Determination of Layoff. The order of layoff will be in the reverse order of seniority provided that the remaining employees have the necessary specialization or merit as referred to in Article 18.2 to fill the remaining positions.
Determination of Layoff. The following procedures shall apply in implementing a layoff.
A. The Employer shall be permitted to exempt employees from the identified layoff group to maintain a reasonable affirmative action program to the extent permitted by law and/or employees with special skills for the maintenance of an existing program from the layoff process. The name of any employee exempted and the reason therefore shall be given to the Union in writing.
B. Employees remaining in the layoff group shall be laid off by seniority with the employee with the least amount of seniority (as defined in Article V, Section 1) laid off first.
C. The Employer shall notify each employee in the layoff group selected for layoff in writing as soon as possible but not less than fourteen (14) calendar days in advance of the established layoff date. That layoff notice shall contain reference to the options available to that employee under this Article. A copy of such notice shall also be sent to the Union at that time.
D. With the agreement of the Employer, a more senior employee may volunteer to be separated from employment in lieu of the layoff of a less senior employee with the guarantee of the right to restoration and that the Employer will not challenge the more senior employee’s eligibility for unemployment compensation unless that employee, at a later point in time, refuses a reasonable offer of re-employment.
Determination of Layoff. The following procedures shall apply in implementing a layoff:
A. The Employer shall be permitted to exempt employees from the identified layoff group to maintain a reasonable affirmative action program to the extent permitted by law and/or employees with special skills for the maintenance of an existing program from the layoff process. In addition, the Employer may exempt employees as necessary to comply with Federal or State laws. The name of any employee exempted and the reason therefore shall be given to the Union in writing.
B. Employees remaining in the layoff group shall be laid off by seniority with the employee with the least amount of seniority (as defined in Article V, Section 1) laid off first.
C. The Employer shall notify each employee in the layoff group selected for layoff in writing as soon as possible but not less than fourteen (14) calendar days in advance of the established layoff date. Where notices are sent by first class mail, the time shall begin to run on the date the notice is postmarked. That layoff notice shall contain reference to the options available to that employee under this Article. A copy of such notice shall also be sent to the Union at that time.
D. With the agreement of the Employer, a more senior employee may volunteer to be separated from employment in lieu of the layoff of a less senior employee with the guarantee that the Employer will not challenge the more senior employee’s eligibility for unemployment compensation, unless that employee, at a later point in time, refuses a reasonable offer of re-employment. An employee who is separated under this type of voluntary termination agreement is granted all rights and privileges of a laid off employee including restoration rights, reinstatement privileges and other such benefits as may be granted to laid off employees. An employee granted voluntary termination in lieu of layoff of another employee is not granted privileges associated with options available to employees in lieu of layoff as provided under Section 3 of this Article.
Determination of Layoff. The Employer shall designate the job title, FTE and affected area of positions to be reduced in hours or eliminated.
Determination of Layoff. 2104 40 Non-Discrimination in Reduction in Force............................... 2112 43
Determination of Layoff. The determination of which employee(s) shall be laid off shall be made within each department/agency on a classification-by-classification basis. The County shall designate the classification(s) to be affected. The order of layoff shall be in reverse order of the employee’s seniority. If two (2) or more employees have identical seniority status, then such employee(s) shall be laid off in the order determined by the appointing authority.
Determination of Layoff. The following procedures shall apply in implementing a layoff.
Determination of Layoff. SacRT will determine the timing of layoff and the number of employees to be laid off.
Determination of Layoff. The following procedures shall apply in implementing a layoff.
1. Employees within the layoff group, as defined above, shall be laid off by bargaining unit seniority as defined in Article IX, § 1(B)(3)
Determination of Layoff. The following procedures shall apply in implementing a layoff:
A. Employees shall be laid off by SPD Attorney seniority with the employee with the least amount of SPD Attorney seniority as defined in Article IX, Section 2, laid off first.
B. The Employer shall notify each employee selected for layoff in writing as soon as possible but not less than fourteen (14) calendar days in advance of the established layoff date. Where notices are sent by first class mail, the time shall begin to run on the date the notice is postmarked. That layoff notice shall contain reference to the options available to that employee under this Article. A copy of such notice shall also be sent to the Union at that time.
C. With the agreement of the Employer, a more senior employee may volunteer to be separated from employment in lieu of the layoff of a less senior employee with the guarantee that the Employer will not challenge the more senior employee’s eligibility for unemployment compensation, unless that employee, at a later point in time, refuses a reasonable offer of re-employment.
