Employee Recall. When an employee is ordered back to duty on a day when the employee would normally be off duty and refusal of such order could invoke disciplinary action. Employee Hire: When an employee voluntarily makes themselves available for hire back and can remove their name for consideration of hire without penalty. Hire Date: Appointed to Present Class: Appraisal Period From: To: Type of Evaluation: Probationary Annual Other
Employee Recall. 1. Upon recall, employees shall receive credit for service accumulated prior to being placed on RIF status.
2. Licensed staff discharged or terminated as a result of RIF shall be ranked in order of service and endorsement. When openings occur, those with the most years of service in endorsement area shall be entitled to the position. If the opening is in the licensed staff members’ endorsement areas, but not in their active assign- ment areas, they may decide whether or not to accept. If licensed staff elect not to accept, their name shall be stricken from the recall list in that endorsement area, but they shall retain recall rights in other endorsement areas. Licensed staff mem- bers who have not been recalled within three (3) years from date of discharge shall have no further rights to recall.
3. Classified employees who have been discharged as a result of RIF shall be ranked in order of service and by classification area. Classified employees who exercise displacement rights shall be eligible for recall on the same basis as certi- fied employees. When openings occur, the person on RIF status with the most years of service in the classification area shall be entitled to recall. Classified em- ployees who have not been recalled within three (3) years from date of discharge because of RIF shall have no further right to recall.
4. Employees to be recalled shall be notified by certified mail (return receipt re- quested) at their last known address on record. If an employee is notified of recall and does not accept, in writing, the offer or re-employment within ten (10) work days of receipt of notice, all rights of recall shall be forfeited. If the notice of recall is undeliverable, the employee shall forfeit recall rights.
5. In order to retain recall rights for the next school year, employees who have been discharged as a result of RIF must notify the Human Resources Department annually, in writing, no later than March 1, of their continued availability for re-
Employee Recall. The College will inform employees on layoff who are eligible for recall of any vacancies within the bargaining unit to provide them the opportunity to demonstrate expertise for the position. It is responsibility of the Employee to provide the College with their current contact information. Employees who have been laid off will be recalled in order of seniority should suitable positions arise, for which they meet the expertise requirements, and within a period of fifteen (15) months from the time of layoff. The employee would have to indicate acceptance of the offer within thirty (30) days. Under extraordinary circumstances the College may ask the Association to waive or reduce the thirty (30) day period. Such request shall not be unreasonably denied. Employees, who do not reply to a recall notice or who refuse a recall notice shall be deemed to have resigned from the College and shall lose their seniority and right to recall, except in cases where the position offered was for a period/proportion of appointment less than that held when laid off. An employee recalled from layoff will be placed at a salary step equivalent to that held prior to being terminated.
Employee Recall. Employees who have been laid off will be recalled in order of seniority should suitable positions arise, for which they meet the expertise requirements, and within a period of fifteen (15) months from the time of layoff. The employee would have to indicate acceptance of the offer within thirty (30) days. Employees, who do not reply to a recall notice or who refuse a recall notice shall be deemed to have resigned from the College and shall lose their seniority and right to recall, except in cases where the position offered was for a period/proportion of appointment less than that held when laid off. An employee recalled from layoff will be placed at a salary step equivalent to that held prior to being terminated.
Employee Recall. No new Employees shall be hired until all laid off Employees have been recalled back to work.
Employee Recall. A. In no case shall a new employee be hired while there are bargaining unit members who are qualified for a vacant or newly-created bargaining unit position. If the Board has any vacancies for the following school term or within one (1) calendar year from the beginning of the following school term, the positions thereby becoming available within a specific category of position shall be offered to the employees so removed or honorably dismissed from that category of position, so far as they are qualified to hold such positions. Such positions shall be offered by registered or certified mail to the last known address as shown in the employee’s records. Employees on layoff shall maintain a current address and phone number on file with the District office.
B. A bargaining unit member who declines recall to full-time work for which he or she is qualified shall forfeit his or her seniority rights.
C. It shall be the responsibility of the employee to keep the Board informed of the employee’s current address. It shall be the responsibility of the employee to respond within fifteen (15) calendar days of receipt of the Board’s letter of recall in order to retain the rights of recall hereunder.
Employee Recall. 1. Upon recall, employees shall receive credit for service accumulated prior to being placed on RIF status.
2. Licensed staff discharged or terminated as a result of RIF shall be ranked in order of service and endorsement. When openings occur, those with the most years of service in endorsement area shall be entitled to the position. If the opening is in the licensed staff members’ endorsement areas, but not in their active assignment areas, they may decide whether or not to accept. If licensed staff elect not to accept, their name shall be stricken from the recall list in that endorsement area, but they shall retain recall rights in other endorsement areas. Licensed staff members who have not been recalled within three (3) years from date of discharge shall have no further rights to recall.
3. Classified employees who have been discharged as a result of RIF shall be ranked in order of service and by classification area. Classified employees who exercise displacement rights shall be eligible for recall on the same basis as certified employees. When openings occur, the person on RIF status with the most years of service in the classification area shall be entitled to recall. Classified employees who have not been recalled within three (3) years from date of discharge because of RIF shall have no further right to recall.
Employee Recall. During the employee’s layoff, the Human Resource office will notify the employee of any vacancy the employee could fill that is available in the plant to which the employee’s seniority may entitle them. Notice will be made to the employee by Certified Mail with Return Receipt Requested, sent to the employee’s last known address. It is the employee’s responsibility to maintain a current address with the Human Resources office. Notified employees will be given ten (10) days, not including weekends and holidays, after mailing of such notice by the Human Resources office that the employee desires to return to work, and fourteen
Employee Recall. The Employer shall be allowed to recall for employment any former employee covered by this Agreement within sixty (60) calendar days of said employee’s lay-off provided that the Employer has not hired any additional manpower during the recall period, unless mutually agreed to by the parties to this Agreement. Employees may be recalled only once in a twelve (12) month period.
Employee Recall. When an employee is ordered back to duty on a day when the employee would normally be off duty and refusal of such order could invoke disciplinary action.
