Common use of General Layoff Procedures Clause in Contracts

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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and recall out of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;

General Layoff Procedures. 1. When a layoff or hours reduction occurs, the following general rules shall apply: A. Layoff shall be statewide within a Department or layoff unit which existed on November 16, 1985, unless subsequently modified by classification and subtitle as set forth in secondary negotiations. Layoff units shall be defined in secondary negotiations upon request of either partythe job specifications. 2. Within a layoff unit, except where class clusters have been established by secondary negotiations, layoff B. Layoff shall be by Civil Service classification organizational unit. (General Government, Board of Regents, and level within Community Based Corrections, see Appendix B; Department of Revenue, see Appendix Q) C. Employees may volunteer only with the agreement of the President of AFSCME Iowa Council 61. D. The Employer shall notify the Union at least sixty (60) calendar days in advance of any anticipated layoff. E. Each employee affected by a series by inverse seniority. Positions reduction in a class series which contain automatic level changes force shall be considered to be notified in writing of layoff 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 least twenty (20) working days 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 the layoff unless budgetary limitations require a lesser period of notice. F. Employees in the layoff unit shall be laid off in accordance with seniority and ability. Layoff shall be by seniority with the least senior employee being laid off first unless the least senior employee possesses special skills and ability required to meet the needs of the Employer, and that the senior employee must also possess the academic qualifications required for the position. In the case of classifications which are used in research laboratories in academic departments of the Board of Regents institutions, the Employer need not retrain an employee to acquire the skills specific to the research projects conducted. G. The position occupied by the least senior employee in the classification subject to the layoff shall not be considered a vacancy pursuant to Article VII; therefore, this position shall not be posted for transfer. H. A permanent employee in a classification in which layoffs are to be effected may, in lieu of layoff, elect bumping to the next lower classification in the layoff unit in the same series as the classification in which layoffs are to be effected or, in the absence of a lower classification in the same series, to a classification in the layoff unit which the employee has formerly occupied while in the continuous employ of the agency, or in the absence of a classification in the layoff unit which the employee has formerly occupied while in the continuous employ of the agency, to an equal or lower classification in the layoff unit for which they meet the minimum qualifications of the job. The assignment in the classification will be at the Appointing Authority’s discretion; however, such appointment and thereafter assignment shall not be permitted if the result would be to cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, in writing, of such election, which must be received or postmarked no later than five (5) calendar days after receiving notice of layoff. Any permanent employee displaced under these provisions shall have the right of election as provided herein. The Employer shall notify the employee in writing of the exact location of the position to be bumped into. After receipt of this notification, the employee shall again have five (5) calendar days in which to notify the Appointing Authority, in writing, to either accept the position or be laid off. Any employee who elects to bump in lieu of layoff shall have the right of recall to the classification he/ she formerly occupied, provided he/she meets the qualifications of the position, before any other person may be promoted to or a new employee hired for such classification by the Appointing Authority enforcing the layoff. Upon bumping, an employee shall retain his/her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the classification to which the employee bumps, his/her pay shall be reduced to that rate of pay. Additionally, if federal funds are involved, the employee upon bumping will receive the salary provided by the federal grant. In such an event, the Employer will make a good faith effort to obtain additional federal funds. Any employee laid off because of reduction in force shall be offered a position in the classification from which he/she was laid off provided he/she meets the minimum qualifications for the position, before a new employee may be hired for such position by the Appointing Authority enforcing the layoff, if such opening becomes available within two (2) years of such layoff because of a reduction in force. Employees who are covered by another collective bargaining agreement cannot bump an employee covered by this Agreement. I. The Employer shall maintain a recall list of employees who were laid off, who exercised their bumping rights, or who made written notice to the Employer of their recovery from long-term disability or injury after the expiration of a leave of absence: 1. Employees who exercised bumping rights shall be placed on the recall list for the class from which they were laid off. 2. Employees who are laid off or who make written notice to the Employer of their recovery from a long- term disability or injury shall be placed on the recall list for the class they held prior to layoff or disability. In addition, the employee may also designate up to 1,040 hours earned fifteen (15) other classes, provided he/she meets the qualifications and/or passes the applicable DAS-HRE merit or BOR merit test, and the specific counties to which the employee will accept recall. The designation of classes or counties may be changed monthly by the employee through procedures agreed to by AFSCME Iowa Council 61 and the Employer. If an employee is recalled to a position in such excluded positiona classification which the employee has not previously held, the employee will serve a probation period. If the recalled employee fails to successfully complete the probation period, the employee will be laid off without bumping rights and placed on the recall list as described above for a period of two (2) years. 3. Employees who refuse to accept any reassignment in excess of twenty-five (25) miles of the original work site shall be placed on the recall list as described in numbers one (1) and two (2) above. 4. Failure to accept any position listed by the employee pursuant to number two (2) above when offered by certified mail within five (5) calendar days after notice of recall shall negate any further recall rights. 5. Seniority If a laid off employee accepts a temporary position, he/she shall remain on the recall list. J. The determination of excluded the layoff order is subject to the grievance procedure commencing at Step 2. The implementation of such layoff shall not be delayed pending the resolution of such grievances. K. Whenever a permanent vacancy as defined in Article VII, Section 5 occurs, before a new or non-exclusively represented temporary employee is hired, employees for purposes of bumping into Human Services Bargaining Unit shall be computed as follows: a. All persons employed on November 24allowed to transfer or be recalled in the order set forth in Article VII, 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 appointment and thereafter up to 1,040 hours earned in such excluded position. Section 6. The Employer may lay off and recall out (Board of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;Regents, see Appendix M)

General Layoff Procedures. 27 1. Layoff shall be statewide within a Department or by geographic and/or 28 organizational layoff unit which existed units as provided in departmental plans on file with the Civil 29 Service Commission on November 1624, 19851980, unless subsequently modified in 30 secondary negotiations. Layoff units shall be defined in secondary negotiations 31 upon request of either party. 32 2. Within a layoff unit, except where the use of approved class clusters have been 33 established by secondary negotiations, layoff shall be by Civil Service Commission 34 classification and level within a series by inverse seniority. Positions in a class 35 series which contain automatic level changes shall be considered to be at the 36 same class and level. Where the use of approved class clusters have been 37 established through secondary negotiations layoff shall be by inverse seniority 38 within the layoff unit and the approved class cluster. 39 3. No permanent employee shall be laid off until all limited-term and temporary non- 40 career appointments in the same classification (and approved class cluster, if 41 negotiated in secondary negotiations) and lay-off unit are terminated. 1 4. Seniority for purposes of layoff, bumping and recall shall be as defined in Article 2 11, Section A. 43 5. Excluded employees and non-exclusively represented employees eligible employees, as defined by the Civil Service 4 Commission Rules and Regulations Regulations, who are not exclusively represented shall be 5 permitted to bump back into these Bargaining Units under procedures outlined 6 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. 57 6. Seniority of excluded or non-employees and eligible employees who are not exclusively 8 represented employees for purposes of bumping into Human Services Bargaining Unit the Labor and Trades and/or the Safety 9 and Regulatory Units shall be computed as follows: 10 a. All persons employed on November 24, 1980, shall retain full seniority based 11 on their continuous service prior to that date. 12 b. All persons who moved from the rank and file to an excluded or non-eligible non- 13 exclusively represented position prior to November 24, 1980, shall retain all 14 continuous service hours for purposes of seniority earned up to November 24, 15 1980, plus up to an additional 1,040 hours. 16 c. All persons who moved from the rank and file to an excluded or non-eligible non- 17 exclusively represented position after November 24, 1980, the effective date of the Agreement shall 18 retain all continuous service hours for purposes of seniority earned up to the 19 effective date of such appointment and thereafter up to 1,040 hours earned in 20 such excluded or eligible non-exclusively represented position. 621 7. The Employer may lay off and recall out of out-of-line seniority because of: 22 a. Gender; 23 b. Manual communication skill; 24 c. Bilingual skill; 25 d. Civil Service Commission approved sub-class code (selective certification);

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 When a layoff unitoccurs, except where class clusters have been established by secondary negotiations, layoff the following general rules shall apply: X. Xxxxxx shall be by Civil Service classification as set forth in Article II, Recognition 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 Union Security, Section 1, Bargaining Unit. X. Xxxxxx may be by inverse seniority 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: temporary, career development, and the cluster. 3probationary. Seniority for For purposes of layoff, bumping and recall shall be 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 Article 11, Section A.the Iowa Code and Administrative Regulations. 4. Excluded and non-exclusively represented employees as defined D. Each employee affected by the Civil Service Rules and Regulations a reduction in force 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 notified in writing of layoff at least twenty (20) calendar days 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 positionthe 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; 2. To the same classification within a different division; 3. To a classification which the employee has formerly occupied while in the continuous employment of the agency, provided the employee meets the qualifications and has left the formerly occupied classification in good standing; 4. To a lower classification in the bargaining unit in the same department, provided the employee meets the qualifications. After the employee has elected to bump, the assignment in the classification will be at the Appointing Authority’s discretion; however, such assignment shall not be permitted if the result thereof would be to cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, in writing, of such election which must be received or postmarked not later than five (5) calendar days after receiving notice of layoff. Seniority Any permanent employee displaced under these provisions shall have the right of excluded election as provided herein. An employee who elects to bump in accordance with option 1 (Article VI, Section 2F) will be placed at the top of the transfer list for the district from which laid off. The employee will be eligible to transfer prior to any other employee who has a transfer request on file for that district for a period of eighteen (18) months. Any employee who elects to bump to a different classification or non-exclusively represented the same classification in a different division, in lieu of layoff, shall have the right of reinstatement to the classification he or she formerly occupied, provided he or she meets the qualifications of the position, before any other person may be promoted to, or a new employee hired for such classification by the Appointing Authority enforcing the layoff for a period of eighteen (18) months. Upon bumping, an employee shall retain his or her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the class to which the employee bumps, his or her pay shall be reduced to that rate of pay. Any employee laid off because of a reduction in force, shall be offered a position in the class from which he or she was laid off, provided he or she meets the minimum qualifications for the classification, before a new employee may be hired for such position by the Appointing Authority enforcing the layoff, if such opening becomes available within eighteen (18) months of the date of such layoff because of a reduction in force. The names of employees laid off by an Appointing Authority shall be placed on eligible lists. The name of a permanent employee shall be placed on the recall list for the class from which he or she is laid off. Except as provided in Article VI, Section 4, failure to accept a position when offered shall negate any further rights of recall and shall be considered as a voluntary resignation 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 dateseniority. 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and recall out of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;

General Layoff Procedures. 1. Layoff shall be statewide within a Department by work location 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 partyAgency. 2. Within a layoff unit, except where class clusters have been established by secondary negotiationswork location or Agency, layoff shall be by Civil Service classification and level within a series; provided that preauthorized levels in a classification series by shall be considered as one level as shown in Appendix C. 3. Employees within the affected work location or Agency shall be laid off in inverse seniority. Positions in a class series which contain automatic level changes shall be considered to be at However, 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and off, bump, reassign or recall out of out-of-line seniority because of: a. GenderManual communication skill for the Department of Education. The Employer will not invoke this provision unless the performance standards have been outlined for the Union; b. Manual Treatment team composition requiring a minority group individual for treatment methodology (for Department of Health and Human Services, youth facilities only); c. Civil Service Commission approved selective certification, which may include selective certification by sex or manual communication skill; d. Maintaining an existing affirmative action plan in accordance with applicable law and approved in advance by the state personnel director. The exceptions listed in a. through c. Bilingual skill;above shall only be made where there is a valid occupational requirement and no alternative exists for preferring the less senior employee. The Appointing Authority shall give the Local Union concurrent written notice when it requests approval from the Civil Service Commission for selective certification. Under no circumstances shall the exception listed in Subsection c. above form the basis for notice of layoff or recall out of line seniority until after the Local Union has been provided with a written copy of Civil Service Commission approval for such selective certification. In Subsection c. above, the Employer agrees that there will be no layoff (as defined in Article 22, Section Q.1.a.) out of line of seniority by sex during the life of this Agreement. The Employer shall give notice in writing of intent to utilize Subsections a - c above to the Union and shall negotiate with the Union about the impact of such determination and/or discuss alternatives thereto. No Department shall implement Subsection d. above without the involvement and agreement of the State Employer. Such negotiation requirements shall not serve to delay the implementation of the Employer's determination. The Appointing Authority shall give advance notice in writing of its intent to use such out-of-line seniority provision to enable the Union, upon request, to have sufficient time to discuss the impact of such determination. 4. During their terms in office, the Local Union President or Chapter Chairperson and the Chief Xxxxxxx shall be considered more senior than other members of the Bargaining Unit in their classification at their work location for the purposes of layoff and recall and, for seasonal employees in the Department of Education, for the purpose of scheduling summer work. Not more than two (2) employees at any one work location or Agency shall be accorded such seniority status at any one time. Under no circumstances shall such Local Union representative be entitled to layoff protection until after such designation has been forwarded in writing to the Appointing Authority by the Local President. In no case shall a change in such designation occur after layoff notices have been sent if such change would affect layoff or bumping. 5. No employee with Civil Service status in any classification shall be laid off from the affected classification until all employees without status in any classification who are employed in the affected classification are laid off. 6. It shall be the policy and practice of the Employer to recall laid-off full time employees to less-than-full-time positions if such employees are willing to accept less-than-full-time work before hiring any less-than-full-time employees. The Employer shall not use two or more less-than-full-time employees to fill one full time position formerly held by a laid-off full time employee. 7. When the Employer elects to reduce the work force, employees within the affected classifications may request, in writing, preferential layoff out of line seniority. Said requests shall be granted in seniority order. If granted, the Employer shall not contest the employee's eligibility for unemployment compensation. Nothing in this Section shall be construed to constitute a waiver of such employee's recall rights. The fifteen (15) calendar day notice requirement in Section A above shall be waived for employees requesting preferential layoff. Such employees shall not accrue seniority while on layoff. 8. Employees may continue their health insurance up to three years from date of layoff at their expense. The Employer shall notify all employees on their layoff notice fifteen (15) calendar days prior to layoff that they may, at their expense, continue their health insurance coverage up to a period of three (3) years from date of layoff at the group rate. The Employer shall also notify employees that they may, at their expense, continue their dental, vision, and life insurance coverage up to a period of eighteen months from date of layoff at the group rate. Employees who are not eligible for Severance Pay in accordance with Article 22, Section Q may elect in writing to pre-pay their share of premiums for health, dental, and/or vision insurance for two (2) additional pay periods after layoff by having such premiums deducted from their last pay check. The Employer shall pay the Employer's share of premiums for health, dental, vision, and life insurance for these two (2) pay periods for employees electing this option. Coverage for the above insurances shall then continue for these two (2) pay periods. This four (4) week period shall be included in the three (3) year or eighteen (18) month period. 9. If a dismissed employee or improperly laid-off employee is reinstated by an arbitrator with full back pay and benefits and if such employee would have been laid off during the period of separation; such employee shall be reinstated only up to the date he/she would have been laid off and the fifteen (15) day notification period shall be waived for this purpose. 10. If an employee has been laid off improperly and the Employer corrects the error, such employee shall be made whole only up to the date he/she would have been laid off if no error had been made.

General Layoff Procedures. 1A. The Employer shall determine the location of positions and the number of employees which are to be laid off by class/level. Preauthorized levels in a class series shall be considered as one level. The Employer shall then identify the least senior employee(s) at the work location where the layoff(s) are to occur who will be laid off or given the option to exercise their bumping rights as specified in Sections 5 and 6 of this Article. Layoff shall be statewide within a Department or layoff unit which existed on November 16the Layoff Unit as listed in Section 1, 1985, unless subsequently modified in secondary negotiations. Layoff units shall be defined in secondary negotiations upon request of either party. 2. H. Within a layoff unit, except where class clusters have been established by secondary negotiationsLayoff Unit, 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 1112, Section A. 42. Excluded and non-exclusively represented employees as defined by the Civil Service Rules and Regulations Employees shall be permitted to bump back into these Units under procedures outlined hereinafterlaid off in least seniority order. 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. B. The Employer may lay off and recall out out-of-line of line seniority because of: a. Gender; b. Manual (1) Civil Service Commission approved selective certification, such as manual communication skill;, bilingual skill, etc. c. Bilingual skill;(2) Maintaining an existing affirmative action plan in accordance with applicable law and approved in advance by the State personnel director. (3) The exceptions listed in (1) above shall only be made where there is a valid occupational requirement. The Employer shall give concurrent written notice to the Union when it requests selective certification for positions which require such valid occupational requirements. C. By definition, promotion to supervisor constitutes the beginning of a new class/level series. All employees who were supervisors on February 17, 1981, shall keep their accumulated seniority for bumping purposes. After February 17, 1981, no new seniority, accrued as a supervisor, shall count for bumping back down into the Bargaining Unit. D. Non-exclusively represented employees who have status in a Bargaining Unit class/level shall not be entitled to bump into this Bargaining Unit until they have exhausted all non-exclusively represented bumping rights as provided under the Civil Service Rules and Regulations and Civil Service approved Departmental Employment Preference Plans. Non-exclusively represented employees who have not gained status in a Bargaining Unit class/level shall not be entitled to bump into this Bargaining Unit, except as provided in Subsection C above for supervisors. Employees in this Bargaining Unit shall not be entitled to bump into a position outside of this Bargaining Unit, and employees of other exclusively represented Bargaining Units shall have no right to bump into this Bargaining Unit unless the Union, the Employer, and the bargaining agent for such positions outside the Bargaining Unit, in their respective discretions, enter into an agreement to permit such inter-unit bumping, but then only in accordance with the terms of such trilateral agreement. Nothing herein shall be construed as an obligation for either the Employer or the Union to enter into such agreement with any party who is not a party to this Agreement. E. No employee with status in his/her current class/level shall be laid off from the affected class/level until all employees without status in the affected class/level who are employed in the affected class/level are laid off.

General Layoff Procedures. 1. Layoff shall be statewide within a Department by work location 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 partyAgency. 2. Within a layoff unit, except where class clusters have been established by secondary negotiationswork location or Agency, layoff shall be by Civil Service classification and level within a series; provided that preauthorized levels in a classification series by shall be considered as one level as shown in Appendix C. 3. Employees within the affected work location or Agency shall be laid off in inverse seniority. Positions in a class series which contain automatic level changes shall be considered to be at However, 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and off, bump, reassign or recall out of out-of-line seniority because of: a. GenderManual communication skill for the Department of Education. The Employer will not invoke this provision unless the performance standards have been outlined for the Union; b. Manual Treatment team composition requiring a minority group individual for treatment methodology (for Department of Human Services only); c. Department of Civil Service approved selective certification, which may include selective certification by sex or manual communication skill; d. Maintaining an existing affirmative action plan in accordance with applicable law and approved in advance by the state personnel director. The exceptions listed in a. through c. Bilingual skill;above shall only be made where there is a valid occupational requirement and no alternative exists for preferring the less senior employee. The Appointing Authority shall give the Local Union concurrent written notice when it requests approval from the Department of Civil Service for selective certification. Under no circumstances shall the exception listed in Subsection c. above form the basis for notice of layoff or recall out of line seniority until after the Local Union has been provided with a written copy of Civil Service approval for such selective certification. In Subsection c. above, the Employer agrees that there will be no layoff (as defined in Article 22, Section Q.1.a.) out of line of seniority by sex during the life of this Agreement. The Employer shall give notice in writing of intent to utilize Subsections a - c above to the Union and shall negotiate with the Union about the impact of such determination and/or discuss alternatives thereto. No Department shall implement Subsection d. above without the involvement and agreement of the State Employer. Such negotiation requirements shall not serve to delay the implementation of the Employer's determination. The Appointing Authority shall give advance notice in writing of its intent to use such out-of-line seniority provision to enable the Union, upon request, to have sufficient time to discuss the impact of such determination. 4. During their terms in office, the Local Union President or Chapter Chairperson and the Chief Xxxxxxx shall be considered more senior than other members of the Bargaining Unit in their classification at their work location for the purposes of layoff and recall and, for seasonal employees in the Department of Education, for the purpose of scheduling summer work. Not more than two

General Layoff Procedures. When a layoff or hours reduction occurs, the following general rules shall apply: X. Xxxxxx shall be by classification and subtitle as set forth in the job specifications. X. Xxxxxx shall be by organizational unit as defined Appendix B. follows: 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.Regents: Institutions 2. Within a Transportation: Motor Vehicle Enforcement Bureau – Statewide layoff unit Bureau of Investigation & Identity Protection - Statewide layoff unit, except where class clusters C. An agency may not layoff permanent employees until they 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 eliminated all non- permanent employees within the layoff unit in the same classification in the following order: emergency, temporary, provisional, intermittent, trainee, and probationary. Employees in the clusterlayoff unit may volunteer for layoffs with the most senior volunteer(s) being accepted. Employees may volunteer only with the agreement of the President of AFSCME Iowa Council 61. 3. Seniority for purposes D. The Employer shall notify the Union at least sixty (60) calendar days in advance of any anticipated layoff, bumping and recall . E. Each employee affected by a reduction in force shall be as defined notified 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 writing of layoff at least twenty (20) working days 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 the layoff unless budgetary limitations require a lesser period of notice. F. Employees in the layoff unit shall be laid off in accordance with seniority and thereafter up ability. Layoff shall be by seniority with the least senior employee being laid off first unless the least senior employee possesses special skills and ability required to 1,040 hours earned in such excluded meet the needs of the Employer, and that the senior employee must also possess the academic qualifications required for the position. 5. Seniority of excluded or non-exclusively represented employees G. The position occupied by the least senior employee in the classification subject to the layoff shall not be considered a vacancy pursuant to Article VII; therefore, this position shall not be posted 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 datetransfer. b. All persons who moved from H. A permanent employee in a classification in which layoffs are to be effected may, in lieu of layoff, elect bumping to the rank and file next lower classification in the layoff unit in the same series as the classification in which layoffs are to be effected or, in the absence of a lower classification in the same series, to a classification in the layoff unit which the employee has formerly occupied while in the continuous employ of the agency, or in the absence of a classification in the layoff unit which the employee has formerly occupied while in the continuous employ of the agency, to an excluded equal or non-exclusively represented position prior lower classification in the layoff unit for which they meet the minimum qualifications of the job. The assignment in the classification will be at the Appointing Authority’s discretion; however, such assignment shall not be permitted if the result would be to November 24cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, 1980in lieu of layoff, shall retain all continuous service hours for purposes of seniority earned up to November 24the employee must notify the Appointing Authority, 1980in writing, 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6election, which must be received or postmarked no later than five (5) calendar days after receiving notice of layoff. Any permanent employee displaced under these provisions shall have the right of election as provided herein. The Employer shall notify the employee in writing of the exact location of the position to be bumped into. After receipt of this notification, the employee shall again have five (5) calendar days in which to notify the Appointing Authority, in writing, to either accept the position or be laid off. Any employee who elects to bump in lieu of layoff shall have the right of recall to the classification he/she formerly occupied, provided he/she meets the qualifications of the position, before any other person may lay be promoted to or a new employee hired for such classification by the Appointing Authority enforcing the layoff. Upon bumping, an employee shall retain his/her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the classification to which the employee bumps, his/her pay shall be reduced to that rate of pay. Additionally, if federal funds are involved, the employee upon bumping will receive the salary provided by the federal grant. In such an event, the Employer will make a good faith effort to obtain additional federal funds. Any employee laid off and recall out because of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;reduction in force shall be offered a position in the classification from which he/she was laid off provided he/she meets the minimum qualifications for the position, before a new employee may be hired for such position by the Appointing Authority enforcing the layoff, if such opening becomes available within two

General Layoff Procedures. 1. When a layoff or hours reduction occurs, the following general rules shall apply: A. Layoff shall be statewide within a Department or layoff unit which existed on November 16, 1985, unless subsequently modified by classification and subtitle as set forth in secondary negotiations. Layoff units shall be defined in secondary negotiations upon request of either partythe job specifications. 2. Within a layoff unit, except where class clusters have been established by secondary negotiations, layoff B. 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 organizational unit as follows: 1) Regents Institutions 2) Motor Vehicle Enforcement – Statewide layoff unit C. An agency may not layoff permanent employees until they have been established through secondary negotiations layoff shall be by inverse seniority eliminated all non-permanent employees within the layoff unit in the same classification in the following order: emergency, temporary, provisional, intermittent, trainee, and the clusterprobationary. 3. Seniority for purposes D. The Employer shall notify the Union at least sixty (60) calendar days in advance of any anticipated layoff, bumping and recall . E. Each employee affected by a reduction in force shall be as defined notified 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 writing of layoff at least twenty (20) working days 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 the layoff unless budgetary limitations require a lesser period of notice. F. Employees in the layoff unit shall be laid off in accordance with seniority and thereafter up ability. Layoff shall be by seniority with the least senior employee being laid off first unless the least senior employee possesses special skills and ability required to 1,040 hours earned in such excluded meet the needs of the Employer, and that the senior employee must also possess the academic qualifications required for the position. 5. Seniority G. A permanent employee in a classification in which layoffs are to be effected may, in lieu of excluded layoff, elect bumping to the next lower classification in the layoff unit in the same series as the classification in which layoffs are to be effected or, in the absence of a lower classification in the same series, to a classification in the layoff unit which the employee has formerly occupied while in the continuous employ of the agency, or non-exclusively represented employees for purposes in the absence of bumping into Human Services Bargaining Unit shall be computed as follows: a. All persons employed on November 24a classification in the layoff unit which the employee has formerly occupied while in the continuous employ of the agency, 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 equal or non-exclusively represented position prior lower classification in the layoff unit for which they meet the minimum qualifications of the job. The assignment in the classification will be at the Appointing Authority’s discretion; however, such assignment shall not be permitted if the result would be to November 24cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, 1980in lieu of layoff, shall retain all continuous service hours for purposes of seniority earned up to November 24the employee must notify the Appointing Authority, 1980in writing, 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6election, which must be received or postmarked no later than five (5) calendar days after receiving notice of layoff. Any permanent employee displaced under these provisions shall have the right of election as provided herein. The Employer shall notify the employee in writing of the exact location of the position to be bumped into. After receipt of this notification, the employee shall again have five (5) calendar days in which to notify the Appointing Authority, in writing, to either accept the position or be laid off. Any employee who elects to bump in lieu of layoff shall have the right of recall to the classification he/ she formerly occupied, provided he/she meets the qualifications of the position, before any other person may lay be promoted to or a new employee hired for such classification by the Appointing Authority enforcing the layoff. Upon bumping, an employee shall retain his/her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the classification to which the employee bumps, his/her pay shall be reduced to that rate of pay. Additionally, if federal funds are involved, the employee upon bumping will receive the salary provided by the federal grant. In such an event, the Employer will make a good faith effort to obtain additional federal funds. Any employee laid off and because of reduction in force shall be offered a position in the classification from which he/she was laid off provided he/she meets the minimum qualifications for the position, before a new employee may be hired for such position by the Appointing Authority enforcing the layoff, if such opening becomes available within two (2) years of such layoff because of a reduction in force. Employees who are covered by another collective bargaining agreement cannot bump an employee covered by this Agreement. H. The Employer shall maintain a recall out list of line seniority because ofemployees who were laid off, who exercised their bumping rights, or who made written notice to the Employer of their recovery from long- term disability or injury after the expiration of a leave of absence: a. Gender;1. Employees who exercised bumping rights shall be placed on the recall list for the class from which they were laid off. b. Manual communication skill; c. Bilingual skill;2. Employees who are laid off or who make written notice to the Employer of their recovery from a long-term disability or injury shall be placed on the recall list for the class they held prior to layoff or disability. In addition, the employee may also designate up to fifteen (15) other classes, provided he/she meets the qualifications and/or passes the applicable DAS-HRE merit or BOR merit test, and the specific counties to which the employee will accept recall. The designation of classes or counties may be changed monthly by the employee through procedures agreed to by AFSCME/Iowa Council 61 and the Employer. If an employee is recalled to a position in a classification which the employee has not previously held, the employee will serve a probation period. If the recalled employee fails to successfully complete the probation period, the employee will be laid off without bumping rights and placed on the recall list as described above for a period of two

General Layoff Procedures. 1. Layoff shall be statewide within a Department by work location 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 partyAgency. 2. Within a layoff unit, except where class clusters have been established by secondary negotiationswork location or Agency, layoff shall be by Civil Service classification and level within a series; provided that preauthorized levels in a classification series by shall be considered as one level as shown in Appendix C. 3. Employees within the affected work location or Agency shall be laid off in inverse seniority. Positions in a class series which contain automatic level changes shall be considered to be at However, 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and off, bump, reassign or recall out of out-of-line seniority because of: a. GenderManual communication skill for the Department of Education. The Employer will not invoke this provision unless the performance standards have been outlined for the Union; b. Manual Treatment team composition requiring a m inority group individual for treatment methodology (for Department of Human Services only); c. Department of Civil Service approved selective certification, which may include selective certification by sex or manual communication skill; d. Maintaining an existing affirmative action plan in accordance with applicable law and approved in advance by the state personnel director. The exceptions listed in a. through c. Bilingual skill;above shall only be made where there is a valid occupational requirement and no al ternative exists for preferring the less senior employee. The Appointing Authority shall give the Local Union concurrent written notice when it requests approval from the Department of Civil Service for selective certification. Under no c ircumstances shall the exception listed in Subsection c. above form the basis for notice of layoff or recall out of line seniority until after the Local Union has been provided with a written copy of Civil Service approval for such selective certification. In Subsection c. above, the Employer agrees that there will be no layoff (as defined in Article 22, Section Q.1.a.) out of line of seniority by sex during the life of this Agreement. The Employer shall give notice in writing of intent to utilize Subsections a - c above to the Union and shall negotiate with the Union about the impact of such determination and/or discuss alternatives thereto. No Department shall implement Subsection d. above without the involvement and agreement of the State Employer. Such negotiation requirements shall not serve to delay the implementation of the Employer's determination. The Appointing Authority shall give advance notice in writing of its intent to use such out-of-line seniority provision to enable the Union, upon request, to have sufficient time to discuss the impact of such determination. 4. During their terms in office, the Local Union President or Chapter Chairperson and the Chief Xxxxxxx shall be considered more senior than other members of the Bargaining Unit in their classification at their work location for the purposes of layoff and recall and, for seasonal employees in the Department of Education, for the purpose of scheduling summer work. Not more than two (2) employees at any one work location or Agency shall be ac corded such seniority status at any one t ime. Under no circumstances shall such Local Union representative be entitled to layoff protection until after such designation has been forwarded in writing to the Appointing Authority by the Local President. In no case shall a change in such designation occur after layoff notices have been sent if such change would affect layoff or bumping. 5. No employee with Civil Service status in any classification shall be laid off from the affected classification until all employees without status in any classification who are employed in the affected classification are laid off. 6. It shall be the policy and practice of the Employer to recall laid-off full time employees to less-than-full-time positions if such employees are willing to accept less-than-full-time work before hiring any less-than-full-time employees. The Employer shall not use two or more less-than-full-time employees to fill one full time position formerly held by a laid-off full time employee. 7. When the Employer elects to reduce the work force, employees within the affected classifications may request, in writing, preferential layoff out of line seniority. Said requests shall be granted in seniority order. If granted, the Employer shall not contest the employee's eligibility for unemployment compensation. Nothing in this Section shall be c onstrued to constitute a w aiver of such employee's recall rights. The fifteen (15) calendar day notice requirement in Section A above shall be waived for employees requesting preferential layoff. Such employees shall not accrue seniority while on layoff. 8. Employees may continue their health insurance up to three years from date of layoff at their expense. The Employer shall notify all employees on their layoff notice fifteen (15) calendar days prior to layoff that they may, at their expense, continue their health insurance coverage up to a period of three (3) years from date of layoff at the group rate. The Employer shall also notify employees that they may, at their expense, continue their dental, vision, and life insurance coverage up to a period of eighteen months from date of layoff at the group rate. Employees who are not eligible for Severance Pay in accordance with Article 22, Section Q may elect in writing to pre-pay their share of premiums for health, dental, and/or vision insurance for two (2) additional pay periods after layoff by having such premiums deducted from their last pay check. The Employer shall pay the Employer's share of premiums for health, dental, vision, and life insurance for these two (2) pay periods for employees electing this option. Coverage for the above insurances shall then continue for these two (2) pay periods. This four (4) week period shall be included in the three (3) year or eighteen month period. 9. If a dismissed employee or improperly laid-off employee is reinstated by an arbitrator with full back pay and benefits and if such employee would have been laid off during the period of separation; such employee shall be r einstated only up t o the date he/she would have been laid off and the fifteen (15) day notification period shall be waived for this purpose. 10. If an employee has been laid off improperly and t he Employer corrects the error, such employee shall be made whole only up to the date he/she would have been laid off if no error had been made.

General Layoff Procedures. 1. When a layoff or hours reduction occurs, the following general rules shall apply: X. Xxxxxx shall be by classification and subtitle as set forth in the job specifications. B. Layoff shall be statewide within a by organizational unit. (General Government and Board of Regents see Appendix B; Community Corrections see Appendix B2; Department or of Revenue see Appendix Q-7) C. An agency may not 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 permanent employees until they 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 eliminated all non-permanent employees within the layoff unit in the same classification in the following order: emergency, temporary, provisional, intermittent, trainee, and the clusterprobationary. 3. Seniority for purposes D. The Employer shall notify the Union at least sixty (60) calendar days in advance of any anticipated layoff, bumping and recall . E. Each employee affected by a reduction in force shall be as defined notified 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 writing of layoff at least twenty (20) working days 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 the layoff unless budgetary limitations require a lesser period of notice. F. Employees in the layoff unit shall be laid off in accordance with seniority and ability. Layoff shall be by seniority with the least senior employee being laid off first unless the least senior employee possesses special skills and ability required to meet the needs of the Employer, and that the senior employee must also possess the academic qualifications required for the position. In the case of classifications which are used in research laboratories in academic departments of the Board of Regents institutions, the Employer need not retrain an employee to acquire the skills specific to the research projects conducted. G. A permanent employee in a classification in which layoffs are to be effected may, in lieu of layoff, elect bumping to the next lower classification in the layoff unit in the same series as the classification in which layoffs are to be effected or, in the absence of a lower classification in the same series, to a classification in the layoff unit which the employee has formerly occupied while in the continuous employ of the agency, or in the absence of a classification in the layoff unit which the employee has formerly occupied while in the continuous employ of the agency, to an equal or lower classification in the layoff unit for which they meet the minimum qualifications of the job. The assignment in the classification will be at the Appointing Authority’s discretion; however, such appointment and thereafter assignment shall not be permitted if the result would be to cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, in writing, of such election, which must be received or postmarked no later than five (5) calendar days after receiving notice of layoff. Any permanent employee displaced under these provisions shall have the right of election as provided herein. The Employer shall notify the employee in writing of the exact location of the position to be bumped into. After receipt of this notification, the employee shall again have five (5) calendar days in which to notify the Appointing Authority, in writing, to either accept the position or be laid off. Any employee who elects to bump in lieu of layoff shall have the right of recall to the classification he/ she formerly occupied, provided he/she meets the qualifications of the position, before any other person may be promoted to or a new employee hired for such classification by the Appointing Authority enforcing the layoff. Upon bumping, an employee shall retain his/her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the classification to which the employee bumps, his/her pay shall be reduced to that rate of pay. Additionally, if federal funds are involved, the employee upon bumping will receive the salary provided by the federal grant. In such an event, the Employer will make a good faith effort to obtain additional federal funds. Any employee laid off because of reduction in force shall be offered a position in the classification from which he/she was laid off provided he/she meets the minimum qualifications for the position, before a new employee may be hired for such position by the Appointing Authority enforcing the layoff, if such opening becomes available within two (2) years of such layoff because of a reduction in force. Employees who are covered by another collective bargaining agreement cannot bump an employee covered by this Agreement. H. The Employer shall maintain a recall list of employees who were laid off, who exercised their bumping rights, or who made written notice to the Employer of their recovery from long-term disability or injury after the expiration of a leave of absence: 1. Employees who exercised bumping rights shall be placed on the recall list for the class from which they were laid off. 2. Employees who are laid off or who make written notice to the Employer of their recovery from a long- term disability or injury shall be placed on the recall list for the class they held prior to layoff or disability. In addition, the employee may also designate up to 1,040 hours earned fifteen (15) other classes, provided he/she meets the qualifications and/or passes the applicable DAS-HRE merit or BOR merit test, and the specific counties to which the employee will accept recall. The designation of classes or counties may be changed monthly by the employee through procedures agreed to by AFSCME/ Iowa Council 61 and the Employer. If an employee is recalled to a position in such excluded positiona classification which the employee has not previously held, the employee will serve a probation period. If the recalled employee fails to successfully complete the probation period, the employee will be laid off without bumping rights and placed on the recall list as described above for a period of two (2) years. 3. Employees who refuse to accept any reassignment in excess of twenty-five (25) miles of the original work site shall be placed on the recall list as described in numbers one (1) and two (2) above. 4. Failure to accept any position listed by the employee pursuant to number two (2) above when offered by certified mail within five (5) calendar days after notice of recall shall negate any further recall rights. 5. Seniority If a laid off employee accepts a temporary position, he/she shall remain on the recall list. I. The determination of excluded the layoff order is subject to the grievance procedure commencing at Step 3. The implementation of such layoff shall not be delayed pending the resolution of such grievances. J. Whenever a permanent vacancy as defined in Article VII, Section 5 occurs, before a new or non-exclusively represented temporary employee is hired, employees for purposes of bumping into Human Services Bargaining Unit shall be computed as follows: a. All persons employed on November 24allowed to transfer or be recalled in the order set forth in Article VII, 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 appointment and thereafter up to 1,040 hours earned in such excluded position. Section 6. The Employer may lay off and recall out (Board of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;Regents see Appendix M-3)

General Layoff Procedures. 1. When a layoff or hours reduction occurs, the following general rules shall apply: A. Layoff shall be statewide within a Department or layoff unit which existed on November 16, 1985, unless subsequently modified by classification and subtitle as set forth in secondary negotiations. Layoff units shall be defined in secondary negotiations upon request of either partythe job specifications. 2. Within a layoff unit, except where class clusters have been established by secondary negotiations, layoff B. Layoff shall be by Civil Service organizational unit. C. An agency may not layoff permanent employees until they have eliminated all non-permanent emp layoff unit in the same classification and level within in the following order: emergency, temporary, provisional, intermit probationary. D. The Employer shall notify the Union at least sixty (60) calendar days in advance of any anticipated la E. Each employee affected by a series by inverse seniority. Positions reduction in a class series which contain automatic level changes force shall be considered to be notified in writing of layoff 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 least twenty (2 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 the layoff unless budgetary limitations require a lesser period of notice. F. Employees in the layoff unit shall be laid off in accordance with seniority and ability. Layoff shall be the least senior employee being laid off first unless the least senior employee possesses special skills an to meet the needs of the Employer, and that the senior employee must also possess the academic qualif for the position. In the case of classifications which are used in research laboratories in academic de Board of Regents institutions, the Employer need not retrain an employee to acquire the skills specifi projects conducted. G. A permanent employee in a classification in which layoffs are to be effected may, in lieu of layoff, ele next lower classification in the layoff unit in the same series as the classification in which layoffs are to the absence of a lower classification in the same series, to a classification in the layoff unit which th formerly occupied while in the continuous employ of the agency. The assignment in the classificatio Appointing Authority's discretion; however, such appointment and thereafter assignment shall not be permitted if the result would bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of lay must notify the Appointing Authority, in writing, of such election, which must be received or postmark five (5) calendar days after receiving notice of layoff. Any permanent employee displaced under these have the right of election as provided herein. The Employer shall notify the employee in writing of the exact location of the position to be bumped into this notification the employee shall again have five (5) calendar days in which to notify the Appointi writing, to either accept the position or be laid off. Any employee who elects to bump in lieu of layoff shall have the right of recall to the classification occupied, provided he/she meets the qualifications of the position, before any other person may be p new employee hired for such classification by the Appointing Authority enforcing the layoff. Upon bump shall retain his/her current rate of pay except that if such rate of pay is higher than the highest rate curr classification to which the employee bumps, his/her pay shall be reduced to that rate of pay. Additionally are involved, the employee upon bumping, will receive the salary provided by the federal grant. In su Employer will make a good faith effort to obtain additional federal funds. Any employee laid off becaus force shall be offered a position in the classification from which he/she was laid off provided he/she me qualifications for the position, before a new employee may be hired for such position by the Appo enforcing the layoff, if such opening becomes available within two (2) years of such layoff because force. H. The Employer shall maintain a recall list of employees who were laid off, who exercised their bumpi made written notice to the Employer of their recovery from long-term disability or injury after the expira absence: 1. Employees who exercised bumping rights shall be placed on the recall list for the class from which the 2. Employees who are laid off or who make written notice to the Employer of their recovery from a lo or injury shall be placed on the recall list for the class they held prior to layoff or disability. In addition, the employee may also designate up to 1,040 hours earned fifteen (15) other classes, provided he/she meets t and/or passes the applicable IDOP merit or BOR merit test, and the specific counties to which the emp recall. The designation of classes or counties may be changed monthly by the employee through proced AFSCME/Iowa Council 61 and the Employer. If an employee is recalled to a position in such excluded positiona classific employee has not previously held, the employee will serve a probation period. If the recalled e successfully complete the probation period, the employee will be laid off without bumping rights and pla list as described above for a period of two (2) years. 3. Employees who refuse to accept any reassignment in excess of twenty-five (25) miles of the original placed on the recall list as described in numbers one (1) and two (2) above. 4. Failure to accept any position listed by the employee pursuant to number two (2) above when offered within five (5) calendar days after notice of recall shall negate any further recall rights. 5. Seniority of excluded or non-exclusively represented employees for purposes of bumping into Human Services Bargaining Unit If a laid off employee accepts a temporary position, he/she shall be computed as follows: a. All persons employed remain on November 24, 1980, shall retain full seniority based on their continuous service prior to that datethe recall list. b. All persons who moved from I. The determination of the rank and file layoff order is subject to an excluded or non-exclusively represented position prior to November 24, 1980, the grievance procedure commencing at Step 3. The of such layoff shall retain all continuous service hours for purposes not be delayed pending the resolution of seniority earned up to November 24, 1980, plus up to an additional 1,040 hourssuch grievances. c. All persons who moved from the rank and file to an excluded J. Whenever a permanent vacancy as defined in Article VII, Section 5 occurs, before a new 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and recall out of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;tempora

General Layoff Procedures. 1. When a layoff or hours reduction occurs, the following general rules shall apply: X. Xxxxxx shall be by classification and subtitle as set forth in the job specifications. B. Layoff shall be statewide within a Department or by organizational unit as defined Appendix B. C. An agency may not layoff permanent employeesuntil they have eliminated all non-permanent employees withinthe 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 classification in the following order: emergency, temporary, provisional, intermittent,trainee, and levelprobationary. Where clusters have been established through secondary negotiations layoff shall be by inverse seniority within Employees in the layoff unit and may volunteer for layoffs with the clustermost senior volunteer(s)being accepted. Employees may volunteer only with theagreement of the President of AFSCME Iowa Council 61. 3. Seniority for purposes D. The Employer shall notify the Union at least sixty (60) calendar days in advance of any anticipated layoff, bumping and recall . E. Each employee affected by a reduction inforce shall be as defined notified 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 writing of layoff at least twenty (20) working days 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 the layoff unless budgetary limitations require a lesser period ofnotice. F. Employees in the layoff unit shall be laid off in accordance with seniority and thereafter up ability. Layoff shall be by seniority with the least senior employee being laid off first unless the least senior employee possesses special skills and ability required to 1,040 hours earned in such excluded meet the needs of the Employer, and that the senior employee must also possess the qualifications required for the position. 5. Seniority of excluded or non-exclusively represented employees for purposes of bumping into Human Services Bargaining Unit G. The position occupied by the least senior employee in the classification subject to the layoff shall not be computed as follows: a. All persons employed on November 24considered a vacancy pursuant to Article VII; therefore, 1980, this position shall retain full seniority based on their continuous service prior to that datenot be posted fortransfer. b. All persons who moved from the rank and file H. A permanent employee in a classification in which layoffs are to an excluded or non-exclusively represented position prior to November 24be effected may, 1980in lieu of layoff, 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 elect bumping to the effective date next lower classification in the layoff unit in the same series as the classification in which layoffs are to be effected or, in the absence of a lower classification in the same series. The assignment in the classification will be at the Appointing Authority’s discretion; however, such assignment shall not be permitted if the result would be to cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, inwriting, of such appointment and thereafter up to 1,040 hours earned in such excluded position. 6election, which must be received or postmarked no later than five (5) calendar days after receiving notice of layoff. Any permanent employee displaced under these provisions shall have the right of election as providedherein. The Employer shall notify the employee in writing of the exact location of the position to be bumpedinto. After receipt of this notification, the employee shall again have five (5) calendar days in which to notify the Appointing Authority, in writing, to either accept the position or be laid off. Any employee who elects to bump in lieu of layoff shall have the right of recall to the classification he/ she formerly occupied, provided he/she meets the qualifications of the position, before any other person may lay be promoted to or a new employee hired for such classification by the Appointing Authority enforcing the layoff. Upon bumping, an employee shall retain his/her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the classification to which the employee bumps, his/her pay shall be reduced to that rate of pay. Additionally, if federal funds are involved, the employee upon bumping will receive the salary provided by the federal grant. In such an event, the Employer will make a good faith effort to obtain additional federal funds. Any employee laid off and because of reduction in force shall be offereda position in the classification from which he/she was laid off provided he/she meets the minimum qualifications for the position, before a new employee may be hired for such position by the Appointing Authorityenforcing the layoff, if such opening becomes available within two (2) years of such layoff because of a reduction in force. Employees who are covered by anothercollective bargaining agreement cannot bump an employeecovered by this Agreement. I. The Employer shall maintain a recall out list of line seniority because ofemployees who were laid off, who exercised their bumping rights, or who made written notice to the Employer of their recovery from long-term disability or injury after the expiration of a leave of absence: a. Gender;1. Employees who exercised bumping rights shall be placed on the recall list for the class from which they were laid off. b. Manual communication skill;2. Employees who are laid off or who make written notice to the Employer of their recovery from a long-term disability or injury shall be placed on the recall list for the class they held prior to layoff or disability. Employees who refuse to accept any reassignment in excess of twenty-five (25) miles of the original work site shall be placed on the recall list as described in numbers one (1) and two (2) above. c. Bilingual skill;3. Failure to accept any position listed by the employee pursuant to number two (2) above when offered by certified mail within five (5) calendar days after notice of recall shall negate any further recall rights. 4. If a laid off employee accepts a temporary position, he/she shall remain on the recall list. J. When a decision is made by the Employer to contract or subcontract work which would result in the layoff of bargaining unit members, the State agrees to a notification and discussion with the Union notless than sixty (60) days in advance of the implementation. For purposes of this paragraph only, employees laid off as a result of a decision to contract or subcontract work may identify specific counties to which the employee will accept recall. All other recall provisions of (I) above shall apply. K. The determination of the layoff order is subject to the grievance procedure commencing at Step 2. The implementation of such layoff shall not be delayed pending the resolution of such grievances. L. Whenever a permanent vacancy as defined in Article VII occurs, before a new or temporary employee is hired, employees shall be allowed to transfer or be recalled in the order set forth in Article VII. (Board of Regents, see Appendix D.)

General Layoff Procedures. 1. Layoff shall be statewide within a Department by work location 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 partyAgency. 2. Within a layoff unit, except where class clusters have been established by secondary negotiationswork location or Agency, layoff shall be by Civil Service classification and level within a series; provided that preauthorized levels in a classification series by shall be considered as one level as shown in Appendix C. 3. Employees within the affected work location or Agency shall be laid off in inverse seniority. Positions in a class series which contain automatic level changes shall be considered to be at However, 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and off, bump, reassign or recall out of out-of-line seniority because of: a. GenderManual communication skill for the Department of Education. The Employer will not invoke this provision unless the performance standards have been outlined for the Union; b. Manual Treatment team composition requiring a minority group individual for treatment methodology (for Department of Human Services only); c. Department of Civil Service approved selective certification, which may include selective certification by sex or manual communication skill; d. Maintaining an existing affirmative action plan in accordance with applicable law and approved in advance by the state personnel director. The exceptions listed in a. through c. Bilingual skill;above shall only be made where there is a valid occupational requirement and no alternative exists for preferring the less senior employee. The Appointing Authority shall give the Local Union concurrent written notice when it requests approval from the Department of Civil Service for selective certification. Under no circumstances shall the exception listed in Subsection c. above form the basis for notice of layoff or recall out of line seniority until after the Local Union has been provided with a written copy of Civil Service approval for such selective certification. In Subsection c. above, the Employer agrees that there will be no layoff (as defined in Article 22, Section Q.1.a.) out of line of seniority by sex during the life of this Agreement. The Employer shall give notice in writing of intent to utilize Subsections a - c above to the Union and shall negotiate with the Union about the impact of such determination and/or discuss alternatives thereto. No Department shall implement Subsection d. above without the involvement and agreement of the State Employer. Such negotiation requirements shall not serve to delay the implementation of the Employer's determination. The Appointing Authority shall give advance notice in writing of its intent to use such out-of-line seniority provision to enable the Union, upon request, to have sufficient time to discuss the impact of such determination. 4. During their terms in office, the Local Union President or Chapter Chairperson and the Chief Xxxxxxx shall be considered more senior than other members of the Bargaining Unit in their classification at their work location for the purposes of layoff and recall and, for seasonal employees in the Department of Education, for the purpose of scheduling summer work. Not more than two (2) employees at any one work location or Agency shall be accorded such seniority status at any one time. Under no circumstances shall such Local Union representative be entitled to layoff protection until after such designation has been forwarded in writing to the Appointing Authority by the Local President. In no case shall a change in such designation occur after layoff notices have been sent if such change would affect layoff or bumping. 5. No employee with Civil Service status in any classification shall be laid off from the affected classification until all employees without status in any classification who are employed in the affected classification are laid off. 6. It shall be the policy and practice of the Employer to recall laid-off full time employees to less-than-full-time positions if such employees are willing to accept less-than-full-time work before hiring any less-than-full-time employees. The Employer shall not use two or more less-than-full-time employees to fill one full time position formerly held by a laid-off full time employee. 7. When the Employer elects to reduce the work force, employees within the affected classifications may request, in writing, preferential layoff out of line seniority. Said requests shall be granted in seniority order. If granted, the Employer shall not contest the employee's eligibility for unemployment compensation. Nothing in this Section shall be construed to constitute a waiver of such employee's recall rights. The fifteen (15) calendar day notice requirement in Section A above shall be waived for employees requesting preferential layoff. Such employees shall not accrue seniority while on layoff. 8. Employees may continue their health insurance up to three years from date of layoff at their expense. The Employer shall notify all employees on their layoff notice fifteen (15) calendar days prior to layoff that they may, at their expense, continue their health insurance coverage up to a period of three (3) years from date of layoff at the group rate. The Employer shall also notify employees that they may, at their expense, continue their dental, vision, and life insurance coverage up to a period of eighteen months from date of layoff at the group rate. Employees who are not eligible for Severance Pay in accordance with Article 22, Section Q may elect in writing to pre-pay their share of premiums for health, dental, and/or vision insurance for two (2) additional pay periods after layoff by having such premiums deducted from their last pay check. The Employer shall pay the Employer's share of premiums for health, dental, vision, and life insurance for these two (2) pay periods for employees electing this option. Coverage for the above insurances shall then continue for these two (2) pay periods. This four (4) week period shall be included in the three (3) year or eighteen month period. 9. If a dismissed employee or improperly laid-off employee is reinstated by an arbitrator with full back pay and benefits and if such employee would have been laid off during the period of separation; such employee shall be reinstated only up to the date he/she would have been laid off and the fifteen (15) day notification period shall be waived for this purpose. 10. If an employee has been laid off improperly and the Employer corrects the error, such employee shall be made whole only up to the date he/she would have been laid off if no error had been made.

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 When a layoff unitoccurs, except where class clusters have been established by secondary negotiations, layoff the following general rules shall apply: X. Xxxxxx shall be by Civil Service classification as set forth in Article II, Recognition and level within 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. Each employee affected by a series by inverse seniority. Positions reduction in a class series which contain automatic level changes force shall be considered to be notified in writing of layoff 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 least twenty (20) calendar days 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 positionthe layoff unless budgetary limitations require a lesser period of notice. D. 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. E. 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; 2. To the same classification within a different division; 3. To a classification which the employee has formerly occupied while in the continuous employment of the agency, provided the employee meets the qualifications and has left the formerly occupied classification in good standing; 4. To a lower classification in the bargaining unit in the same department, provided the employee meets the qualifications. After the employee has elected to bump, the assignment in the classification will be at the Appointing Authority’s discretion; however, such assignment shall not be permitted if the result thereof would be to cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, in writing, of such election which must be received or postmarked not later than five (5) calendar days after receiving notice of layoff. Seniority Any permanent employee displaced under these provisions shall have the right of excluded election as provided herein. An employee who elects to bump in accordance with option 1 (Article VI, Section 2F) will be placed at the top of the transfer list for the district from which laid off. The employee will be eligible to transfer prior to any other employee who has a transfer request on file for that district for a period of eighteen (18) months. Any employee who elects to bump to a different classification or non-exclusively represented the same classification in a different division, in lieu of layoff, shall have the right of reinstatement to the classification he or she formerly occupied, provided he or she meets the qualifications of the position, before any other person may be promoted to, or a new employee hired for such classification by the Appointing Authority enforcing the layoff for a period of eighteen (18) months. Upon bumping, an employee shall retain his or her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the class to which the employee bumps, his or her pay shall be reduced to that rate of pay. Any employee laid off because of a reduction in force, shall be offered a position in the class from which he or she was laid off, provided he or she meets the minimum qualificationsfor the classification, before a new employee may be hired for such position by the Appointing Authority enforcing the layoff, if such opening becomes available within eighteen (18) months of the date of such layoff because of a reduction in force. The names of employees laid off by an Appointing Authority shall be placed on eligible lists. The name of a permanent employee shall be placed on the recall list for the class from which he or she is laid off. Except as provided in Article VI, Section 4, failure to accept a position when offered shall negate any further rights of recall and shall be considered as a voluntary resignation 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 dateseniority. 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and recall out of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;

General Layoff Procedures. 1A. The Employer shall determine the location of positions and the number of employees which are to be laid off by class/level. Preauthorized levels in a class series shall be considered as one level. The Employer shall then identify the least senior employee(s) at the work location where the layoff(s) are to occur who will be laid off or given the option to exercise their bumping rights as specified in Sections 5 and 6 of this Article. Layoff shall be statewide within a Department or layoff unit which existed on November 16the Layoff Unit as listed in Section 1, 1985, unless subsequently modified in secondary negotiations. Layoff units shall be defined in secondary negotiations upon request of either party. 2. H. Within a layoff unit, except where class clusters have been established by secondary negotiationsLayoff Unit, 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 1112, Section A. 42. Excluded and non-exclusively represented employees as defined by the Civil Service Rules and Regulations Employees shall be permitted to bump back into these Units under procedures outlined hereinafterlaid off in least seniority order. 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. B. The Employer may lay off and recall out out-of-line of line seniority because of: a. Gender; b. Manual (1) Department of Civil Service approved selective certification, such as manual communication skill;, bilingual skill, etc. c. Bilingual skill;(2) Maintaining an existing affirmative action plan in accordance with applicable law and approved in advance by the State personnel director. (3) The exceptions listed in (1) above shall only be made where there is a valid occupational requirement. The Employer shall give concurrent written notice to the Union when it requests selective certification for positions which require such valid occupational requirements. C. By definition, promotion to supervisor constitutes the beginning of a new class/level series. All employees who were supervisors on February 17, 1981, shall keep their accumulated seniority for bumping purposes. After February 17, 1981, no new seniority, accrued as a supervisor, shall count for bumping back down into the Bargaining Unit. D. Non-exclusively represented employees who have status in a Bargaining Unit class/level shall not be entitled to bump into this Bargaining Unit until they have exhausted all non-exclusively represented bumping as provided under the Civil Service Rules and Regulations and Civil Service approved Departmental Employment Preference Plans. Non-exclusively represented employees who have not gained status in a Bargaining Unit class/level shall not be entitled to bump into this Bargaining Unit, except as provided in Subsection C above for supervisors. Employees in this Bargaining Unit shall not be entitled to bump into a position outside of this Bargaining Unit, and employees of other exclusively represented Bargaining Units shall have no right to bump into this Bargaining Unit unless the Union, the Employer, and the bargaining agent for such positions outside the Bargaining Unit, in their respective discretions, enter into an agreement to permit such inter-unit bumping, but then only in accordance with the terms of such trilateral agreement. Nothing herein shall be construed as an obligation for either the Employer or the Union to enter into such agreement with any party who is not a party to this Agreement. E. No employee with status in his/her current class/level shall be laid off from the affected class/level until all employees without status in the affected class/level who are employed in the affected class/level are laid off.

General Layoff Procedures. 1. When a layoff or hours reduction occurs, the following general rules shall apply: A. Layoff shall be statewide within a Department or layoff unit which existed on November 16, 1985, unless subsequently modified by classification and subtitle as set forth in secondary negotiations. Layoff units shall be defined in secondary negotiations upon request of either partythe job specifications. 2. Within a layoff unit, except where class clusters have been established by secondary negotiations, layoff B. 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 organizational unit as defined Appendix B. follows: 1) Regents: Institutions 2) Transportation: Motor Vehicle Enforcement Bureau – Statewide layoff unit Bureau of Investigation & Identity Protection - Statewide layoff unit C. An agency may not layoff permanent employees until they have been established through secondary negotiations layoff shall be by inverse seniority eliminated all non-permanent employees within the layoff unit in the same classification in the following order: emergency, temporary, provisional, intermittent, trainee, and probationary. Employees in the clusterlayoff unit may volunteer for layoffs with the most senior volunteer(s) being accepted. Employees may volunteer only with the agreement of the President of AFSCME Iowa Council 61. 3. Seniority for purposes D. The Employer shall notify the Union at least sixty (60) calendar days in advance of any anticipated layoff, bumping and recall . E. Each employee affected by a reduction in force shall be as defined notified 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 writing of layoff at least twenty (20) working days 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 the layoff unless budgetary limitations require a lesser period of notice. F. Employees in the layoff unit shall be laid off in accordance with seniority and ability. Layoff shall be by seniority with the least senior employee being laid off first unless the least senior employee possesses special skills and ability required to meet the needs of the Employer, and that the senior employee must also possess the academic qualifications required for the position. G. The position occupied by the least senior employee in the classification subject to the layoff shall not be considered a vacancy pursuant to Article VII; therefore, this position shall not be posted for transfer. H. A permanent employee in a classification in which layoffs are to be effected may, in lieu of layoff, elect bumping to the next lower classification in the layoff unit in the same series as the classification in which layoffs are to be effected or, in the absence of a lower classification in the same series, to a classification in the layoff unit which the employee has formerly occupied while in the continuous employ of the agency, or in the absence of a classification in the layoff unit which the employee has formerly occupied while in the continuous employ of the agency, to an equal or lower classification in the layoff unit for which they meet the minimum qualifications of the job. The assignment in the classification will be at the Appointing Authority’s discretion; however, such appointment assignment shall not be permitted if the result would be to cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, in writing, of such election, which must be received or postmarked no later than five (5) calendar days after receiving notice of layoff. Any permanent employee displaced under these provisions shall have the right of election as provided herein. The Employer shall notify the employee in writing of the exact location of the position to be bumped into. After receipt of this notification, the employee shall again have five (5) calendar days in which to notify the Appointing Authority, in writing, to either accept the position or be laid off. Any employee who elects to bump in lieu of layoff shall have the right of recall to the classification he/she formerly occupied, provided he/she meets the qualifications of the position, before any other person may be promoted to or a new employee hired for such classification by the Appointing Authority enforcing the layoff. Upon bumping, an employee shall retain his/her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the classification to which the employee bumps, his/her pay shall be reduced to that rate of pay. Additionally, if federal funds are involved, the employee upon bumping will receive the salary provided by the federal grant. In such an event, the Employer will make a good faith effort to obtain additional federal funds. Any employee laid off because of reduction in force shall be offered a position in the classification from which he/she was laid off provided he/she meets the minimum qualifications for the position, before a new employee may be hired for such position by the Appointing Authority enforcing the layoff, if such opening becomes available within two (2) years of such layoff because of a reduction in force. Employees who are covered by another collective bargaining agreement cannot bump an employee covered by this Agreement. I. The Employer shall maintain a recall list of employees who were laid off, who exercised their bumping rights, or who made written notice to the Employer of their recovery from long-term disability or injury after the expiration of a leave of absence: 1. Employees who exercised bumping rights shall be placed on the recall list for the class from which they were laid off. 2. Employees who are laid off or who make written notice to the Employer of their recovery from a long-term disability or injury shall be placed on the recall list for the class they held prior to layoff or disability. In addition, the employee may also designate other classifications within the same classification series or equal or lower paygrade, provided he/she meets the qualifications and/or passes the applicable DAS- HRE merit or BOR merit test, and thereafter up the defined organizational units to 1,040 hours earned which the employee will accept recall. The designation of classes or organizational units may be changed monthly by the employee through procedures agreed to by AFSCME/Iowa Council 61 and the Employer. If an employee is recalled to a position in such excluded positiona classification which the employee has not previously held, the employee will serve a probation period. If the recalled employee fails to successfully complete the probation period, the employee will be laid off without bumping rights and placed on the recall list as described above for a period of two (2) years. 3. Employees who refuse to accept any reassignment in excess of twenty-five (25) miles of the original work site shall be placed on the recall list as described in numbers one (1) and two (2) above. 4. Failure to accept any position listed by the employee pursuant to number two (2) above when offered by certified mail within five (5) calendar days after notice of recall shall negate any further recall rights. 5. Seniority If a laid off employee accepts a temporary position, he/she shall remain on the recall list. J. The determination of excluded the layoff order is subject to the grievance procedure commencing at Step 2. The implementation of such layoff shall not be delayed pending the resolution of such grievances. K. Whenever a permanent vacancy as defined in Article VII, before a new or non-exclusively represented temporary employee is hired, 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 allowed to that datetransfer or be recalled in the order set forth in Article VII. 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and recall out of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;

General Layoff Procedures. 1. When a layoff occurs, the following general rules shall apply: A. Layoff shall be statewide within by classification as set forth in Article II, Recognition and Union Security, Section 1, Bargaining Unit. B. Layoff 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. Each employee affected by a Department or layoff unit which existed on November 16, 1985, unless subsequently modified reduction in secondary negotiations. Layoff units force shall be defined notified in secondary negotiations upon request writing 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 least twenty (20) calendar days 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 positionthe layoff unless budgetary limitations require a lesser period of notice. D. 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. E. 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; 2. To the same classification within a different division; 3. To a classification which the employee has formerly occupied while in the continuous employment of the agency, provided the employee meets the qualifications and has left the formerly occupied classification in good standing; 4. To a lower classification in the bargaining unit in the same department, provided the employee meets the qualifications. After the employee has elected to bump, the assignment in the classification will be at the Appointing Authority’s discretion; however, such assignment shall not be permitted if the result thereof would be to cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, in writing, of such election which must be received or postmarked not later than five (5) calendar days after receiving notice of layoff. Seniority Any permanent employee displaced under these provisions shall have the right of excluded election as provided herein. An employee who elects to bump in accordance with option 1 (Article VI, Section 2F) will be placed at the top of the transfer list for the district from which laid off. The employee will be eligible to transfer prior to any other employee who has a transfer request on file for that district for a period of eighteen (18) months. Any employee who elects to bump to a different classification or non-exclusively represented the same classification in a different division, in lieu of layoff, shall have the right of reinstatement to the classification he or she formerly occupied, provided he or she meets the qualifications of the position, before any other person may be promoted to, or a new employee hired for such classification by the Appointing Authority enforcing the layoff for a period of eighteen (18) months. Upon bumping, an employee shall retain his or her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the class to which the employee bumps, his or her pay shall be reduced to that rate of pay. Any employee laid off because of a reduction in force, shall be offered a position in the class from which he or she was laid off, provided he or she meets the minimum qualifications for the classification, before a new employee may be hired for such position by the Appointing Authority enforcing the layoff, if such opening becomes available within eighteen (18) months of the date of such layoff because of a reduction in force. The names of employees laid off by an Appointing Authority shall be placed on eligible lists. The name of a permanent employee shall be placed on the recall list for the class from which he or she is laid off. Except as provided in Article VI, Section 4, failure to accept a position when offered shall negate any further rights of recall and shall be considered as a voluntary resignation 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 dateseniority. 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and recall out of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;

General Layoff Procedures. Subd. 1. Layoff shall be statewide within by clinical unit and classification, considering seniority, with the least senior being laid off first. Seniority may be excepted as necessary to retain employees with the special skills, training and abilities required to meet the needs of the Employer. Subd. 2. Regular employees with less than one (1) year of seniority affected by a Department or layoff unit which existed on November 16, 1985, unless subsequently modified reduction in secondary negotiations. Layoff units force shall be defined notified in secondary negotiations upon request writing 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 at least thirty (30) calendar days 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 advance 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 the layoff, except in such excluded position. 5exceptional circumstances which disrupt the services of the hospital. 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 Employees with at least one (1) year 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 will receive at least sixty (60) calendar days notice of seniority earned up to the effective date of the layoff. Employees with at least four (4) years of seniority will receive at least ninety (90) calendar days notice of the effective date of the layoff. Employees with at least eight (8) years of seniority will receive at least one-hundred and twenty (120) calendar days notice of the effective date of the layoff. The notice provision of this Subdivision will not apply if notice of such appointment and thereafter up to 1,040 hours earned in such excluded positionduration would seriously impair the financial integrity of a major administrative unit of the Employer. Subd. 3. Employees who are given layoff notice will have priority status with regard to vacant bargaining unit positions for which they are qualified and which are comparable to the position (same paygrade or lower) from which they are to be laid off, as specified in the Transfer Article. Subd. 4. Any employee in lieu of layoff, shall have the right of reinstatement to an available position in the classification formerly occupied, provided the employee meets the qualifications of the position, before any other person may be promoted to, or a new employee hired into such classification by the Employer. Upon reinstatement to another classification, an employee shall retain the current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the classification into which the employee is reinstated, the employee's pay shall be reduced to that rate of pay. Subd. 5. The Employer will offer laid off bargaining unit employees temporary work hours, to the extent such are available and for which the employee is qualified. Subd. 6. The Employer may lay off and recall out determination of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;the layoff order is subject to the grievance procedure commencing at Step

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 When a layoff unitoccurs, except where class clusters have been established by secondary negotiations, layoff the following general rules shall apply: X. Xxxxxx shall be by Civil Service classification as set forth in Article II, Recognition and level within 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. Each employee affected by a series by inverse seniority. Positions reduction in a class series which contain automatic level changes force shall be considered to be notified in writing of layoff 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 least twenty (20) calendar days 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 positionthe layoff unless budgetary limitations require a lesser period of notice. D. 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. E. 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; 2. To the same classification within a different division; 3. To a classification which the employee has formerly occupied while in the continuous employment of the agency, provided the employee meets the qualifications and has left the formerly occupied classification in good standing; 4. To a lower classification in the bargaining unit in the same department, provided the employee meets the qualifications. After the employee has elected to bump, the assignment in the classification will be at the Appointing Authority’s discretion; however, such assignment shall not be permitted if the result thereof would be to cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, in writing, of such election which must be received or postmarked not later than five (5) calendar days after receiving notice of xxxxxx. Seniority Any permanent employee displaced under these provisions shall have the right of excluded election as provided herein. An employee who elects to bump in accordance with option 1 (Article VI, Section 2F) will be placed at the top of the transfer list for the district from which laid off. The employee will be eligible to transfer prior to any other employee who has a transfer request on file for that district for a period of eighteen (18) months. Any employee who elects to bump to a different classification or non-exclusively represented the same classification in a different division, in lieu of layoff, shall have the right of reinstatement to the classification he or she formerly occupied, provided he or she meets the qualifications of the position, before any other person may be promoted to, or a new employee hired for such classification by the Appointing Authority enforcing the layoff for a period of eighteen (18) months. Upon bumping, an employee shall retain his or her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the class to which the employee bumps, his or her pay shall be reduced to that rate of pay. Any employee laid off because of a reduction in force, shall be offered a position in the class from which he or she was laid off, provided he or she meets the minimum qualifications for the classification, before a new employee may be hired for such position by the Appointing Authority enforcing the layoff, if such opening becomes available within eighteen (18) months of the date of such layoff because of a reduction in force. The names of employees laid off by an Appointing Authority shall be placed on eligible lists. The name of a permanent employee shall be placed on the recall list for the class from which he or she is laid off. Except as provided in Article VI, Section 4, failure to accept a position when offered shall negate any further rights of recall and shall be considered as a voluntary resignation 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 dateseniority. 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and recall out of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;

General Layoff Procedures. 1. Layoff shall be statewide within a Department or by geographic and/or organizational layoff unit which existed units as provided in departmental plans on file with the Department of Civil Service on November 1624, 19851980, 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 the use of approved 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 the use of approved class clusters have been established through secondary negotiations layoff shall be by inverse seniority within the layoff unit and the approved class cluster. 3. No permanent employee shall be laid off until all limited-term and temporary non- career appointments in the same classification (and approved class cluster, if negotiated in secondary negotiations) and lay-off unit are terminated. 4. Seniority for purposes of layoff, bumping and recall shall be as defined in Article 11, Section A. 45. Excluded employees and non-exclusively represented employees eligible employees, as defined by the Civil Service Rules and Regulations Regulations, who are not exclusively represented shall be permitted to bump back into these Bargaining 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. 56. Seniority of excluded or non-employees and eligible employees who are not exclusively represented employees for purposes of bumping into Human Services Bargaining Unit the Labor and Trades and/or the Safety and Regulatory Units 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-eligible 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-eligible non- exclusively represented position after November 24, 1980, the effective date of the Agreement 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 or eligible non-exclusively represented position. 67. The Employer may lay off and recall out of out-of-line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill; d. Department of Civil Service approved sub-class code (selective certification); The exceptions listed in a. through d. shall only be made where there is a valid occupational requirement and no alternative exists for preferring the less senior employee. The Employer shall give notice of such intent to MSEA and in accordance with Civil Service Rules and Regulations, upon request shall meet and confer with MSEA about the impact of such determination. No Department except one headed by a Constitutionally elected officer shall implement Subsection e. above, without the involvement and agreement of the State Employer.

General Layoff Procedures. 1. When a layoff occurs, the following general rules shall apply: A. Layoff shall be statewide within by classification as set forth in Article II, Recognition and Union Security, Section 1, Bargaining Unit. B. Layoff 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 or zone for the Department of Public Safety, and by district for the Department of Natural Resources. C. Each employee affected by a Department or layoff unit which existed on November 16, 1985, unless subsequently modified reduction in secondary negotiations. Layoff units force shall be defined notified in secondary negotiations upon request writing 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 least twenty (20) calendar days 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 positionthe layoff unless budgetary limitations require a lesser period of notice. D. 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. E. 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; 2. To the same classification within a different division; 3. To a classification which the employee has formerly occupied while in the continuous employment of the agency, provided the employee meets the qualifications and has left the formerly occupied classification in good standing; 4. To a lower classification in the bargaining unit in the same department, provided the employee meets the qualifications. After the employee has elected to bump, the assignment in the classification will be at the Appointing Authority’s discretion; however, such assignment shall not be permitted if the result thereof would be to cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, in writing, of such election which must be received or postmarked not later than five (5) calendar days after receiving notice of layoff. Seniority Any permanent employee displaced under these provisions shall have the right of excluded election as provided herein. An employee who elects to bump in accordance with option 1 (Article VI, Section 2F) will be placed at the top of the transfer list for the district from which laid off. The employee will be eligible to transfer prior to any other employee who has a transfer request on file for that district for a period of eighteen (18) months. Any employee who elects to bump to a different classification or non-exclusively represented the same classification in a different division, in lieu of layoff, shall have the right of reinstatement to the classification he or she formerly occupied, provided he or she meets the qualifications of the position, before any other person may be promoted to, or a new employee hired for such classification by the Appointing Authority enforcing the layoff for a period of eighteen (18) months. Upon bumping, an employee shall retain his or her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the class to which the employee bumps, his or her pay shall be reduced to that rate of pay. Any employee laid off because of a reduction in force, shall be offered a position in the class from which he or she was laid off, provided he or she meets the minimum qualifications for the classification, before a new employee may be hired for such position by the Appointing Authority enforcing the layoff, if such opening becomes available within eighteen (18) months of the date of such layoff because of a reduction in force. The names of employees laid off by an Appointing Authority shall be placed on eligible lists. The name of a permanent employee shall be placed on the recall list for the class from which he or she is laid off. Except as provided in Article VI, Section 4, failure to accept a position when offered shall negate any further rights of recall and shall be considered as a voluntary resignation 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 dateseniority. 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off and recall out of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;

General Layoff Procedures. Subd. 1. Layoff shall be statewide within by clinical unit and classification, considering seniority, with the least senior being laid off first. Seniority may be excepted as necessary to retain employees with the special skills, training and abilities required to meet the needs of the Employer. Subd. 2. Regular employees with less than one (1) year of seniority affected by a Department or layoff unit which existed on November 16, 1985, unless subsequently modified reduction in secondary negotiations. Layoff units force shall be defined notified in secondary negotiations upon request writing 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 at least thirty (30) calendar days 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 advance 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 the layoff, except in such excluded position. 5exceptional circumstances which disrupt the services of the hospital. 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 Employees with at least one (1) year 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 will receive at least sixty (60) calendar days notice of seniority earned up to the effective date of the layoff. Employees with at least four (4) years of seniority will receive at least ninety (90) calendar days notice of the effective date of the layoff. Employees with at least eight (8) years of seniority will receive at least one-hundred and twenty (120) calendar days notice of the effective date of the layoff. The notice provision of this Subdivision will not apply if notice of such appointment and thereafter up to 1,040 hours earned in such excluded positionduration would seriously impair the financial integrity of a major administrative unit of the Employer. Subd. 3. Employees who are given layoff notice will have priority status with regard to vacant bargaining unit positions for which they are qualified and which are comparable to the position (same paygrade or lower) from which they are to be laid off, as specified in the Transfer Article. Subd. 4. Any employee in lieu of layoff, shall have the right of reinstatement to an available position in the classification formerly occupied, provided the employee meets the qualifications of the position, before any other person may be promoted to, or a new employee hired into such classification by the Employer. Upon reinstatement to another classification, an employee shall retain the current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the classification into which the employee is reinstated, the employee's pay shall be reduced to that rate of pay. Subd. 5. The Employer will offer laid off bargaining unit employees temporary work hours, to the extent such are available and for which the employee is qualified. Subd. 6. The Employer may lay off and recall out determination of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;the layoff order is subject to the grievance procedure commencing at Step 3. The implementation of such layoff shall not be delayed pending the resolution of such grievances.

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 the use of approved class clusters have has been established by authorized in 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 patterned level changes shall be considered to be at the same class and level. Where the use of approved class clusters have has been established through authorized in secondary negotiations negotiations, layoff shall be by inverse seniority within the layoff unit and the approved class 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.permitted 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.for 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 appointment and thereafter up to 1,040 hours earned in such excluded position. 6. The Employer may lay off layoff and recall out of line seniority because of: a. Gender; b. Manual communication skill; c. Bilingual skill;