Layoff Sample Clauses

Layoff. 13.1 Layoffs affecting permanent Employees shall be determined based on bargaining unit seniority provided Employees have the qualifications to perform the work remaining. 13.1.1 The City shall notify the Employee thirty (30) days prior to the effective date of layoff. If the Employee has not had the opportunity to work the notice period, he shall be paid for the day(s) for which work was not made available. The affected Employee shall, within fourteen (14) days of being provided with layoff notice, choose to displace another Employee provided he has the qualifications to perform the work, OR move to a vacant permanent position with a classified rate of pay that is equal to or less than the Employee’s classified rate of pay provided he has the qualifications to perform the work, OR choose to take a layoff. 13.1.2 The first displaced Employee may displace another Employee provided he has the qualifications to perform the work. The Employee shall advise the City which position he is claiming within (7) days of being notified that he is being displaced. 13.1.3 The second displaced Employee may displace another Employee provided he has the qualifications to perform the work. The Employee shall advise the City which position he is claiming within seven (7) days of being notified that he is being displaced. 13.1.4 Any subsequent displaced Employee may displace another Employee provided he has the qualifications to perform the work. The Employee shall advise the City which position he is claiming immediately. 13.2 When layoffs affect temporary Employees only, seniority in the department shall be the determining factor where the Employee has the necessary qualifications to perform the work remaining. 13.2.1 Temporary Employees working more than thirty (30) days in a relief assignment or temporary position shall receive five (5) working days notice of the proposed layoff and a record of employment slip shall be issued as soon as possible after the date of layoff. 13.2.2 A temporary Employee, who wishes to request an earlier layoff than was planned, shall apply to the City for a Leave of Absence at least fifteen (15) days prior to his requested layoff date. Requests shall be considered in the order that they are received. If the leave of absence is not approved and the Employee still requires the early layoff, he shall have deemed to have resigned and shall lose all previously accumulated seniority. 13.3 In order that operations of the Union shall not become disorga...

Layoff. A layoff of an employee shall be deemed to occur when an employee is removed from the work schedule for one (1) week or more due to lack of work.

Layoff. Employees will be given 2 weeks notice prior to reduction/layoff or will be paid wages through this two-week period. The union will also be supplied with 2 weeks notice of impending reduction/layoff. In reduction/layoff in any classification, probationary employees shall be laid off first. In cases where further reduction/layoffs are necessary the employee(s) with the least department seniority in the classification to be reduced/laid off shall be the one to be reduced/laid off. For reduction/layoff purposes apprentices of a given classification shall be considered as a single classification. For reduction/layoff purposes a Journeyman’s seniority shall include all time served as an apprentice and all journeyman classification of that department. An employee so reduced/laid off may within 5 days after notice of reduction/layoff exercise his department seniority in any journeyman classification in that department, provided his qualifications for that particular job are sufficient at the date of the reduction/layoff. Should the employee not be able to bump into a journeyman position within his department, he shall be able to exercise his service area seniority in any classification/department, provided his qualifications for that particular job are sufficient at the date of the reduction/layoff. However, an employee will not be allowed to exercise his service area seniority in the department/classification from which he is being reduced/laid off, unless he is forced to exercise his service area seniority in order to retain his employment with the company. Such employee while continuing to retain and accumulate his service area seniority shall be entitled to accumulate department seniority in the department to which transferred only from the date of transfer. Note: Before an employee may exercise his/her service area seniority in another department he/she must have exhausted his/her department seniority in journeyman classifications from which the reduction/lay off/bump occurs.

Layoff. Reduction of hours to an ineligible status;

Layoff. If there are changes of duties in the organization, lack of work, or lack of funds, the City Manager may lay off employees. All temporary and seasonal positions shall be laid off prior to the layoff of any regular status bargaining unit employees, so long as the temporary work falls within the usual and customary duties of the bargaining unit employee. An employee shall be given notice of a layoff with as much notice as reasonably possible, but no less than fourteen (14) calendar days before the effective date. Notice of the layoff will be given to the Local Union President, or designee, and to the employee. Employees shall be laid off in a division in the inverse order of their bargaining unit seniority within the job description affected by the layoff. The City Manager shall first make every reasonable effort to integrate those employees into another position by transfer or consider alternatives to layoff by the Union. Within individual division, a bargaining unit employee scheduled for layoff may bump the least senior employee at the same or lower salary range occupying a position the employee previously held in the employee’s present department. An employee wishing to bump must exercise his or her right within five (5) calendar days from the date he or she receives his or her layoff notice. To bump to the position, the employee must have completed probation in the position they are bumping to. A bump will only be allowed if the employee is still able to perform the essential functions of the job and has all the qualifications presented in the job description. In the event an employee does not currently have the relevant certification/license, the employee is still eligible to exercise this bumping right provided the pertinent certification/license is and can be obtained within six (6) months. An employee who bumps another employee must complete probation in the position. Failure to make probation within six (6) months will result in the employee’s termination. In an effort to minimize the disruption to the workforce, an employee that is bumped will not have a right to bump and will be laid off. When layoffs occur in a part-time position, part-time seniority cannot be applied to the same full- time position in the department. This means a part-time employee cannot bump a full-time employee under any circumstances.

Layoff. 15.1.1 Bargaining unit employees shall be subject to layoff for lack of work and/or lack of funds. Whenever a bargaining unit employee is laid off, the order of layoff within the classification shall be determined by seniority. Seniority shall be defined as the length of service which a permanent classified employee has served in a classification plus higher classes. Length of service for purposes of this article shall begin on the employee’s first day of paid status in a classification. The following shall be subtracted from length of service: (a) Any break in service. The time period that a less than 12 month employee is not scheduled to work does not constitute a break in service. (b) Any leave set forth in Section 7.9. (c) Any unpaid personal leave of absence under Section 7.10, except that any unpaid period that is less than a work day shall not be subtracted. (d) Any leave set forth in Section 7.11. (e) Any unpaid suspension. Any seniority list approved by the Personnel Commission prior to the approval of this Agreement shall not be recalculated based on the above provisions. The changes made in this Agreement shall apply to all updates approved by the Personnel Commission after the date of this Agreement. 15.1.2 The unit employee with the shortest length of service in the classification plus higher classes shall be laid off first. 15.1.3 Whenever it becomes necessary to implement a layoff, employees shall be laid off in reverse order of seniority within the affected classification. 15.1.4 A bargaining unit employee laid off from her/his present classification may, in order to avoid layoff, bump into an equal or the next lowest classification in which the employee has actually served based on the employee’s seniority. In order to bump another employee in an equal or lower classification, the employee must have greater seniority than the person to be bumped. The employee with the least seniority in the classification in which an employee is bumping into shall be bumped first. 15.1.5 Transfer in lieu of lay off shall be done in accordance with Merit Rule 9.5.4.

Layoff. The involuntary termination from a class of a permanent or probationary employee without fault on the part of the employee, because of lack of work, lack of funds, or in the interest of economy.

Layoff. An Appointing Authority may lay off an employee by reason of abolition of the position, shortage of work or funds, or other reasons outside the employee's control which do not reflect discredit on the service of the employee. Any reduction in hours of a less than full-time employee, except for intermittents, which would place the employee outside the bargaining unit shall constitute a layoff and shall be implemented in accord with the provisions of this Article.

Layoff. An Employee(s) may be laid off because of technological change, shortage of work or funds, or because of the discontinuance of work or the reorganization of work.

Layoff. A layoff shall be defined as a cessation of employment or the elimination of a job resulting from a reduction of the amount of work required to be done by the Employer. A reduction of hours shall not be considered to be a layoff. In the event of a layoff, employees shall be laid off in reverse order of seniority.