Definition of Displacement and Layoff. Employees may be subject to the Displacement Procedure and/or laid-off because of shortage of work or funds, or the discontinuance of work or the reorganization of work.
Definition of Displacement and Layoff. A displacement shall be defined as a necessary reduction in the work force beyond normal attrition or a modification of assignment, which meets any of the following criteria:
1. A position, currently occupied by a bargaining unit member, is eliminated, or
2. An Assistant's normal weekly hours are reduced by thirty percent (30%) or more, or
3. The change in normal weekly hours for an assignment eliminates the eligibility of the Assistant to retain fringe benefits, or
4. An Assistant is bumped by a more senior, previously displaced Assistant. A layoff shall be defined as a temporary or indefinite separation from employment following the displacement.
Definition of Displacement and Layoff. (a) Any regular status employee will be considered displaced when she is notified in writing that there will be a cessation of her employment or elimination of her job resulting from a reduction of the amount of work required to be done by the Employer, reorganization, program termination, closure or other material change in the organization. For clarity, the elimination of a job will occur for a regular status employee when the hours of work of a job falls below 20 hours per week on an ongoing basis. Should this occur, the Employer may displace the employee.
(b) An employee classified as a regular Community Health Worker may request, and shall be entitled to be issued, a displacement notice in the event that there are no hours available for assignment to five hours below her weekly maximum for a period of four consecutive weeks.
(c) The displacement notice will identify options available to the employee and the date that the layoff would be effective.
(d) When notice of displacement actually results in the cessation of employment, the regular status employee will be considered laid off.
(e) Both parties recognize that job security will increase in proportion to seniority. Therefore, in the event of a layoff, employees will be laid off by classification and geographic work unit, in reverse order of seniority, provided that remaining employees are qualified and capable of performing the work, and taking into account factors such as client specific needs and continuity of care.
