely and efficiently. Whilst it is raining, employees will be required to: Continue to work under cover or relocate to alternative work under cover, on site. Obtain materials and services for employees working under cover where there is only minimal exposure to inclement weather. When required, perform emergency and safety work. In addition, work on unexpected breakdowns, which can be corrected in limited time duration. Should a portion of the project be affected by wet weather, all other employees not so affected shall continue working in accordance with award conditions, regardless that some employees may be entitled to cease work due to wet weather. If a halt to productive work occurs due to inclement weather, the parties agree that employees may be relocated to other unaffected sites. Where the above steps are not possible, affected employees may be required to attend tool box meetings, work planning sessions or skills development activities, all of which will count as productive time for payment purposes.

  • Notice of Layoffs The County shall give reasonable notice to the Association before effecting any layoffs which materially affect employees represented under this Memorandum of Understanding. Upon receiving such notice, the Association may meet and confer regarding the effect of the layoff.

  • Menu of Labour Adjustment Strategies Where a work force reduction is necessary, the following labour adjustment strategies will be considered, as applicable.

  • Pruning Nondestructive thinning of lateral branches to enhance views or trimming, shaping, thinning or pruning of a tree necessary to its health and growth is allowed, consistent with the following standards:

  • Notice of Layoff The Employer shall make every reasonable effort under the circumstances to provide affected employees with at least fourteen (14) calendar days’ notice prior to the contemplated effective date of a layoff.

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