Displaced Employees. In the event of a reduction in the work force, regular employees shall be laid-off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid-off. An employee who is qualified and yet unwilling to do the work shall be laid-off.
Displaced Employees. A regular employee who becomes displaced due to
Displaced Employees. A regular employee displaced pursuant to this article shall have the options contained in Clause 13.4(a)(1), (4), (5), (7), and (8).
Displaced Employees. If any employee in the bargaining unit(s) covered by this agreement is separated from their job as a result of the City’s decision to contract out work, they will be entitled to all rights under Article 21.
Displaced Employees. In the event of a reduction in the work force, the Employer will canvass employees for voluntary layoff or retirement. If no volunteers are found, regular employees shall be laid-off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid-off. An employee who is qualified and yet unwilling to do the work shall be laid-off.
Displaced Employees. After completion of the restructure process, employees who are not assigned a position on the new or restructured unit will begin a thirty (30) day notice period. Upon notice, the employee must choose one of these options:
Displaced Employees. The effective date of displacement shall be the employee's last day of work in the classification from which he/she/they is displaced. When a vacancy exists and displaced employees are to be re-employed, notice of the opening(s) shall be sent by certified mail, return receipt requested, to the last known address on file in the Human Resources Department or by hand delivery. It shall be incumbent upon the displaced employee to advise the Human Resources Department in writing of any change in address. The displaced employee shall have five (5) business days, following receipt of certified mailing or hand delivery of notice, to advise the Town in writing of their intent to return to their former position. If the displaced employee fails to respond to the notice of re-employment to former position within five (5) business days of receipt of notice, he/she/they will forfeit all re-employment rights to his/her/their former position.
Displaced Employees. A. Displacement within the classification will be by seniority. Upon exhaustion of classification seniority, the employee will then be assigned to the displacement pool for assignment, bargaining unit seniority permitting.
B. Displaced employees who are considered
(1) Full-time the preceding school year six (6) hours or more may accept available work of part-time employment.
(2) Part-time employees will be offered full time work upon refusal by full-time employees six (6) hours or more.
(3) Displaced employees will be afforded an opportunity at preferred substitute work.
(4) Displaced employees will be assigned by classification, according to seniority. If no one holds that particular classification, placement will be made by bargaining unit seniority.
C. Employees who are reduced in hours by 25% or more from initial hours as of September 1st of each year shall have the option of displacing the lowest seniority person in his/her classification who has comparable hours and/or hours as close as possible. Employees who do not qualify for benefits due to the reduction of hours, shall have the option of displacing the lowest seniority person in his/her classification who qualifies for benefits.
D. The 52-week position of workroom paraprofessional and the 45-week position of textbook inventory paraprofessional (and any additional position which requires an employee to work more than the normal school year) will be considered on par with all school-year positions in any situation involving displacement and/or layoff. Paraprofessionals will be able to displace based on weekly hours. Refusal to accept a longer work year will result in termination of the employee and will be considered just cause for termination.
(1) Displaced paraprofessionals who are reassigned to a special education position may opt instead for a voluntary layoff.
(2) Laid off general paraprofessionals who are recalled to special education assignment for which they feel unsuited may opt to remain on lay-off until an assignment arises within their classification, unless everyone on the lay off list has refused the assignment. Then the general education paraprofessional employee must accept the assignment when it is offered again.
(3) If remaining on lay-off would cause the District to hire a new employee the recalled paraprofessional must accept the assignment or be terminated.
F. Guidelines for displacement and re-assignment are described in Appendix A.
Displaced Employees. An employee who is to be displaced by another more senior employee in accordance with Article 16.07 shall be entitled to receive notice of lay-off in accordance with Article 16.02.
Displaced Employees. After all bumping has occurred, the Employer agrees to give the employees who have been bumped and who are being laid off a ten (10) working day written notice of layoff prior to the effective date of the layoff.
