FORCE REDUCTION Sample Clauses

FORCE REDUCTION. Employees shall be subject to layoff whenever their positions are abolished, or whenever necessary because of lack of work or lack of funds.

FORCE REDUCTION. 15A.01 The Company will determine the extent of any force surplus and the amount by which the force is to be reduced. Should the Company find it necessary to reduce the force in the event of a surplus, or to otherwise adjust the force in the event of an imbalance, the procedures set forth in this Article will apply. “

FORCE REDUCTION. Section 1 - The Board agrees that it will not engage any new employees, unless all of the employees presently employed are working the scheduled hours noted in this Agreement. Section 2 - In the reduction or restoration of the working force, the rule to be followed shall be the length of service with the Board by category (custodial or maintenance). The employee with the least seniority shall be laid off first and in rehiring, the same principle shall apply, namely, the last employee laid off shall be the first to be rehired. The provisions of this Article shall be subject to the provisions of N.J.S.A. 18A:17-4. Section 3 - The employees involved in such lay-offs shall receive seventy-two (72) hours' advance notice in writing, prior to the lay-off, and a copy of the notice shall be given to the Shop ▇▇▇▇▇▇▇.

FORCE REDUCTION. A. Except as otherwise provided herein, when a regular assigned position is to be abolished, the employee occupying the position will be given not less than five (5) working days' notice prior to the effective date of the abolishment of the position. Copy of such notice of abolition of position will be furnished all employees in active service on the seniority district involved. The provisions of this rule with respect to notice of abolishment of positions will not apply to employees who are filling temporary vacancies of less than thirty (30) calendar days' duration, or to employees who are filling temporary positions of less than thirty (30) calendar days' duration; such employees may be laid off without such notice. B. No advance notices of the abolition of positions will be required under emergency conditions, such as flood, snow storm, hurricane, tornado, earthquake, fire or labor dispute other than as covered by paragraph C below, provided that such conditions result in suspension of a Carrier's operations in whole or in part. Such force reduction will be confined solely to those work locations affected by any suspension of operations. It is further understood and agreed that notwithstanding the foregoing, any employee who is affected by an emergency force reduction and reports for work for his position without having been previously notified not to report, shall receive four (4) hours' pay at the applicable rate for his position. If an employee works any portion of the day he will be paid in accordance with existing rules. C. Advance notice before positions are abolished or forces are reduced is not required where a suspension of a Carrier's operations in whole or in part is due to a labor dispute between said Carrier and any of its employees. D. When force is reduced, positions abolished or an employee is laid off or displaced by a senior employee, the affected employee, if not the junior employee of a seniority class, shall have the right to displace any junior employee of the same seniority class, and he must exercise such displacement rights within ten (10) calendar days of date of receipt of notice or secure a leave of absence, and failing to do so shall forfeit all seniority rights. E. A junior employee of a seniority class who is displaced or whose position is abolished, or who is laid off, shall have the right to displace any junior employee in the next lower seniority class, and he must exercise such displacement rights within ten (10) cale...

FORCE REDUCTION. In the event of a permanent reduction of the work force resulting from a permanent closure of all or part of the refinery or resulting from a change in methods or facilities in the refinery, the Company shall give advance notice of the closure or change to the Union of either six (6) months or statutory notice, where applicable, whichever is the greater.

FORCE REDUCTION. Section 5.1 When making a reduction in force and when rehiring, the following procedure shall be observed: a) Employees who have not completed their probationary period in the department in which the layoff is to occur shall be laid off first; b) Part-time employees within the department in which the reduction is to occur shall be laid off; c) Full-time employees within the department in which a layoff is to occur shall be laid off beginning with the least senior; d) Part-time employees may bump the least senior part-time employee within another department provided he or she has more seniority and the ability and qualifications sufficient to perform the job; e) Full-time employees may bump the least senior employee within another department provided he or she has more seniority and the ability and qualifications sufficient to perform the job; f) To insure continuity of personnel within departments, only one (1) person from any department may be bumped in any twelve (12) month period pursuant to paragraphs (d) and (e); g) Persons exercising bumping rights pursuant to paragraphs (d) and (e) will take the salary of the individual bumped; h) When vacancies or new positions occur while employees are on layoff, they shall be recalled by seniority provided they are physically able to return to work and have the qualifications required; i) The County agrees to provide the IBEW notice of any layoffs. Any employee who is laid off shall register with the employer every forty-five (45) days if that employee desires to be considered to be called back to work. If the employee fails to register, the County has no further obligation to try to locate that employee and may fill the position with another qualified individual.

FORCE REDUCTION. In the event the Company determines a workforce surplus condition exists, it will at its sole discretion identify employees subject to part-timing, layoff, or both. When identifying employees who are subject to part-timing, layoff, or both, seniority will prevail when employee qualifications are substantially equal. The Company agrees to give the union ten 10 work days’ notice of its intended plan. The Company will release temporary and occasional employees before proceeding with force reduction of regular employees doing similar work in the same location.

FORCE REDUCTION. 1. Cutbacks shall follow the lines established in the progression charts, demotions being made in the reverse order in which promotions would have occurred under the chart. a. If more than one line of progression exists in a seniority section, an employee who reached a job classification through one of the established lines shall cut back through the same line. b. In some instances changes in progression charts have occurred which resulted in deletions of former progression lines and establishment of new progression lines. An employee who did not reach his job classification through any of the established lines shall cut back through that line in which the lowest ranking individual occupies the top job classification. c. An employee who has been displaced from his line of progression will compete by seniority for promotion within another line of progression in his seniority section with any other employee not holding line or job equity in that line of progression. d. An employee who has been displaced from an established line of progression and assigned work in another line of progression in the same seniority section, shall hold seniority standing in his regular job classification; however, when work in his established line of progression to which the employee is entitled by seniority becomes available for a workweek or more, he shall be scheduled to such job classification and/or work assignment. 2. An employee whose assignment is eliminated or is temporarily discontinued in a job classification or who is cut back to such a job classification, due to a force reduction, may replace for the remainder of the workweek the employee on turn having the least seniority. Such employee, however, may claim assignment preference within the job classification on the basis of seniority provided no less than a scheduled workweek is known to be available for such assignment prior to the posting of the workweek schedule, subject to other terms and conditions of this Agreement, including Article XIII. 3. Employees cut back from their regular seniority section shall be referred to the Employment Department for reassignment or layoff. Such employees assigned to Employment Reserve shall displace other employees with less seniority who are working on regular job classifications through Employment Reserve. 4. Nothing in this Article shall deprive employees with greater seniority of the opportunity to be placed in a regular job classification in the event of force reductions in...

FORCE REDUCTION a. The Employer agrees that it will not engage any new employees unless all of the regular, full-time employees are working the scheduled hours noted in this agreement. b. In the reduction or restoration of the working force, the rule to be followed shall be the length of service with the Employer; however, no employees assigned to and performing the duties of a classification which is above that of Laborer shall be laid off unless an employee who is retained is qualified to perform the duties of that classification. The employee with the least seniority shall be laid off first and in re-hiring, the reverse principle shall apply; namely, the last employee laid off shall be the first to be re-hired. c. In the event of a reduction in the number of persons in a job classification or of the abolishment of a job classification, the displaced employee may bump into a classification first which carries the same rate of pay, secondly, into a classification carrying a lesser rate of pay, and, finally, into a classification carrying a higher rate of pay, only if said employee is qualified to perform the duties and is of greater seniority than the employee being bumped. d. Notice of any impending lay-off shall be placed upon the bulletin board seventy two (72) hours prior to the lay off. e. An employee's seniority shall cease under the following conditions: 1. Resignation or termination of employment for cause. 2. Failure to report to work no later than the regular shift beginning on the 4th calendar day following the 3rd calendar day after the date of the receipt accompanying the notice mailed by certified mail to the last address of the employee contained in the department files. 3. Lay-off of more than twenty four (24) consecutive months.