LAY-OFF AND RECALL PROCESS Sample Clauses

LAY-OFF AND RECALL PROCESS. Section 1: In the event of a reduction of forces, the EMPLOYER will notify the UNION representative and Union xxxxxxx to inform the representative of such action prior to taking any action. Employees not meeting the qualifications of the AbilityOne Program will be first to receive notices regardless of hire date. The EMPLOYER will recall employees meeting the AbilityOne Program eligibility criteria and qualification guidelines first followed by employees meeting Seniority and qualification guidelines.
Sample 1
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LAY-OFF AND RECALL PROCESS. Lay off shall mean the discontinuation or reduction in hours of a position(s) due to lack of work or reduction or discontinuation of a service or services. The discontinuation of services may be due to the elimination of a program or programs or to inadequate funding.
Sample 1

Related to LAY-OFF AND RECALL PROCESS

  • Recall Process A. If employees are to be rehired, the Board shall determine the number of the positions to be filled and the number of employees to be recalled. If rehiring takes place within one year, then the employee shall be rehired within area of certification in inverse order of reduction.

  • Layoff and Recall Procedure (a) When layoff occurs within a department, the employee with the least seniority within the particular classification shall be the first laid off.

  • Layoff and Recall Procedures Seniority Employees

  • LAY-OFF AND RECALL In the event of a proposed layoff of a permanent or long-term nature, the Home will provide the Union with at least eight (8) weeks notice. This notice is not in addition to required notice for individual Employees. In the event of a layoff of a permanent or long-term nature, the Home will provide affected Employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected Employee as follows: - if her service is greater than 9 years - 9 weeks notice - if her service is greater than 10 years - 10 weeks notice - if her service is greater than 11 years - 11 weeks notice - if her service is greater than 12 years - 12 weeks notice

  • Layoff Process Layoff of bargaining unit members is an undesired outcome of an extremely harsh and unforgiving economic reality. Prior to the declaration of retrenchment or a financial exigency, the following process will be employed:

  • Recall Procedure a) Employees shall be recalled in the order of seniority.

  • LAY-OFFS AND RECALL As per Article 15.07 of the Full-time Agreement.

  • LAY-OFFS AND RECALLS In the event of a lay-off, employees within the affected level shall be laid-off in reverse order of their bargaining unit seniority. An employee to be laid-off will be allowed to bump any employee with less seniority who is in an equal or lower level, provided that the senior employee is qualified to fill the position of the displaced employee.

  • Recall Procedures The offer of reemployment shall be made personally or by certified mail, return receipt requested, and the teacher shall be notified that if he/she wishes to accept, he/she must do so in writing within five (5) calendar days of receipt of notice or within ten (10) calendar days of the postmark on the envelope in which the offer is mailed, whichever is shorter. Failure to receive timely acceptance of the offer of reemployment eliminates all reemployment rights of the teacher.

  • Formal Process A. Step 1: If a grievant is not satisfied with the resolution proposed at the informal level, s/he may within fourteen (14) days after the supervisor's response was due file a formal written grievance with his/her manager on a form provided by the County Personnel Office containing a statement describing the grievance, the section of this Agreement allegedly violated, and remedy requested. The manager (or designee) shall, within seven (7) days have a meeting with the grievant and within seven (7) days thereafter give a written answer to the grievant.

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