Common use of Career Employees Clause in Contracts

Career Employees. (1) Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. (2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they shall be laid off. If the employee does hold permanent status in another job classification, they shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the department, in descending order, to job classifications within their regression ladder, provided that: (a) the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do so, they shall be laid off. (4) Notwithstanding any other provisions of this Article those City employees who have at least ten (10) years of continuous City service seniority and who are unable to downgrade within their current regression ladder shall have the right to return to their last classification in which they held permanent status, if they meet the qualifications of that classification, and shall have the right to downgrade through that regression ladder pursuant to Section 15.3(b)(3). (5) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two (2) normal workdays of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. (6) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then by random number, if necessary. (7) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.

Career Employees. (1) Within each job classification in each department Department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. (2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department Department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they shall be laid off. If the employee does hold permanent status in another job classification, they shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the departmentDepartment, in descending order, to job classifications within their his/her regression ladder, provided that: (a) the employee meets all of the qualifications of the lower classification, and (b) can displace an any employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do so, they shall be laid off. (4) Notwithstanding any other provisions of this Article those City employees who have at least ten (10) years of continuous City service seniority and who are unable to downgrade within their current regression ladder shall have the right to return to their last classification in which they held permanent status, if they meet the qualifications of that classification, and shall have the right to downgrade through that regression ladder pursuant to Section 15.3(b)(3). (5) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two five (25) normal workdays of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. (65) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then by random number, if necessary. (76) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.

Career Employees. (1) Within each job classification in each department Department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. (2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department Department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they shall be laid off; the name of such employee may be restored to an eligible list in accordance with applicable Civil Service Rules and Regulations. If the employee does hold permanent status in another job classification, they shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the departmentDepartment, in descending order, to job classifications within their regression ladder, provided that: (a) that the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do sodowngrade to any job classification within the appropriate regression ladder, they shall be laid off. (4) Notwithstanding any other provisions of this Article those City employees A career employee in a classification contained in classification group 36 who have at least ten (10) years of continuous City service seniority and who are unable is to downgrade within their current regression ladder be laid off, displaced, or demoted shall have the right to return downgrade, within the Department and in descending order, to their represented classifications in which the employee previously held permanent status provided a vacancy exists. (5) Any permanent employee currently working in a classification contained within classification group 35 shall have the right to downgrade, in the same manner as provided in Section 15.3(b)(3), to the last classification in which they held permanent statusstatus was held, if they meet any, provided such classification is contained within regression ladder 1 through 34, or classification group 35. If such a downgrade is not possible, the qualifications of that classificationemployee shall be laid off. If such a downgrade is possible, and the employee shall then in the future have the right to downgrade through that new regression ladder pursuant to Section 15.3(b)(3)only. (56) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two five (25) normal workdays working days of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee employees shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. (67) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then or by lowest random number, if necessarynumber in the event of a tie. (7) 8) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.

Career Employees. (1) Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. (2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they shall be laid off. If the employee does hold permanent status in another job classification, they shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the department, in descending order, to job classifications within their regression ladder, provided that: (a) the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do so, they shall be laid off. (4) Notwithstanding any other provisions of this Article Article, those City employees who have at least ten (10) years of continuous City service seniority and who are unable to downgrade within their current regression ladder shall have the right to return to their last classification in which they held permanent status, if they meet the employee meets the qualifications of that classification, and shall have the right to downgrade through that regression ladder pursuant to Section 15.3(b)(316.3(b)(3). (5) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two (2) normal workdays of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. (6) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then by random number, if necessary. (7) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.

Career Employees. (1) Within each job classification in each department Department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. (2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department Department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they he/she shall be laid off. If the employee does hold permanent status in another job classification, they he/she shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the departmentDepartment, in descending order, to job classifications within their his/her regression ladder, provided that: (a) the employee meets all of the qualifications of the lower classification, and (b) can displace an any employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do so, they he/she shall be laid off. (4) Notwithstanding any other provisions of this Article those City employees who have at least ten (10) years of continuous City service seniority and who are unable to downgrade within their current regression ladder shall have the right to return to their last classification in which they held permanent status, if they meet the qualifications of that classification, and shall have the right to downgrade through that regression ladder pursuant to Section 15.3(b)(3). (5) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two five (25) normal workdays of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. (65) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then by random number, if necessary. (76) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.

Career Employees. (1) Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. (2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department Department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they shall be laid off; the name of such employee may be restored to an eligible list in accordance with applicable Civil Service Board Rules and Regulations. If the employee does hold permanent status in another job classification, they shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the departmentDepartment, in descending order, to job classifications within their regression ladder, provided that: (a) that the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do sodowngrade to any job classification within the appropriate regression ladder, they shall be laid off. (4) Notwithstanding any other provisions of this Article those City employees A career employee in a classification contained in classification group 47 who have at least ten (10) years of continuous City service seniority and who are unable is to downgrade within their current regression ladder be laid off, displaced, or demoted shall have the right to return downgrade, within the Department and in descending order, to their represented classifications in which the employee previously held permanent status provided a vacancy exists. (5) Any permanent employee currently working in a classification contained within classification group 46 shall have the right to downgrade, in the same manner as provided in Section 15.3(b)(3), to the last classification in which they held permanent statusstatus was held, if they meet any, provided such classification is contained within regression ladder 1 through 45, or classification group 46. If such a downgrade is not possible, the qualifications of that classificationemployee shall be laid off. If such a downgrade is possible, and the employee shall then in the future have the right to downgrade through that new regression ladder pursuant to Section 15.3(b)(3)only. (56) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two five (25) normal workdays working days of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee employees shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. (67) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then or by lowest random number, if necessarynumber in the event of a tie. (7) 8) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.

Career Employees. (1) Within each job classification in each department Department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. (2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department Department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they he/she shall be laid off; the name of such employee may be restored to an eligible list in accordance with applicable Civil Service Rules and Regulations. If the employee does hold permanent status in another job classification, they he/she shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the departmentDepartment, in descending order, to job classifications within their his/her regression ladder, provided that: (a) that the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do sodowngrade to any job classification within the appropriate regression ladder, they he/she shall be laid off. (4) Notwithstanding any other provisions of this Article those City employees A career employee in an unrepresented classification contained in classification group 47 who have at least ten (10) years of continuous City service seniority and who are unable is to downgrade within their current regression ladder be laid off, displaced, or demoted shall have the right to return downgrade, within the Department and in descending order, to their represented classifications in which the employee previously held permanent status provided a vacancy exists. (5) Any permanent employee currently working in a classification contained within classification group 46 shall have the right to downgrade, in the same manner as provided in Section 15.3(b)(3), to the last classification in which they held permanent statusstatus was held, if they meet any, provided such classification is contained within regression ladder 1 through 45, or classification group 46. If such a downgrade is not possible, the qualifications of that classificationemployee shall be laid off. If such a downgrade is possible, and the employee shall then in the future have the right to downgrade through that new regression ladder pursuant to Section 15.3(b)(3)only. (56) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two five (25) normal workdays working days of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee employees shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. (67) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then or by lowest random number, if necessarynumber in the event of a tie. (7) 8) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.

Career Employees. (1) Within each job classification in and within each department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. (2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they he/she shall be laid off. If the employee does hold permanent status in another job classification, they he/she shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the department, in descending order, to job classifications within their his/her regression ladder, provided that: : (a) the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do so, they he/she shall be laid off. (4) Notwithstanding any other provisions of this Article those City employees who have at least ten (10) years of continuous City service seniority and who are unable to downgrade within their current regression ladder shall have the right to return to their last classification in which they held permanent status, if they meet the qualifications of that classification, and shall have the right to downgrade through that regression ladder pursuant to Section 15.3(b)(3). (5) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two (2) normal workdays of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. (65) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then by random number, if necessary. (76) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.

Career Employees. (1) Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. (2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department Department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they he/she shall be laid off; the name of such employee may be restored to an eligible list in accordance with applicable Civil Service Board Rules and Regulations. If the employee does hold permanent status in another job classification, they he/she shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the departmentDepartment, in descending order, to job classifications within their his/her regression ladder, provided that: (a) that the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do sodowngrade to any job classification within the appropriate regression ladder, they he/she shall be laid off. (4) Notwithstanding any other provisions of this Article those City employees A career employee in an unrepresented classification contained in classification group 52 who have at least ten (10) years of continuous City service seniority and who are unable is to downgrade within their current regression ladder be laid off, displaced, or demoted shall have the right to return downgrade, within the Department and in descending order, to their represented classifications in which the employee previously held permanent status provided a vacancy exists. (5) Any permanent employee currently working in a classification contained within classification group 51 shall have the right to downgrade, in the same manner as provided in Section 15.3(b)(3), to the last classification in which they held permanent statusstatus was held, if they meet any, provided such classification is contained within regression ladder 1 through 50, or classification group 51. If such a downgrade is not possible, the qualifications of that classificationemployee shall be laid off. If such a downgrade is possible, and the employee shall then in the future have the right to downgrade through that new regression ladder pursuant to Section 15.3(b)(3)only. (56) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two five (25) normal workdays working days of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee employees shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. (67) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then or by lowest random number, if necessarynumber in the event of a tie. (7) 8) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.