General Layoff Procedures. 1. Layoff shall be statewide within a Department or layoff unit which existed on November 16, 1985, unless subsequently modified in secondary negotiations. Layoff units shall be defined in secondary negotiations upon request of either party.
2. Within a layoff unit, except where class clusters have been established by secondary negotiations, layoff shall be by Civil Service classification and level within a series by inverse seniority. Positions in a class series which contain automatic level changes shall be considered to be at the same class and level. Where clusters have been established through secondary negotiations layoff shall be by inverse seniority within the layoff unit and the cluster.
3. Seniority for purposes of layoff, bumping and recall shall be as defined in Article 11, Section A.
4. Excluded and non-exclusively represented employees as defined by the Civil Service Rules and Regulations shall be permitted to bump back into these Units under procedures outlined hereinafter.
a. All persons employed on January 13, 1983, shall retain full seniority based on their continuous service prior to that date.
b. All persons who moved from the rank and file to an excluded or non-exclusively represented position prior to January 13, 1983, shall retain all continuous service hours for purposes of seniority earned up to January 13, 1983, plus up to an additional 1,040 hours.
c. All persons who move from rank and file to an excluded or non-exclusively represented position after January 13, 1983, shall retain all continuous service hours for purposes of seniority earned up to the effective date of such appointment and thereafter up to 1,040 hours earned in such excluded position.
5. Seniority of excluded or non-exclusively represented employees for purposes of bumping into Human Services Bargaining Unit shall be computed as follows:
a. All persons employed on November 24, 1980, shall retain full seniority based on their continuous service prior to that date.
b. All persons who moved from the rank and file to an excluded or non-exclusively represented position prior to November 24, 1980, shall retain all continuous service hours for purposes of seniority earned up to November 24, 1980, plus up to an additional 1,040 hours.
c. All persons who moved from the rank and file to an excluded or non-exclusively represented position after November 24, 1980, shall retain all continuous service hours for purposes of seniority earned up to the effective date of such appo...
General Layoff Procedures. 1 An employee who has received written notice from the appointing authority of being at risk of layoff may request, in writing, consideration for a lateral or counterpart vacancy within their current agency. The employee shall be interviewed for the vacancy if they provide written documentation of their qualifications for the vacancy and provide a copy of the at risk notice if requested. WLEA will be notified of employees who have received written notice of being at risk of layoff.
General Layoff Procedures. Effective January 1, 2019, assignment of staff, including layoff is a Prohibited Subject of Bargaining and as such is governed by Civil Service Rules and Regulations.
General Layoff Procedures. 1. Layoff Unit shall be defined as Work Location as defined in Article
General Layoff Procedures. 8/2/1 When a layoff occurs, the following general rules shall apply:
A. Layoff shall be by employing unit within the bargaining unit.
B. Layoff shall be by class and subtitle as set forth in job specifications.
C. Employees within the layoff group shall be laid off by seniority with the least senior laid off first as defined in Article V, except that the Employer shall be permitted to exempt from the layoff process up to ten percent (10%) of the employees but not less than one (1) employee.
D. Employees with permanent status in class shall not be laid off while any limited term employees in the same classification, or original appointment employees serving a probationary period in the same classification, are continued in a bargaining unit position within the employing unit.
General Layoff Procedures. The Employer shall determine the location of positions and the number of 16 employees which are to be laid off by class/level. Preauthorized levels in a 17 class series shall be considered as one level. The Employer shall then 18 identify the least senior employee(s) at the work location where the layoff(s) 19 are to occur who will be laid off or given the option to exercise their bumping 20 rights as specified in Sections 5 and 6 of this Article. Layoff shall be within
General Layoff Procedures. The layoff unit is defined as a facility/agency except for Central Office and the Corrections Mental Health Services (excluding the Forensic Center) for which the layoff unit is defined as a work site. When the Department of Community Health determines the need for a reduction in force, the least senior employee(s) in the affected classification shall be laid off from a layoff unit, in accordance with applicable provisions of the Primary Agreement.
General Layoff Procedures. When a layoff or hours reduction occurs, the following general rules shall apply: [Paragraphs A through G, current contract language]
General Layoff Procedures. The Employer shall determine the location of positions and the number 20 of employees which are to be laid off by class/level. Preauthorized 21 levels in a class series shall be considered as one level. The Employer 22 shall then identify the least senior employee(s) at the work location 23 where the layoff(s) are to occur who will be laid off or given the option to 24 exercise their bumping rights as specified in Sections 5 and 6 of this 25 Article. Layoff shall be within the Layoff Unit as listed in Section 1, H. 26 Within a Layoff Unit, layoff shall be by seniority as defined in Article 12, 27 Section 2. Employees shall be laid off in least seniority order.
General Layoff Procedures. When a layoff occurs, the following general rules shall apply:
X. Xxxxxx shall be by classification as set forth in Article II, Recognition and Union Security, Section 1, Bargaining Unit.
X. Xxxxxx may be by organizational unit of an agency or agency- wide. When layoff is by organizational unit of an agency, the organizational unit will be no smaller than as follows: by district for State Patrol, Division of Criminal Investigation, Fire Marshal, Division of Narcotics Enforcement, and Department of Natural Resources.
C. An agency may not lay off permanent employees until they have terminated all non-permanent employees within the layoff unit in the same classification in the following order: emergency, temporary, intermittent, career development, and probationary. For purposes of layoff, for employees in the Department of Public Safety, the probationary period as used in this Section is the first twelve (12) months of employment as a peace officer in the bargaining unit. For employees in the Department of Natural Resources, it is the probationary period as defined in the Iowa Code and Administrative Regulations.
D. Each employee affected by a reduction in force shall be notified in writing of layoff at least twenty (20) calendar days prior to the effective date of the layoff unless budgetary limitations require a lesser period of notice.
E. Affected employees shall be laid off in accordance with seniority, ability, and job performance. In the event ability and job performance are equal, seniority shall be controlling. The determination of the layoff order is subject to the grievance procedure commencing at Step 3.
F. A permanent employee in a classification in which layoffs are to be effected may, in lieu of layoff, have the options to bump another less senior employee in the bargaining unit, to be exhausted in the following order: 1 To the same classification within the same division;
