LAYOFF AND RECALL OF REGULAR EMPLOYEES Sample Clauses

LAYOFF AND RECALL OF REGULAR EMPLOYEES. For the purposes of the Child Care Centre, references in Article 17 to Pay Bands for placement or displacement are understood to refer to positions at the same approximate annual salary.
Sample 1Sample 2Sample 3See All (13)
AutoNDA by SimpleDocs
LAYOFF AND RECALL OF REGULAR EMPLOYEES. Layoff means an involuntary loss of employment that affects regular employees as a result of decreased or insufficient enrollment, of elimination of or reduction of programs/courses/ activities, or shortage of funds. Where such event(s) occur, the College Board may consider it necessary to reduce the number of regular employees through layoff, then the following procedures shall apply.
Sample 1Sample 2Sample 3See All (5)
LAYOFF AND RECALL OF REGULAR EMPLOYEES. Section A - Layoff
Sample 1Sample 2Sample 3See All (5)
LAYOFF AND RECALL OF REGULAR EMPLOYEES. 17.01 A layoff of a regular employee is defined as a separation from employment as a result of the elimination of the employee’s position, or a reduction in the working hours of the employee’s position.
Sample 1Sample 2Sample 3See All (4)
LAYOFF AND RECALL OF REGULAR EMPLOYEES. The employee shall remain at their current salary until the salary in the new classification attains that level, after which the employee will be entitled to regular salary increases, if any.
Sample 1Sample 2Sample 3See All (4)
LAYOFF AND RECALL OF REGULAR EMPLOYEES. (2) When necessary to reduce staff due to technological change, it will be done as provided for in Article 13—Layoff and Recall of Regular Employees or Article 31—Auxiliary Employees, as appropriate.
Sample 1Sample 2Sample 3
LAYOFF AND RECALL OF REGULAR EMPLOYEES. 24 13.01 Principles 24 13.02 Changing Status 24 13.03 Redundant Positions 25 13.04 Pre Layoff 25 13.05 Identification of a Supernumerary Employee 25 13.06 Identification of Employee to Receive Notice of Layoff 26 13.07 Notice of Layoff and Employee Options Upon Receipt of Notice 26 13.08 Severance Pay 27 13.09 Orientation Period 27 13.10 Joint Committee 27 13.11 Savings Clause 28 13.12 Copies of Correspondence 28 ARTICLE 14 - HOURS OF WORK 28 14.01 Hours of Work 28 14.02 Work Day 29 14.03 Meal Breaks 29 14.04 Rest Periods 29 14.05 Consecutive Days Off 29 14.06 Attendance Security 29 14.07 Compensation - Escort Duty 30 14.08 Health and Convenience 30 14.09 Meal Allowance 30
Sample 1Sample 2
AutoNDA by SimpleDocs
LAYOFF AND RECALL OF REGULAR EMPLOYEES. 30 13.01 Principles. 30 *13.02 Jurisdictional Units and Seniority Blocks 31 13.03 Redundant Positions 32 13.04 Pre Layoff 32 13.05 Identification of a Supernumerary Employee. 33 13.06 Transfer Within Geographic Location 34 13.07 Identification of Employee to Receive Notice of Layoff 34 13.08 Notice of Layoff and Employee Options Upon Receipt of Notice 34 *13.09 Severance Pay 37 13.10 Pay-Out of Sick Leave 37 13.11 Orientation Period 37 13.12 Relocation Expenses 37 13.13 Joint Committee 38 13.14 Savings Clause 38 13.15 Copies of Correspondence 38 ARTICLE 14 - HOURS OF WORK 38 14.01 Hours of Work 38 14.02 Work Day 39 14.03 Meal Breaks 39 14.04 Rest Periods. 39 14.05 Consecutive Days Off 40 14.06 Attendance Security 40 ARTICLE 15 - SHIFT AND ROTATION 40 15.01 Shift Designation 40 15.02 Shift System 40 *15.03 Shift Differential 40 15.04 Hours and Overtime Rates 41 15.05 Changes in Schedules 41 ARTICLE 16 - OVERTIME 41 16.01 Definitions 41 16.02 Authorization and Application of Overtime 41 16.03 Overtime Entitlement 42 16.04 Recording of Overtime 42 16.05 Sharing of Overtime 43 16.06 Overtime On Designated Paid Holidays 43
Sample 1
LAYOFF AND RECALL OF REGULAR EMPLOYEES. (e) The notice of postings shall contain the following information: nature of position, qualifications, skills, whether shift work is involved, wage or salary rate or range, and where applicable, specific location. Such qualifications may not be established in an arbitrary or discriminatory manner.
Sample 1

Related to LAYOFF AND RECALL OF REGULAR EMPLOYEES

  • Layoff and Recall (a) A layoff of employees shall be made on the basis of seniority, based on an integrated seniority list of all hours paid since date of last hire. It is understood and agreed that through the bumping procedure the first to be laid off are probationary employees followed by those who work casual part-time shifts. No agency or new hires will be used when there is an employee on layoff provided that the employees on layoff will meet the staffing requirements of the Home. An employee will not be laid off out of seniority order if her lack of qualification for a junior employee’s shift can be remedied by a three (3) day orientation to that shift. An employee will not be denied recall to a shift if her lack of qualification for the recall opportunity can be remedied by a three (3) day orientation to that shift.

  • 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

  • Regular Employees A regular employee is an employee who has either served the required probationary term or has previously been employed in one of the other categories and has satisfactorily met the job requirements. The employee occupies a position that is considered part of the ongoing organization of OPG.

  • Displaced Employees In the event of a reduction in the work force, regular employees shall be laid-off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid-off. An employee who is qualified and yet unwilling to do the work shall be laid-off.

  • LAYOFFS AND RECALL 9 (1) Layoffs shall be made within classification on a county wide basis in the inverse 10 order of total county seniority. Employees on emergency or temporary 11 appointment in the affected classification shall be laid off prior to the layoff of

  • Layoff and Recall Rights Seniority lists and layoff and recall rights for full-time employees shall be separate from seniority lists and layoff and recall rights for part-time employees, subject to Article 11.04 (1) (d), (e) and (g).

  • Layoff and Reemployment A. Application Whenever it is necessary because of a lack of work or funds, or whenever it is advisable in the interest of economy to reduce the number of permanent and/or probationary employees (hereinafter known as "employees") in any State agency, the State may lay off employees pursuant to this Section.

  • Layoff Recall Section 1. Bargaining unit employees shall be laid off and recalled on the basis of available work within each job classification. Layoffs shall be in reverse order of seniority and recalls shall be in order of seniority; provided however, that in order to avoid layoff and in order to be subject to recall, the most senior employee within the affected classification must be qualified, in the judgment of the University, to perform all available work. Any gross abuse of the University's discretion to judge qualifications shall be subject to the grievance procedure. Any employee who would otherwise be laid off may bump (i.e., replace) the least senior employee in another bargaining unit job classification if they previously held such job with the University and remain qualified, in the judgment of the University, to perform all work available in the job into which they are bumping. An employee who elects not to bump shall not lose their right to recall to the employee’s regular job, but shall lose their bumping rights for the duration of the layoff. When it becomes necessary to lay off an employee, such employee shall, if possible, be notified at least ten (10) work days before the layoff occurs; provided, however, such notice shall not be required with respect to temporary layoffs or lack of work occasioned by breakdown of machinery, floods, fires, utility failures, Acts of God, or other causes beyond the University's control. When an employee is to be recalled from layoff, the University shall notify the employee by telephone (confirmed by certified or hand delivered letter, copy to Chief Xxxxxxx) specifying the time to report back to work, which notice shall, if possible, not be less than five (5) work days prior to the reporting time. In order to be eligible for recall, any employee who is laid off must keep the University currently advised in writing of their current whereabouts, address and telephone number, and any temporary changes thereof. The employee shall, within twenty-four (24) hours after receiving notice of recall, notify the University if for any reason the employee cannot report for work at the specified time. In the event an employee is unable to return to work due to illness or injury certified by a physician, the employee shall not lose their right to subsequent recall but the University may pass them over in order to fill an available position.

  • DNR Employees An employee of the Department of Natural Resources may meet the basic eligibility requirement for participation in the Group Insurance Program based on a combination of seasonal and temporary project employment. Eligibility commences after completion of three (3) years of continuous service in which the basic eligibility requirements are met; continues until the employee completes a year in which the basic eligibility requirements are not met; and commences again after the employee meets or is anticipated to meet the basic eligibility requirements in one (1) year.

  • Public Employees Retirement System “PERS”) Members. For purposes of this Section 1, “employee” means an employee who is employed by the State on August 28, 2003 and who is eligible to receive benefits under ORS Chapter 238 for service with the State pursuant to Section 2 of Chapter 733, Oregon Laws 2003.

Time is Money Join Law Insider Premium to draft better contracts faster.