LAYOFF AND RE-EMPLOYMENT. 22.01 Layoff is defined as an indefinite separation from employment as a result of lack of work, with the intention of being returned at some future date.
22.02 The Employer shall provide written notice to Employees who are to be laid off:
(a) twenty (20) work days for Employees having permanent status, or
(b) seven (7) work days for Employees having part-time status, or
(c) five (5) work days for Employees having temporary status
(d) before the layoff is to be effective.
22.03 If the Employee who is to be laid off has not had the opportunity to work the entire period of notice, he shall be paid in lieu of work at the Employee's regular rate of pay for that part of the notice period during which work was not made available, except in the event of an unexpected staff reduction necessitated by breakdown, malfunction or damage of the Employer's physical plant, equipment or machinery or by the non delivery of supplies through causes beyond the control of the Employer and requiring closure of all or part of the Employer's operations.
(a) In the event of a layoff, Employees in the same job classification within a single Division/Branch and location shall be laid off in the reverse order of seniority and placed on a re-employment list.
(b) Notwithstanding Clause 22.04(a), a permanent Employee shall not be laid off while non-permanent Employees remain in other employment categories in the same classification within a single Division/Branch and work location, provided that the permanent Employee is qualified and able to perform the available work. If the services of the permanent Employee are not required on a full-time basis for an indefinite period, the permanent Employee may choose either temporary layoff provisions or to accept the reduced hours at the appropriate hourly salary, provided that he is qualified and able to perform the available work.
22.05 Employees shall be recalled to the same job classification in their order of seniority, provided they are qualified and able to perform the available work.
22.06 If a permanent Employee has not been recalled within six (6) months from the date of layoff, he shall be entitled to the severance pay pursuant to Article 20, Severance Pay.
22.07 An Employee who is laid off shall be responsible for providing the Employer with his current address for recall purposes. No new Employees shall be hired until those laid off have been given an opportunity for re-employment.
LAYOFF AND RE-EMPLOYMENT. In the reduction of forces in a classification, the last employee hired shall be the first employee laid off, and in rehiring, the last employee laid off shall be the first employee rehired until the list of former employees is exhausted; provided that the employee retained or rehired is capable, in the opinion of AMP to perform the work required. Service with AMP shall be terminated by discharge, resignation, or twelve (12) consecutive months of unemployment with AMP. An employee who is laid off shall not accrue or be eligible for any benefits, including but not limited to vacation, sick leave, holidays, medical, dental, life insurance, retirement contributions and uniforms. Any employee reemployed after a layoff shall retain all vacation and sick leave accruals that the employee did not receive compensation for at the time of layoff. Seniority shall prevail in any reduction in force in accordance with the following provisions:
(1) The employee with the least seniority within the affected job classification shall be the first to be displaced.
(2) The employee with the greatest seniority with the affected job classification shall be the last to be displaced.
(3) Any displaced employee shall have the right to displace the most junior employee with less seniority in any other classification in which he/she has been successfully employed previously within AMP and for which he/she meets the minimum qualifications, which employees shall also have bumping rights.
LAYOFF AND RE-EMPLOYMENT. An employee may request a voluntary demotion for any reason. Such voluntary demotion shall require the approval of the Department Head to which the employee will report. An employee taking such voluntary demotion may be placed in any salary step of the appropriate salary schedule that does not provide an increase in salary. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of ARTICLE 16 – APPROPRIATE SALARY STEP.
LAYOFF AND RE-EMPLOYMENT. A. The Board agrees to comply with the Education Code, Sections 45308, 45114 and 45298 and other applicable laws with corresponding decisions of courts of appropriate jurisdiction.
B. The employer shall notify the Union in writing five (5) days before delivery of any layoff notice.
C. The District will make every reasonable effort to avoid/minimize a reduction in force by adjusting the workforce through the placement of unit members in available vacancies for which they are qualified.
D. In the event of a reduction in workforce, the following procedures will be implemented:
1. A unit member may bump into any job title previously held.
2. There is no bumping if no prior position has been held in the district.
3. There is no “cherry picking” of positions by those who are bumping. The more senior unit member has the right to bump the least senior person in the same status previously held (e.g., full-time, with benefits).
4. Seniority will play the strongest role, however, specific program needs (such as target language) may influence the offer of a replacement position.
5. If two (2) or more unit members in the eliminated positions held the same job previously, the most senior person (total hours) has the first choice.
6. A unit member may take a layoff in lieu of bumping. A unit member who is laid off has thirty nine (39) month rehire rights. The District will offer jobs in the same class to those who have been laid off. The number of denials is limited to two.
7. BISS only- Seniority in the 27 and 29 ranges will be determined by combining all hours served in both ranges, if applicable.
LAYOFF AND RE-EMPLOYMENT. 30.1 Layoffs shall be made on the basis of seniority within the affected job classification in the Police Department. In rare circumstances where a less senior employee who would otherwise be targeted for layoff possesses unique specialized skills that are not otherwise available within the Police Department, that employee may be exempted from such layoff.
30.1.1 Employees promoted from classifications listed in Appendix “A” to non-bargaining unit classifications may be reassigned to their former classification in the bargaining unit with no loss of seniority in the event they are laid off from their non-bargaining unit classification.
30.1.2 An employee who has been laid off shall be reassigned to any non-management position within the Anaheim Police Department in an equivalent or lower job classification for which he or she meets the minimum requirements and has Anaheim Police Department seniority over other employees in that job classification. If the employee whose position has been abolished does not have Anaheim Police Department seniority over other employees in equivalent or lower classes, the employee may be reassigned by the Chief of Police to any vacant position within the Anaheim Police Department in an equivalent or lower job classification, for which the employee meets the minimum requirements. Employees so reassigned shall be placed in the salary step of the appropriate salary schedule closest to their rate of pay. Employees so reassigned shall be reinstated to their former job classification and salary step status when positions in their former job classification (within their department) become vacant. Such reinstatement shall be on the basis of Anaheim Police Department seniority.
30.1.3 Whenever an employee whose position has been abolished cannot be reassigned to a vacant position within the employee’s department, the employee shall be reassigned by the Anaheim City Manager to any vacant position in any other division or department in his or her job classification or in an equivalent or lower job classification for which he or she meets the minimum qualifications for employment. If an employee is reassigned to a vacant position within the employee’s job classification in any other department, the employee shall retain their rate of pay. If an employee is reassigned to a vacant position in an equivalent or lower job classification in any other department, the employee may be placed in any salary step of the appropriate salary schedule th...
LAYOFF AND RE-EMPLOYMENT. 17.1 Layoff shall occur only for a lack of work or lack of funds as determined by the County Superintendent.
17.2 Layoff shall be affected within a class. The order of layoff shall be determined by length of service within the class, plus higher classes. The employee who has been employed the shortest time in the class, plus higher classes shall be laid off first.
17.2.1 For all employees "Length of Service" is calculated on date of hire.
17.2.2 If two (2) or more employees subject to layoff have equal class seniority, then the determination shall be made by lottery.
LAYOFF AND RE-EMPLOYMENT. An employee may request a voluntary demotion for any reason. Such voluntary demotion shall require the approval of ANAHEIM. An employee taking such voluntary demotion may be placed in any salary step of the appropriate salary schedule that does not provide an increase in salary. He/she shall be given a new anniversary date for purposes of merit pay increases in accordance with provisions of ARTICLE 9 – APPROPRIATE SALARY STEP. An employee taking such voluntary demotion to a classification the employee was promoted from shall be returned to the salary step from which the employee was promoted and shall receive credit for time previously served at that salary step for purposes of determining anniversary date for merit pay increases.
LAYOFF AND RE-EMPLOYMENT. Classified employees shall be subject to layoff for lack of work or lack of funds. Whenever a classified employee is laid off, the order of layoff within the class shall be determined by length of service. The term “
LAYOFF AND RE-EMPLOYMENT. Insofar as the regular operation of the Employer will permit, parental leave may be extended. Parental leave may be divided between the parents of a child.
LAYOFF AND RE-EMPLOYMENT. The rules of seniority for Employees on any Union Leave of absence shall be in accordance with Article 23 of this agreement.
