LAYOFF AND RE-EMPLOYMENT. A. Layoff shall be defined, for the purpose of this Article, as a termination of a permanent full-time or permanent part-time employee resulting from the elimination of the employee’s position by the Town or being displaced by an employee whose position was eliminated. The Town shall notify the Association of any intended layoffs as soon as possible prior to notification to any affected employees. An employee subject to layoff, shall receive written notice of such layoff no less than thirty (30) days prior to the effective date of such layoff. A copy of such notice shall be sent to the Association. The Department of Human Resources shall provide a copy of the relevant seniority list to the Association at the time the notice of layoff is issued to the Association. The Association may make reasonable requests, in writing, for a position’s seniority list from the Department of Human Resources, and the Department of Human Resources shall provide a copy of the requested seniority list within ten (10) business days of its receipt of the request. For the purposes of this Article, a permanent part time employee shall be deemed subject to a layoff if such employee’s regularly scheduled hours are reduced to an extent causing the employee to become an unrepresented part-time employee and therefore no longer covered by the terms of the collective bargaining agreement. In the event the Town eliminates a full time position, full time temporary followed by full time probationary employees in the affected title in that department shall be laid off prior to any permanent full time employee occupying such title in that department. In the event it becomes necessary to lay off a permanent full time employee, such layoff shall be affected in reverse order of Town-wide seniority of the permanent full time employees in the affected title in that department. A permanent full time twelve-month employee who is laid off may elect to displace in Town government, the least senior full-time employee in that title in the following order: (i) twelve-month employee in that title, (ii) eleven-month employee in that title, (iii) ten-month employee in that title, (iv) part time twelve- month employee in that title, (v) part-time eleven-month employee in that title, or
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:
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.
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.
LAYOFF AND RE-EMPLOYMENT. 27.3 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. The employee 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. 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.
LAYOFF AND RE-EMPLOYMENT. 24.1 Layoff for lack of work or lack of funds shall be on the basis of an evaluation of qualifications, and seniority within the affected job classification and the Fire Department.
LAYOFF AND RE-EMPLOYMENT. 33.3 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. 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. (d) The rules of seniority for Employees on any Union Leave of absence shall be in accordance with Article 23 of this agreement.
