Common use of Further Reduction Clause in Contracts

Further Reduction. If the University is unable to accomplish the necessary task by attrition, the University shall select the area(s) of reduction. The University may reassign staff members affected by the reduction to open positions provided that if the staff member is assigned to a position with a lower pay rate, the staff member's rate before assignment is maintained for nine (9) months, after which they will go to the rate of the job assigned. Full-time staff members shall not be required to accept assignment to part-time positions. If no reassignment is made at the time of layoff the staff member affected may by notifying the Human Resources Office in writing within ten (10) calendar days of layoff notice choose to: A. Move to any open similar or lower rated job for which he/she is qualified. The staff member will be paid the rate of the job effective with the move; or, B. Bump into the position of the least senior person in the same job title or the least senior person in the same or any lower compensation classification level (having less seniority than the staff member bumping) provided they bump within the same full-time or part-time category and will be paid the rate of the job effective with the move, provided the staff member is qualified; or, C. Elect a voluntary layoff. Failure to notify the Human Resources Office within the prescribed period of time will place the staff member in choice C. Minimum posting requirements for the position shall determine the required qualifications. If it appears the person is qualified, the University may use up to a twenty (20) working days trial to determine whether the position should be a permanent assignment. Failure during the trial period will result in the staff member being placed on layoff subject to the recall rights of Section 7.5. A staff member refusing reassignment shall be considered to have quit. In the event this occurs, the President of the Alliance shall be immediately notified. Staff members that are not academic year staff members shall not be required to accept assignment to academic year positions. Academic year staff members shall not be required to accept assignment to positions that are not academic year positions. Academic year staff members that are bumped or are in a position that is affected by a reduction may only bump into other academic year positions (in addition to choices A. and C. above); provided that the least senior academic year staff member shall not be affected by this paragraph.

Further Reduction. If the University is unable to accomplish the necessary task by attrition, the University shall select the area(s) of reductionreduction and communicate with the affected staff member(s). The University may reassign Non-probationary staff members will be given a minimum of 10 business days’ notice prior to reduction in force. If 10 business days’ notice cannot be given, severance pay will be provided in lieu of notice for each workday lost during the 10 business day period. Each affected by staff member shall notify the reduction Human Resources office in writing within 10 business days prior to the effective layoff date, their decision to elect one of the following: A. Reassignment to any open positions provided that if job in a similar or lower classification level for which they meet the required qualifications of the position description. If the staff member is assigned to a position with a lower pay rate, the staff member's ’s rate before assignment is maintained for nine (9) months, after which they will go to the rate of the job assigned. Full-time staff members shall not be required to accept assignment to part-time positions. If no reassignment is made at the time of layoff the staff member affected may by notifying the Human Resources Office in writing within ten (10) calendar days of layoff notice choose to: A. Move to any open similar or lower rated job for which he/she is qualified. The staff member will be paid the rate of the job effective with the move; or, B. Bump into the position of the least senior person in the same job title or the least senior person in the same or any lower compensation classification level (having less seniority than the staff member bumping) provided they bump within the same full-time or part-time category status and will be paid the rate of the job effective with the movereassignment, provided the staff member is qualifiedmeet the required qualifications of the position description. Due to the specialized nature of the position, this bumping provision does not apply to the Dispatcher position; or, C. Elect a voluntary layoff. Failure to notify the Human Resources Office office within the prescribed period of time will place the staff member in choice C. Minimum posting requirements for the position shall determine the required qualifications. If it appears the person is qualified, the University may use up to a twenty (20) working 10 business days trial to determine whether the position should be a permanent assignment. Failure during the trial period will result in the staff member being placed on layoff subject prior to the recall rights of Section 7.5effective layoff date will default to option C. Full-time staff members shall not be required to accept assignment to part-time positions. A staff member refusing reassignment shall be considered to have quit. In the event this occurs, the President of the Alliance shall be immediately notified. Staff members that are not Non- academic year staff members shall not be required to accept assignment to academic year positions. Academic year staff members shall not be required to accept assignment to positions that are not academic year positions. Academic year staff members that who are bumped or are in a position that is affected by a reduction may only bump into other academic year positions (in addition to choices A. and C. above); provided that the least senior academic year staff member shall not be affected by this paragraph.

Further Reduction. If the University is unable to accomplish the necessary task by attrition, the University shall select the area(s) of reduction. The University may reassign staff members affected by the reduction to open positions provided that if the staff member is assigned to a position with a lower pay rate, the staff member's rate before assignment is maintained for nine (9) months, after which they will go to the rate of the job assigned. Full-time staff members shall not be required to accept assignment to part-time positions. If no reassignment is made at the time of layoff the staff member affected may by notifying the Human Resources Office in writing within ten (10) calendar days of layoff notice choose to: A. Move to any open similar or lower rated job for which he/she is qualified. The staff member will be paid the rate of the job effective with the move; or, B. Bump into the position of the least senior person in the same job title or the least senior person in the same or any lower compensation classification level (having less seniority than the staff member bumping) provided they bump within the same full-time or part-time category and will be paid the rate of the job effective with the move, provided the staff member is qualified; or, C. Elect a voluntary layoff. Failure to notify the Human Resources Office within the prescribed period of time will place the staff member in choice C. Minimum posting requirements for the position shall determine the required qualifications. If it appears the person is qualified, the University may use up to a twenty (20) working days day trial to determine whether the position should be a permanent assignment. Failure during the trial period will result in the staff member being placed on layoff subject to the recall rights of Section 7.5. A staff member refusing reassignment shall be considered to have quit. In the event this occurs, the President of the Alliance Association shall be immediately notified. Staff members that are not academic year staff members shall not be required to accept assignment to academic year positions. Academic year staff members shall not be required to accept assignment to positions that are not academic year positions. Academic year staff members that are bumped or are in a position that is affected by a reduction may only bump into other academic year positions (in addition to choices A. and C. above); provided that the least senior academic year staff member shall not be affected by this paragraph.

Further Reduction. If the University is unable to accomplish the necessary task by attrition, the University shall select the area(s) of reduction. The University may reassign staff members affected by the reduction to open positions provided that if the staff member is assigned to a position with a lower pay rate, the staff member's rate before assignment is maintained for nine (9) months, after which they will go to the rate of the job assigned. Full-Full- time staff members shall not be required to accept assignment to part-time positions. If no reassignment is made at the time of layoff the staff member affected may by notifying the Human Resources Office in writing within ten (10) calendar days of layoff notice choose to: A. Move to any open similar or lower rated job for which he/she is qualified. The staff member will be paid the rate of the job effective with the move; or,or,‌ B. Bump into the position of the least senior person in the same job title or the least senior person in the same or any lower compensation classification level (having less seniority than the staff member bumping) provided they bump within the same full-time or part-time category and will be paid the rate of the job effective with the move, provided the staff member is qualified; or, C. Elect a voluntary layoff. Failure to notify the Human Resources Office within the prescribed period of time will place the staff member in choice C. Minimum posting requirements for the position shall determine the required qualifications. If it appears the person is qualified, the University may use up to a twenty (20) working days day trial to determine whether the position should be a permanent assignment. Failure during the trial period will result in the staff member being placed on layoff subject to the recall rights of Section 7.5. A staff member refusing reassignment shall be considered to have quit. In the event this occurs, the President of the Alliance Association shall be immediately notified. Staff members that are not academic year staff members shall not be required to accept assignment to academic year positions. Academic year staff members shall not be required to accept assignment to positions that are not academic year positions. Academic year staff members that are bumped or are in a position that is affected by a reduction may only bump into other academic year positions (in addition to choices A. and C. above); provided that the least senior academic year staff member shall not be affected by this paragraph.

Further Reduction. If the University is unable to accomplish the necessary task by attrition, the University shall select the area(s) of reduction. The University may reassign staff members affected by the reduction to open positions provided that if the staff member is assigned to a position with a lower pay rate, the staff member's rate before assignment is maintained for nine (9) months, after which they will go to the rate of the job assigned. Full-time staff members shall not be required to accept assignment to part-time positions. If no reassignment is made at the time of layoff the staff member affected may by notifying the Human Resources Office in writing within ten (10) calendar days of layoff notice choose to: A. Move to any open similar or lower rated job for which he/she is qualified. The staff member will be paid the rate of the job effective with the move; or, B. Bump into the position of the least senior person in the same job title or the least senior person in the same or any lower compensation classification level (having less seniority than the staff member bumping) provided they bump within the same full-time or part-time category and will be paid the rate of the job effective with the move, provided the staff member is qualified; or, C. Elect a voluntary layoff. Failure to notify the Human Resources Office within the prescribed period of time will place the staff member in choice C. Minimum posting requirements for the position shall determine the required qualifications. If it appears the person is qualified, the University may use up to a twenty (20) working days day trial to determine whether the position should be a permanent assignment. Failure during the trial period will result in the staff member being placed on layoff subject to the recall rights of Section 7.5. A staff member refusing reassignment shall be considered to have quit. In the event this occurs, the President of the Alliance shall be immediately notified. Staff members that are not academic year staff members shall not be required to accept assignment to academic year positions. Academic year staff members shall not be required to accept assignment to positions that are not academic year positions. Academic year staff members that are bumped or are in a position that is affected by a reduction may only bump into other academic year positions (in addition to choices A. and C. above); provided that the least senior academic year staff member shall not be affected by this paragraph.