Involuntary Separation of a Permanent Employee Sample Clauses

Involuntary Separation of a Permanent Employee. If the necessary reductions in staffing have not been achieved following the release of casual, temporary, and probationary Employees, as well as the granting of voluntary separation requests from eligible Employees, the Employer will then implement an involuntary separation program for all eligible permanent Employees in the affected work unit. When the position of a permanent Employee is to be abolished, the Employer shall provide the Employee written notice of eleven (11) weeks in advance of the date of position abolishment. During the period of notice of position abolishment, the Employer will allow the affected Employee a reasonable amount of time off with pay to be interviewed by prospective Employers. All Employees of the affected work unit shall be notified of the number of positions to be abolished. The positions of similar Employees in the affected department or program shall be abolished in reverse order of seniority where the qualifications, experience, and ability of the similar Employees are equal. Subject to Employee qualifications, prior to the end of the notice period, and in order of seniority the Employer shall:
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Involuntary Separation of a Permanent Employee. If the necessary reductions in staffing have not been achieved following the release of casual, temporary, and probationary Employees, as well as the granting of voluntary separation requests from eligible Employees, the Employer will then implement an involuntary separation program for all eligible permanent Employees in the affected work unit. AMD When the position of a permanent Employee is to be abolished, the Employer shall provide the Employee written notice of eleven (11) twelve (12) weeks in advance of the date of position abolishment. During the period of notice of position abolishment, the Employer will allow the affected Employee a reasonable amount of time off with pay to be interviewed by prospective Employers. All Employees of the affected work unit shall be notified of the number of positions to be abolished. The positions of similar Employees in the affected department or program shall be abolished in reverse order of seniority where the qualifications, experience, and ability of the similar Employees are equal. Subject to Employee qualifications, prior to the end of the notice period, and in order of seniority the Employer shall: AMD (a) offer affected Employees any vacant permanent positions at the same classification and pay level within the bargaining unit. Such Employees who accept the offer shall have no further rights with respect to Article 21 24 as it relates to his former position, or; AMD (b) offer affected Employees any vacant permanent positions at a lower classification and pay level at the rate of pay established for the lower level position within the bargaining unit. Such Employees who accept the offer shall have no further rights with respect to Article 21 24 as it relates to his former position, and the salary of such an Employee shall be maintained over range for the duration of the remaining, eligible notice and severance period. At the end of this period the salary will be set at the rate of pay established for the lower level position, or; AMD (c) offer affected Employees any vacant temporary positions at the same classification and pay level within the bargaining unit. Such Employees who accept the offer shall be eligible for the severance provisions of Article 21.12 24.12 at the expiration of the temporary position, or; AMD (d) offer affected Employees any vacant temporary positions at a lower classification and pay level at the rate of pay established for the lower level position within the bargaining unit. Such Em...
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Related to Involuntary Separation of a Permanent Employee

  • Re-employment After Voluntary Termination or Dismissal for Cause Where an employee voluntarily leaves the Employer's service, or is dismissed for cause and is later re-engaged, seniority and all perquisites shall date only from the time of re-employment, according to regulations applying to new employees.

  • Permanent Employee Definition: An employee who has completed a probationary period or a permanent employee who is serving a probationary period in the same or a different class. Permanent employees shall be laid off according to the layoff ratings, lowest ratings first. The order of layoff within categories 1, 2, and 3, and for permanent employees with equal layoff ratings, shall be at the appointing authority's discretion. Employees on leave shall be laid off or demoted in lieu of layoff as if they were active employees.

  • Employee Termination A) Regular employees other than those serving a probationary period, shall give twenty-eight (28) calendar days written notice of termination to a representative designated by the Employer with the authority to accept such written notice.

  • Re-employment After Retirement Employees who have reached retirement age as prescribed under the Pension (Municipal) Act and continue in the Employer's service, or are re-engaged within three (3) calendar months of retirement, shall continue at their former increment step in the pay rate structure of the classification in which they are employed, and the employee's previous anniversary date shall be maintained. All perquisites earned up to the date of retirement shall be continued or reinstated.

  • Retroactive Pay for Terminated Employees An employee who has retired or severed his/her employment between the termination date of this Agreement and the effective date of the new Agreement shall receive the full retroactivity of any increase in wages, salaries or other benefits.

  • 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.

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