During Layoff. In the case of employees on layoff meeting the conditions of section 1.02 of the Supplemental Unemployment Benefit Plan, the company will make monthly contributions toward the cost of hospital-surgical-medical-drug-dental-vision- hearing aid coverage under section 1 on behalf of each subscriber and his/her eligible dependents, until the end of the month following the month the layoff begins. Thereafter, hospital-surgical-medical-drug-vision-hearing aid coverages (but not dental expense coverage) under section 1 above shall be provided for a laid-off employee and his/her eligible dependents, without cost to the employee during a layoff meeting the conditions of section 1.02 of the Supplemental Unemployment Benefit Plan on the basis of the greater of (i) one full calendar month of layoff (for which he/she receives no pay), not to exceed twenty-four months, for each full four weeks of Regular Benefits to which the employee's Credit Units would entitle him/her, pursuant to article 3 of the Supplemental Unemployment Benefit Plan on the basis of his/her seniority and the Credit Unit Cancellation Base as of the last day worked prior to layoff or, if an employee is initially credited during such layoff with credit units under the SUB plan his/her entitlement shall be established as of the date such credit units are credited, or (ii) the number of months of coverage, up to a maximum of twenty-four (24), for which he/she would be eligible on the basis of his/her years of seniority as of the last day worked prior to layoff, in accordance with the following table:
During Layoff.
A. During periods of layoff, the employee’s seniority does not continue to accrue.
B. In the event of return to employment within the four (4) year recall period, upon return, the employee shall be credited with accrued seniority for the term of the layoff.
During Layoff. An Employee who would be entitled to use sick days credited shall not be entitled to use sick leave days if the entitlement arises after he or she was laid off. When an Employee is laid off for a period in excess of thirteen weeks, he or she shall not be credited with sick days but shall retain his or her accumulated credited days, if any, existing at the time of layoff, for a period up to eighteen (18) months in accordance with 12.07(e).
During Layoff. An employee who is forced t o move under the preceding condition shall retain his terminal seniority for all purposes except that as long as there is available work he shall not interfere with bid runs or Special Operations within his new department, Sectio n Posting of Seniorit y Lists Seniority lists containing the name and starting date of employees w i l l be prepared and posted in the terminal every three (3) months on the bulletin board with sufficient copies for stewards and Business Representatives. A seniority list containing names and addresses of employees as contained i n the records of the Company w i l l be prepared and forwarded to the Local Union Office annually during September of each year.
During Layoff. Any employee who is forced do move under the preceding condition shall retain his seniority for all purposes except that as long as there is available work he shall not interfere with bid runs or Special Operations within his new department. A seniority list containing the name and. starting date of employees w i l l prepared and posted in the every three months on the with sufficient copies foi: and the A seniority containing the names and addresses of employees as contained in the records of the Company will prepared forwarded the Local Union office annually during September of year. Employees shall be considered probationary until placed on the seniority list. employee shall under the provisions this. Agreement and shall be employed on a probationary basis for ninety calendar days during which period he may be terminated or disciplined without recourse to the Grievance Procedure. The Company may not employee for the purpose of forcing an additional probationary period. Upon completion of the ninetieth (90th) calendar day, the employee shall either be terminated or placed on the regular seniority list as of the date of his probationary period. Employees promoted to supervisory positions or not .subject to this Agreement will seniority after promotion for a period of one hundred and eighty calendar days only. If demoted for any reason if they voluntarily request reinstatement to their former position, the time served in the supervisory position shall be included in their seniority rating. Such employee shall forfeit any and all recourse to Grievance Procedure as outlined in this Agreement should he subsequently be discharged in such a position beyond the jurisdiction of this Agreement. This Article is to be applied only once for any employee during the term of this Agreement. ,Reasonsfor Termination An shall be terminated any of if an employee voluntarily quits: if an employee is discharged and is not reinstated pursuant to the Grievance Procedure as in this if an has been laid off and not employed and has refused to return to work within (241 hours after being contacted personally. When the employee cannot be contacted. or is employed by to his last known address to return ta work and he be allowed no more than consecutive days from the date of notification to report for duty; if he employment other than that declared and agreed upon when applying for a leave of absence; if an employee is absent from work without securing a leave of absence for more than...
During Layoff. Any employee who is forced to move under the preceding condition shall retain his terminal seniority for all purposes except that as long as there is available work he shall not interfere with bid runs or Special Operations within his new department. Section Posting of Seniority List A seniority list containing the name and starting date of employees be prepared and posted in the every three
During Layoff. During layoff, no salary, fringe benefits, seniority, sick days or increments will accrue or be paid. If applicable, a laid off teacher may choose to maintain health care benefits by paying the COBRA rate in accordance with applicable law. Laid-off personnel electing COBRA health insurance continuation coverage are not eligible for any HSA pre-funding that may be provided by the District. Generally, it is preferred that layoff notices not be issued until the year-end performance evaluations have been completed and reviewed. In addition, it is also preferred that layoff notices not be issued until the most recent student growth data available has been reviewed with respect to the teaching positions being considered for layoff. It is understood that these preferences may not be reasonably feasible in a particular year, or at the time layoffs may be warranted for economic or other reasons. The District will endeavor to provide the Association with an advance list of the teachers who will be notified of layoff, and will also typically provide the Association President with an opportunity to discuss the reasons for selection of the listed teachers. The District will endeavor to provide thirty (30) days written notice of layoff prior to the start of the next school year, semester, trimester or marking period; however, in no case will the notice be less than fourteen (14) days before the effective date of the layoff. The District shall ensure that no teacher is recalled to a position for which s/he is not certified and Highly Qualified in accordance with applicable law. The District shall staff in compliance with MDE - OPPS requirements. Subject to these certification and Highly Qualified requirements, the District will recall teachers in the reverse order listed under Xxxxxx; that is, with teachers rated Highly Effective being recalled first, followed by teachers rated Effective, followed by tenured teachers rated Minimally Effective, and so on. In deciding which teachers shall be recalled first within a particular category (such as the category in which teachers were rated Effective, for example), the following factors shall be considered:
During Layoff employee who is laid off may prior arrangements to the full of any applicablebenefit plans to continuation of such protection if so desired, for a maximum of (24) Failure by the regular employee to submit the premium payments to the Employer result in the discontinuation of benefit coverage.
