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.
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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. 1. An employee who has his/her job eliminated may use the aforementioned bumping procedure if applicable. B. Employees who bump into a lower classification shall be on probation for a period of six (6) months. 1. If during this period the County feels the employee is unsuitable for the new classification, the employee shall be returned to layoff status. 2. Suitability shall be in the County's sole discretion and shall not be reviewable through the collective bargaining grievance procedure. 3. During this period the employee shall retain all fringe benefits afforded to him/her before bumping.
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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: Region 1: Westchester Forensic Science Laboratory Forensic Science Center at Chicago Joliet Forensic Science Laboratory Rockford Forensic Science Laboratory Region 2: Xxxxxx Forensic Science Laboratory Springfield Forensic Science Laboratory Research and Development Laboratory Forensic Sciences Command HQ Region 3: Metro-East Forensic Science Laboratory Southern Illinois Forensic Science Centre Region 4: Statewide Training Unit DJJ Regions: Region 1: Facilities north of I-80 Region 2: Facilities south of I-80 DOC Districts: DOC Districts shall be defined per map in Appendix A. For layoff purposes only, should the Employer determine to change the definition of Regions or Districts, the Employer shall notify the union and upon timely request by the union negotiate the proposed changes.
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Bumping in Lieu of Layoff. 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.
Sample 1
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. B. Should a layoff subsequently occur in the classification and approved subtitle to which the employee bumped, the provisions of this Article shall apply. C. The Employer will within fourteen (14) calendar days notify the employee of the position to which he/she will be assigned. The employee shall have five (5) calendar days to accept the offered position. If the employee fails to accept the offered position within the time allotted, then the employee shall forfeit any further eligibility for bumping. D. An employee who exercises bumping rights within the employing unit in lieu of layoff immediately obtains permanent status in class in the classification into which the employee has been placed. E. Upon bumping in lieu of layoff, an employee shall receive his/her current rate of pay. In accordance with 7/5/4 and 8/11/1, employees in the layoff group shall have the following transfer options in direct order of seniority, with the most senior employee considered first: A. Transfer within their employing unit within the bargaining unit. The employee shall be considered for transfer to any vacancy in the same pay range for which he/she is qualified to perform the work after being given the customary orientation provided to newly hired workers in the position. B. Transfer within the agency/university-campus. The employee shall have the right to transfer to any vacancy in the same classification for which he/she is qualified to perform the work after being given the customary orientation provided to newly hired workers in the position, unless he/she is not physically or mentally fit for the position or cannot perform the work in a satisfactory manner. C. Permissive transfer between agencies/university-campuses. Employees may submit requests for transfer to any position vacancy with the same or counterpart pay range within any state agency. D. Transfer between agencies/university-campuses. Prior to filling a bargaining unit vacancy with an individual...
Sample 1
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. A) The least senior employee in the same position classification within the agency’s county. B) The least senior employee in the same position classification within the agency’s designated area or region. C) The least senior employee in a lower level position classification within the same classification series within the agency’s county. D) The least senior employee in a lower level position classification within the same classification series within the agency’s designated area or region. A) The least senior employee in the same position classification and option, within the agency’s region as defined below. B) The least senior employee in the lower level position classification in series and option, within the agency’s region as defined below. Employees may bump into another option if he/she has held previously certified status in that option. 1.) For the Department of Transportation, region shall be defined as the nine (9) districts within the State of Illinois. 2.) For the Department of Central Management Services, the region shall be defined as follows: a.) Northern Region shall include the following garages: Stateville, Elgin, Dixon, Ottawa, Watseka, Peoria, and Suburban North. b.) Central/Southern Region shall include the following garages: Central, Paris, Effingham, Collinsville, Hillsboro, and Carbondale. A) The least senior employee in the same classification and option, within the same work county and agency. B) For the Department of Natural Resources, the least senior employee in the same classification and same option, in the same Region in the same agency. For the Department of Agriculture, Department of Human Services and Department of Veterans’ Affairs, the least senior employee in the same classification and same option, within a one hundred twenty-five (125) mile radius of the worksite in the same agency. C) For employees in the classifications of Site Superintendent I, II, & III; and Veterinary Consumer Safety Officer, Veterinarian Supervisor I, & II, Security Officer Chief and Security Officer Lieutenant only, the least senior employee in a lower-level classification in the series in the same option, with in the same work county and agency. D) For the Department of Natural Resources e...
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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 Any employee who was subject to being, or was in fact, laid off and who is qualified for and who elected service retirement from the Public Employees’ Retirement System shall be placed on an appropriate reemployment list. The District shall notify the Board of Administration of the Public Employees’ Retirement System of the fact that retirement was due to layoff. If he/she is subsequently subject to reemployment and accepts, in writing, the appropriate vacant position, the District shall maintain the vacancy, but may fill it on a temporary basis until the Board of Administration of the Public Employees’ Retirement System has properly processed his/her request for reinstatement from retirement.

  • 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 Layoff The Employer shall notify all employees who are to be laid off, fourteen (14) calendar days prior to the effective date of the layoff or shall award pay in lieu thereof.

  • Retrenchment At any time during an individual’s service, the individual may be subject to retrenchment in accordance with the provisions of Article 22 of the Agreement. In such cases, the notice provisions and all other terms of that article shall apply, anything above to the contrary notwithstanding.

  • Tariff Elimination 1. Except as otherwise provided in this Agreement, neither Party may increase any existing customs duty, or adopt a new customs duty, on an originating good. 2. Except as otherwise provided in this Agreement, each Party shall progressively eliminate its customs duties on originating goods in accordance with the Tariff Elimination Schedule established in Annex III.04.2. 3. Upon the request of any Party, the Parties shall consult to consider the possibility of accelerating the elimination of customs duties set out in Annex III.04.2 or incorporating into one Party’s Tariff Elimination Schedule goods not subject to the elimination schedule. An agreement between the Parties to accelerate the elimination of a customs duty on a good or to include a good in a Party’s elimination schedule shall supersede any duty rate or staging category determined pursuant to their Schedules for such good when approved by each such Party in accordance with its applicable legal procedures. 4. The agreement adopted based on paragraph 3, regarding the accelerated elimination of a customs duty for an originating good, shall prevail over any customs duty or tariff elimination schedule set out in the Annexes to this Article. 5. Notwithstanding paragraphs 1 and 2, any Party may maintain or increase a customs duty as authorised by the Dispute Settlement Understanding of the WTO, or any other agreement under the WTO Agreement. 6. Originating goods produced in free trade zones in the territory of a Party shall be subject to the most favoured nation treatment (MFN tariff) when imported into the territory of the other Party, except for the products included in Annex III.04.6, which shall benefit from the Tariff Elimination Schedule. 7. The Parties agree that, from the date of entry into force of this Agreement, and in accordance with the functions assigned to the Joint Council in Article I.06.8(a), upon request of either Party, the Joint Council may meet with the purpose of including other goods into Annex III.04.6.

  • Time Off in Lieu of Overtime Employees who work overtime will not be required to take time off in regular hours to make up for overtime worked. Time off in lieu may be taken on a mutually agreed upon basis between the employee and the Hospital, such time off will be the equivalent of the premium rate the employee has earned for working overtime. The Hospital shall revert to payment of premium rate if time off is not taken within sixty (60) calendar days."

  • Role of Seniority in Layoffs (a) Both parties recognize that job security shall increase in proportion to length of service. Therefore, in the event of a layoff, employees shall be laid off in the reverse order of their bargaining-unit-wide seniority, providing that the retained employees are able to perform the available work. (b) The layoff process will occur in accordance with the Layoff/Recall Policy and Procedures. In no case may this policy override a right or condition outlined within this Collective Agreement.

  • Cooling Off Period You may terminate this Contract with immediate effect at any time within the period of 14 days after the date this Contract is entered into without incurring any liability to DFMC.

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