Layoff and Recall Procedures. SECTION 1. For purposes of this Agreement, "continuous service" shall mean the period of continuous employment in the Fire Department from the most recent date of hire without a break or interruption; provided that any suspension for disciplinary purposes or absences on authorized leave without pay shall not constitute a break or interruption of service so long as it does not exceed 30 calendar days. A list of Fire Fighters arranged in order of continuous service shall be made available for examination at the end of each calendar year. Where two or more Fire Fighters were appointed on the same date, their continuous service standing shall be determined in the order of their rank on the eligibility list from which they were hired.
SECTION 2. The City in its sole discretion shall determine whether layoffs are necessary.
SECTION 3. No later than thirty (30) calendar days prior to the effective date of such a layoff, the City shall provide the Union a statement of the reasons necessitating the layoff. The individuals selected for layoff will be notified fourteen (14) calendar days before the actual layoff. The notice periods referenced by this section may run concurrently.
SECTION 4. In the event that positions with a higher classification than Firefighter are reduced in force, employees in such reduced classifications with the least continuous service in that classification shall be allowed to displace (bump) Fire Fighters in a lower classification. The salary for the Fire Fighter who has exercised bumping rights shall be reduced to the respective salary schedule. Fire Fighters shall be eligible to exercise bumping rights in reverse order of their length of service in the classification. The Fire Fighter exercising bumping rights shall maintain and continue to accrue seniority as though the reduction in force had not occurred.
SECTION 5. Fire Fighters who are laid off shall be placed on a recall list for a period of three
Layoff and Recall Procedures. No certificated employees will be laid off as a result of financial exigency until the Association and the Administration have negotiated the possible reduction or termination of those activities and programs which are supported completely or in part by other than Basic Education Allocation (BEA) funds. The Board of Directors, considering recommendation of the Superintendent, Administrators, and Staff, shall determine by May 15 any reduction in the educational program for Centralia School District No. 401, for the following school year. This determination shall be based upon the financial resources, student needs, and educational goals for the following year. If the Board determines the financial resources will not be adequate to permit the District to maintain its education programs and services substantially at the same level, the Board shall adopt a reduced educational program for the following year. In the event that it is necessary to reduce the number of certificated employees, those certificated employees who will be retained to staff the District's reduced program and those certificated employees who will be laid off, will be identified by using the following procedure.
1. The District will determine, as accurately as possible, the total number of certificated employees known to be leaving the District for reasons of retirement, family transfer, normal resignation, leaves, non-renewal, or other reasons and those vacancies will be considered first in a reduction of certificated employees.
2. Assignment of certificated staff to these categories of employees, who have earned certification after August 31, 1987, will be in compliance with highly qualified teacher certification requirements defined in statute. The following categories are established to ensure the qualifications of personnel assigned to retained positions and to allow for the least disruption of the ongoing program:
a. Elementary teachers will be placed in one category, K-6.
b. Secondary teachers, 7-12, will be placed in a second category.
c. Administrators: Elementary Principals, Middle School Principal, Senior High Principal, Middle School Assistant Principal, Senior High Assistant Principal, Athletic Director and Program Administrator. Reduction in force of administrators shall not be within the consideration of this Agreement with the following exceptions: in the event that a building is closed and its principal assigned to a teacher position, that principal shall be placed upon the...
Layoff and Recall Procedures. Seniority Employees
12.7.1 In the event of layoff, employees shall be laid off in the reverse order of their seniorit y provided the remaining employees have the know ledge, ability and qualifications to do the posit ion/job.
12.7.2 In the event of a layoff employees shall, w here posit ions/jobs are available, be given the opportunity to revert to a vacant posit ion/job, provided employees have the know ledge, ability, and qualifications to do the posit ion/job, and provided such posit ions/jobs are at the same rate of pay. The exercising of this right by the employee shall be f irst w ithin the employee’ s section, next w ithin the employee’ s division, next w ithin the employee’ s branch, next w ithin the employee’ s department, and f inally bargaining unit w ide. In the event no such vacant posit ions/jobs are available at the same rate of pay, the employee shall be given the opportunity to revert to vacant posit ions/jobs at a low er rate of pay in the same sequence as set out above although it is recognized that an employee may choose to exercise his/her rights under Clause 12.7.3 rather than take a vacancy at a low er rate of pay. In both cases, it is recognized that there may be a period of familiarization.
12.7.3 In the event a laid off employee is not placed in accordance w ith 12.7.2 above, the employee shall be given the opportunity to bump, in accordance w ith his/her seniority, employees w hose posit ions /jobs are at the same or a low er rate of pay, provided the laid off employee has the know ledge, ability and qualifications to do the posit ion/job. The exercising of this right by the employee shall be f irst w ithin the employee’ s section, next w ithin the employee’ s division, next w ithin the employee’ s branch, next w ithin the employee’ s department, and f inally bargaining unit w ide. It is recognized that there may be a period of familiarization.
12.7.4 Not w ithst xxxxxx the above, the exercising of seniorit y rights for salaried employees shall be w it hin the salary posit ions and for w age employees w ithin the w age posit ions/jobs.
12.7.5 A posit ion/job shall be equal to or less than another posit ion/job if the maximum rates of pay for the former posit ion/job are equal to or less than those for the latter posit ion/job.
12.7.6 Employees w ho have been displaced as a result of employees exercising their seniority rights as set out in clause 12.7.3 above, may exercise their seniorit y rights in a like manner, and such employ...
Layoff and Recall Procedures. It is understood that in a viable, complex and multifaceted University, it may be necessary to adjust programs and staff through normal attrition. Historically, this adjustment has been accomplished by not renewing term contracts in specific units, departments or Schools/Colleges. This provision and accompanying procedures do not apply to this historic practice. In circumstances other than those stated above it may be necessary because of substantial curtailment or discontinuance of a program or extraordinary financial exigency to make reductions in personnel. No recommendation for program discontinuance or substantial curtailment shall be made to the Board of Governors without prior consultation with the affected unit and appropriate academic councils of the School/College/Division and of the University, each of which shall be given the opportunity to submit written advisory reports and recommendations. In such cases the following language shall apply. The University President, or his/her designee, shall call a meeting between representatives of the Administration and of the Association to discuss potential solutions to problems that may arise because of a need to make such reductions in personnel. In case of impending reductions in a unit which would require the layoff of bargaining-unit members, the President or his/her designee shall appoint a committee according to the following procedures: N members shall be appointed by the President or his/her designee and N members from a slate of nominees furnished by the Academic Senate which shall advise the President or his/her designee on the possible placement of the affected bargaining-unit members in other units within the University. The slate shall contain two (2) names for every person so appointed. There shall also be one (1) Association-appointed nonvoting representative to the committee. If a bargaining-unit member holding tenure or employment security status, a unit, and the President or his/her designee agree that placement in that unit would be facilitated for the bargaining-unit member by a reasonable period of training available at the University or elsewhere, the bargaining-unit member shall be granted a training leave at full pay for a period not to exceed one (1) year. After such training the bargaining-unit member shall be reassigned to that unit. A member of the bargaining unit about to be placed on layoff status shall be given preference in filling other vacant positions in the bargaining ...
Layoff and Recall Procedures. 13 ARTICLE 13 PROMOTIONS. . . . . . . . . 14
Layoff and Recall Procedures. Employees laid off in accordance with Clauses 7.5.2, shall retain recall rights for a period of one (1) year from the date of actual lay-off except in circumstances where there is mutual agreement between the Board, the Association and the employee to reduce the recall period.
Layoff and Recall Procedures. SECTION 12.1 When it becomes necessary to reduce the number of employees in the Bargaining Unit, the following layoff procedures shall be followed:
A. Management shall determine in which classification the layoffs are to occur.
B. Employees in each affected classification with least total continuous seniority shall be laid off first.
C. Management shall give the affected employees five (5) days written notice of their layoff, indicating their right to bump employees in any lower classification within the Bargaining Unit for which they are qualified.
D. The affected employees shall have three (3) days in which to submit their written request to exercise their right to bump into any other position for which they are eligible and qualified. Any employee not submitting such request within three (3) days shall be considered to have accepted the layoff.
E. Any Bargaining Unit employee who is bumped out of his position may exercise the same lay off rights as outlined above.
SECTION 12.2 Prior to laying off any permanent full-time employee, management shall terminate any probationary or temporary employees within the affected classification.
SECTION 12.3 Nothing contained in this layoff procedure shall prohibit any Non- Bargaining Unit employee from exercising rights guaranteed him under the Ohio Revised Code.
SECTION 12.4 Laid off employees shall have recall rights to the position from which they were laid off for one (1) year from the effective date of the layoff.
SECTION 12.5 When management decides to fill a position vacated by lay-off, eligible
Layoff and Recall Procedures. 17.1. An employee may be laid off as a result of demonstrable financial exigency or demonstrable enrollment reduction, or as a result of a modification of curriculum or program instituted through established program review procedures. If financial exigency is asserted as the basis for a layoff, the financial exigency must be demonstrated to be University-wide.
17.2. If the Board decides it is necessary to lay off employees in accordance with Article 17.1, the factors which will be considered in light of the University's program needs, in determining which, if any, employees will be retained, are: length of full-time service at the University, including approved leaves; length of full-time service in the department, including approved leaves; educational qualifications; professional training; and professional experiences. The layoff of employees in the level of organization as determined by the Board to which the layoff applies shall be in the order listed below:
a. Temporary and part-time employees;
b. Full-time employees on probationary appointment, but without tenure;
c. Tenured employees.
17.3. No tenured employee shall be laid off for the purpose of creating a vacancy to be filled by an administrator entering the bargaining unit.
17.4 a. Prior to the effective date of the layoff of any employee, the University and the Board shall review the possibility of:
(1) an assignment with duties in more than one unit;
(2) part-time employment;
(3) transfer to another unit or position pursuant to Article 14;
(4) retraining pursuant to Article 28. The results of these efforts shall be made known to the employee. A laid-off employee who accepts such other bargaining unit employment may, with Board approval, retain accumulated rights or benefits. The employee shall be informed of the locations of University employment postings. Until the effective date of the layoff, the University shall provide access to the University Placement Service for assistance in locating other employment outside the University. Nothing in this article shall be a contravention of Article 21.3 or University policy.
Layoff and Recall Procedures. In instances where the reduction of hours is less than 20% the Board agrees to inform the Union in writing.
Layoff and Recall Procedures. In the event of a reduction in the work force, the most junior employee within the classification shall be the first to be laid off, provided the employees retained within the classification have the qualifications and ability to perform the remaining work. When deemed necessary, the Employer will deliver an appropriate training to assist employees with integration into an alternative classification. An employee who is transferred to a new classification as a result of a layoff shall be paid the rate for the job to which he/she is transferred.
