IMPLEMENTATION OF INDEFINITE OR PERMANENT LAYOFF. Layoff(s) shall be by classification within each department. Seniority, specific qualifications, and special skills shall be guiding criteria. In addition, if an employee has a current/active final performance improvement plan in their file, this may be considered as part of the guiding criteria. Before implementing a layoff or reduction in hours, RAMS will meet with the Union to review the program, staff needed or impacted, operational needs, and potential alternatives to layoffs. In the event of layoffs due to elimination or reduction in funding for RAMS programs, RAMS shall give the Union no less than forty-five (45) days’ notice prior to the layoffs, unless withdrawing funders provided fewer than forty-five (45) days’ notice of cancellation or reduction, in which case RAMS will provide notice to the Union promptly after receipt of firm notice from the funder. In the event of layoffs occasioned by any other events, RAMS shall give the Union a minimum of thirty (30) days’ notice prior to layoffs, unless an unavoidable emergency gives rise to a lesser time period. During the applicable time period referenced above (45 or 30 days), the parties will negotiate over the direct impact of layoff on affected staff. Full-time and part-time employees will receive a minimum of two (2) weeks’ notice if they are to be laid off. Any employee who does not receive two (2) weeks’ notice shall be entitled to two (2) weeks’ pay. Employees subject to a reduction in hours as defined above who do not receive two (2) weeks’ notice shall be compensated for the number of hours reduced. For a period of one (1) year, full-time and regular part-time staff who are placed on layoff status shall be offered, in seniority order, the first available vacancy in the classification in the department from which the employee was laid off, provided the employee meets the posted qualifications for the position. Laid off employees shall be notified by mail of openings at their last known address. Employees will be contacted under recall. In order to be eligible for consideration for the vacancy, employees must respond within forty-eight (48) hours. If the Employer does not receive a response from the employee within two (2) weeks of the notification, they will be removed from the recall list and terminated. However, employees who have a specific reason for failing to respond in a timely manner may continue on recall, if mutually agreed between Management and the Union.
