LAY-OFF & RECALL. Section 1. Whenever it is determined that a layoff is reasonably necessary, the following procedures will apply.
Section 2. All bargaining unit employees in an initial probationary period working in positions affected by the layoff will be assigned to other appropriate positions if available, or, if no other positions are available, shall be laid off prior to displacing any full-time regular employees.
Section 3. Staffing in the event that economic conditions require the layoff of full-time personnel, it is agreed as follows:
a. No layoff shall reduce full-time personnel below three (3) employees working 24/48 schedules.
b. If the City desires to reduce the employee's below three (3), the City must be declared in fiscal emergency by the auditor of state and reopen the contract to negotiate such changes, subject to fact-finding and conciliation if the parties are unable to agree.
Section 4. When it is determined by the Employer that regular full-time employees must be laid off, the employees affected will be laid off within six (6) months and according to lowest seniority and lowest EMS certification level first, provided that the employee(s) retained have the immediate skill and ability to perform the jobs to which they will be assigned. ‘
Section 5. No new bargaining unit employees shall be hired until all employees who have been laid off with recall rights have been given the opportunity to return to work. Laid-off employees will be notified by registered mail at their last known address to return to work within fourteen (14) calendar days of the date of notification. Failure to report within the time limit will remove them from the recall list.
Section 6. Employees will retain their seniority for a period of twenty-four (24) months or the amount of their accrued seniority whichever is shorter and may be reinstated during this period. Employees will be recalled in reverse order of their layoff subject to their skill and ability to perform the job to which they are recalled.
Section 7. Upon layoff, an employee shall be paid for accrued but unused vacation and compensatory time. Such payment shall be included with the employee's last regular paycheck.
LAY-OFF & RECALL. These provisions shall be utilized to protect regular employees, wherever possible, from loss of employment, with the exception of employees who are dismissed for cause.
LAY-OFF & RECALL. Provisions of this Article (and Article 13 - Seniority) based on decisions B232/2002, B274/2002 and B8/2003 of the Labour Relations Board of British Columbia are included for clarity only and are not intended to either expand or restrict the rights provided by those decisions. These provisions shall be utilized to protect regular employees, wherever possible, from loss of employment, with the exception of employees who are dismissed for cause.
LAY-OFF & RECALL. This Article is effective on the implementation date as defined in the Consolidation of Certifications Appendix. These provisions shall be utilized to protect regular employees, wherever possible, from loss of employment, with the exception of employees who are dismissed for cause.
LAY-OFF & RECALL. When a Faculty Member is laid off any unused accumulated sick leave shall be restored provided that the Faculty Member is returned to active service by the University in accordance with Article Five (Staff Reduction).
LAY-OFF & RECALL. Employees with the least seniority assigned to the same classification and the same job description within the same building shall be laid off first. For purposes of this section a variance in time of one-half hour or 10% of daily assigned hours (whichever is less) shall be considered a lay-off.
1. An employee may choose to accept a variance in their current position or to be placed on lay-off status.
2. The most senior employee on lay-off status will be offered an open position within the district at the same classification or lower for which they are qualified, based on the district seniority list.
3. The employee has the right to refuse a position if one of the following apply:
a. a different job classification, b. a variance of more than 10% of the employee’s previously assigned hours c. a loss of benefits.
LAY-OFF & RECALL. Following Clause L25.8 new vacancies shall be posted in accordance with Article L11.00 and subject to Clause L25.6 (i). Redundant teachers who apply for these positions, and who indicate in their application that they have Recall Rights, shall be placed based on seniority, qualifications, and entitlement. Postings for such positions shall highlight that teachers with Recall Rights must indicate this in their applications, and that teachers with Recall Rights will be placed subject to seniority, qualifications and entitlement. Where there are redundant teachers, positions that require FSL qualifications shall not be combined with non-FSL positions, but may be posted concurrently. The President of the Local shall be notified of placements as they occur. Teachers who have been declared redundant have rights to re-employment for three (3) school years following the school year in which they are declared redundant, and shall retain the following rights:
(i) the right to be recalled on the basis of seniority and to be placed in a position for which the teacher is qualified or can become qualified before the teacher is required to assume the position as per Clauses L11.4, L25.6 (e), L25.10, L25.13.
(ii) the right to retain their position on the seniority list as if there had been no interruption in service
(iii) the right to retain sick leave credits held at the time they were declared redundant
LAY-OFF & RECALL. A. Lay-off
1. Whenever the Board deems it is necessary to reduce the work force because of lack of work or funds or whenever it is advisable in the interest of economy of efficiency to reduce the working force, the Board shall lay off employees in the following order.
a. Newly hired employees, within the bargaining unit classification affected by the lay-off, who have not completed their initial probationary period;
b. Permanent employees (full or part-time) within the bargaining unit classification effected by the lay-off shall be laid-off in the basis of uninterrupted Board seniority (least to most). In the event of equal Board seniority between two members, the decision shall be made by a toss of a coin.
c. All layoffs shall be according to seniority. The least senior employee by classification seniority shall be laid off first. The employee slated for layoff may bump the least senior employee in the same classification at the other route assignment location provided the employee slated for layoff has more seniority. Otherwise, the employee slated for layoff may bump the least senior employee in the next lower classification(s) at either route assignment location provided the employee slated for layoff has more seniority.
d. Employees will be notified by the Board no less than thirty (30) days prior to the effective date of any layoff.
2. No scheduled absence of more than thirty (30) days shall be filled by substitute employees while any permanent full-time or permanent part-time employee has been laid off and remains on the recall list.
LAY-OFF & RECALL. A. The Board of Education shall notify a teacher of his/her impending layoff no later than thirty (30) days prior to such layoff.
B. Determination of cut date on seniority list of staff will be established each spring with consultation with the Union prior to preferencing and committing staff to building assignments. Only those teachers above this date will be allowed to make preference with the exception of teachers working in areas of certification in which a mutual determination has been made where people below this date must be employed.
1. In determining which teachers are to be laid off (and/or recalled), the Administration will use the master seniority list. For purpose of recall, teachers who have agreed to involuntary transfers shall be transferred up to the opening day of school.
LAY-OFF & RECALL. (Job / Position / Classification interchangeable)
