Involuntary Layoff Clause Samples

Involuntary Layoff. If the Hospital cannot achieve the reductions through voluntary layoffs, the Hospital will select the least senior employees in each affected department, classification and shift for layoff until the Hospital has achieved the necessary reductions. An employee selected for layoff will have three (3) calendar days from receipt of notification to accept one of the following options by providing written notice to the Hospital’s Chief Executive Officer or designee: (a) Accept the involuntary layoff according to the terms of the current reduction in force; (b) Elect to fill any vacant posted positions for which the Hospital determines he/she is immediately qualified to perform all of the duties of the new position without training or re-training; (c) If there are no such vacant positions or hours or if a laid off employee does not elect to take such vacant position or hours or if the Hospital determines that the employee is not qualified for such vacant position or hours, the employee may choose to displace: i. less senior employee in his/her department, provided that the Bumping employee is presently qualified to fill the position, including having current certifications, registrations, or licenses as may be required; or ii. the least senior employee in any other department covered by this agreement if the bumping employee has previously been a regular employee in that department within the prior two (2) years, and is presently qualified to fill the position, including having current certifications, registration, or licensure as may be required; iii. All employees who choose to bump another less senior employee must accept the complete hours and work schedule of the bumped employee. In no event, shall there be more than two bumps for each employee who receives a notice of intention to layoff. The layoff notice shall include contact information for the Hospital representative.
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Involuntary Layoff. In the event the work force must be reduced, administration shall strive to give thirty (30) calendar days notice, and in any event, ten (10) work days notice.
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Involuntary Layoff. A teacher, who is involuntarily laid off because his/her position has been eliminated, may be granted a leave of absence upon request. Leave granted under this provision may be renewable annually to a maximum of two years.
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Involuntary Layoff. Employees who have been given involuntary layoffs will be considered to have been continuously employed if they accept employment to the first available position, provided that any absence of twelve (12) consecutive months will not be counted towards any years of service for vacation entitlement.
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Involuntary Layoff. If the Hospital cannot achieve the reductions through voluntary layoffs, the Hospital will select the least senior employees in each affected Hospital, department, classification and shift for layoff until the Hospital has achieved the necessary reductions. Agency personnel, travelers and probationary employees within the affected department or work unit on a shift will be released prior to laying off regular employees. Open (vacant) positions within the classification affected by a layoff will not be filled during the period beginning with the notice of layoff to the date of layoff. An employee selected for layoff will have five (5) calendar days from documented employee’s receipt of notification to accept one of the following options by providing written notice to the Hospital’s Chief Executive Officer or designee: (A) Accept the involuntary layoff according to the terms of the current reduction in force. (B) Elect to fill any vacant posted positions in accordance with Section
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Involuntary Layoff. If there are insufficient volunteers, involuntary layoffs may be implemented in the following manner:
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Involuntary Layoff. If there are an insufficient number of volunteers, the Company will then lay off employees on an involuntary basis, based upon seniority, as defined above and on evaluation of ability and qualification. Where the employees’ ability and qualification to perform the available work is relatively equal, employees with lesser seniority will be laid off first. Employees who are involuntarily laid off by the Company shall have the right to displace the least senior employee in another Department, provided that the employee who seeks to displace has greater seniority, as defined above, than the employee he/she seeks to displace as well as the ability and qualification to perform the work available. The Company will continue at the time of layoff to validate employee contact information and advise employees to notify the Company of changes to contact information.
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Involuntary Layoff 
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Related to Involuntary Layoff

  • Voluntary Layoff Appointing authorities will allow an employee in the same job classification and department where layoffs will occur to volunteer to be laid off provided that the employee is in a position requiring the same skills and abilities, as a position subject to layoff. Any volunteer for layoff shall have no formal layoff option. If the appointing authority accepts the employee’s voluntary request for layoff, the employee will submit a non-revocable letter stating they are accepting a voluntary layoff from the University. The employee will be placed on all applicable rehire lists.

  • Involuntary Demotion An employee assigned to a lower rated position shall continue to be paid at the employee's current rate of pay until the rate of pay in the new position equals or exceeds it.

  • Involuntary The employee may be demoted as a result of disciplinary actions or in lieu of layoff.

  • Involuntary Reassignment a. Involuntary reassignment shall mean a District-initiated reassignment from one school or site to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license. b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin. c. The involuntary reassignment of an SSP Employee should be used to best meet the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment. d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, a similar position arises at the SSP Employee’s previous school or site, the employee will be given an opportunity to return if they desire. h. Once notified of the need for involuntary reassignments by the appropriate District department leader, or designee, the affected SSP Employee will still have the opportunity to pursue voluntary reassignment.

  • Involuntary Termination “Involuntary Termination” shall mean (i) without the Employee’s express written consent, the significant reduction of the Employee’s duties or responsibilities relative to the Employee’s duties or responsibilities in effect immediately prior to such reduction; provided, however, that a reduction in duties or responsibilities solely by virtue of the Company being acquired and made part of a larger entity (as, for example, when the Chief Financial Officer of Company remains as such following a Change of Control and is not made the Chief Financial Officer of the acquiring corporation) shall not constitute an “Involuntary Termination”; (ii) without the Employee’s express written consent, a substantial reduction, without good business reasons, of the facilities and perquisites (including office space and location) available to the Employee immediately prior to such reduction; (iii) without the Employee’s express written consent, a material reduction by the Company in the Base Compensation or Target Incentive of the Employee as in effect immediately prior to such reduction, or the ineligibility of the Employee to continue to participate in any long-term incentive plan of the Company; (iv) a material reduction by the Company in the kind or level of employee benefits to which the Employee is entitled immediately prior to such reduction with the result that the Employee’s overall benefits package is significantly reduced; (v) the relocation of the Employee to a facility or a location more than 50 miles from the Employee’s then present location, without the Employee’s express written consent; (vi) any purported termination of the Employee by the Company which is not effected for death or Disability or for Cause; or (vii) the failure of the Company to obtain the assumption of this agreement by any successors contemplated in Section 10 below.