Layoff and Reduction in Force Sample Clauses

Layoff and Reduction in Force. 1. Definition. The term “layoff” as used herein refers to the separation of non-protected, non-preference xxx- gible employees in the regular work force because of lack of work or other legitimate, non-disciplinary reasons. The term “reduction in force” as used herein refers to the separation or reduction in the grade of a non-protected veterans’ preference eligible in the regular work force because of lack of work or other legitimate non-disciplinary reasons.
Sample 1Sample 2Sample 3See All (20)
AutoNDA by SimpleDocs
Layoff and Reduction in Force. A Definition The term "layoff" as used herein refers to the separation of non- protected, non-preference eligible employees in the regular work force because of lack of work or other legitimate, nondiscipli- nary reasons. The term "reduction in force" as used herein re- fers to the separation or reduction in the grade of a non- protected veterans preference eligible in the regular work force because of lack of work or other legitimate non-disciplinary rea- sons. B Order of Layoff If an excess of employees exists at an installation after satisfac- tion of the preconditions set forth in Section 6.3 above, the Em- ployer may lay off employees within their respective seniority units in inverse order of seniority as defined in the Agreement. C Seniority Units for Purposes of Layoff Seniority units within the categories of full-time regular, part- time regular, and part-time flexible, will consist of all non- protected persons at a given level within an established craft at an installation unless the parties agree otherwise. It is the intent to provide the broadest possible unit consistent with the equities of senior non-protected employees and with the efficient opera- tion of the installation. D Union Representation Chief stewards and union stewards whose responsibilities bear a direct relationship to the effective and efficient representation of bargaining unit employees shall be placed at the top of the sen- iority unit roster in the order of their relative craft seniority for the purposes of layoff, reduction in force, and recall. E Reduction in Force If an excess of employees exists at an installation after satisfac- tion of the preconditions set forth in Section 6.3 above and after the layoff procedure has been applied, the Employer may im- plement a reduction in force as defined above. Such reduction will be conducted in accordance with statutory and regulatory requirements that prevail at the time the force reduction is ef- fected. Should applicable law and regulations require that other non-protected, non-preference eligible employees from other seniority units be laid off prior to reduction in force, such em- ployees will be laid off in inverse order of their craft seniority in the seniority unit. In determining competitive levels and competitive areas appli- cable in a force reduction, the Employer will submit its proposal to the Union at least 30 days prior to the reduction. The Union will be afforded a full opportunity to make suggested revisions i...
Sample 1Sample 2Sample 3See All (12)
Layoff and Reduction in Force. The purpose of the layoff procedure is to create job vacancies for senior employees displaced from their lines of sequence or departments as a result of a reduction in force. This Article 7.10 need not be applied in case of temporary fluctuations in operations of less than one week.
Sample 1Sample 2Sample 3See All (8)
Layoff and Reduction in Force. Section 10.1. Bargaining unit employees may be laid off only for lack of work or lack of funds. Said layoff shall take effect only after being given seven (7) days prior written notice. Section 10.2. In the event of a layoff situation, bargaining unit employees will be laid off in accordance with their seniority within rank (last hired, first laid off). Section 10.3. A bargaining unit employee who is laid off shall be subject to recall for a period of three (3) years provided he/she is qualified to perform the job. Section 10.4. A recall from layoff will be based upon seniority (last laid off, first recalled) within rank. Section 10.5. Before any bargaining unit employee may be laid off, all part-time employees and full-time civilian employees performing work by bargaining unit employees will be first laid off. Section 10.6. In the event of a reduction of force from the ranks of Sergeant and/or Captain, an affected employee may be returned to Patrolman status if the officer has sufficient departmental seniority.
Sample 1Sample 2
Layoff and Reduction in Force. If, during the term of this agreement it is found to be necessary to lay off employees the Company and the Local Union will agree on the process to be used prior to any lay off taking effect. No employee will be laid off if there is a junior employee on a job which the senior employee is capable of doing given reasonable training.
Sample 1
Layoff and Reduction in Force 
Sample 1Sample 2Sample 3See All (21)

Related to Layoff and Reduction in Force

  • REDUCTION IN FORCE A. In any reduction in the bargaining unit as a result of budgetary actions or curriculum and/or administrative organization, every effort will be made to transfer affected teachers to other similar positions within the school system where vacancies exist and for which the affected teachers are certified. B. If no similar positions are available, rehired retirees, provisionally certificated teachers and non- tenured teachers in the subjects and/or grade levels affected will be laid off or separated from the active employment rolls prior to tenured teachers in the same subjects and/or grade levels. If it becomes necessary to lay off tenured teachers, they shall be laid off in the inverse order of their seniority. An appropriate seniority list will be made available for inspection when a tenured teacher has been laid off and disputes a seniority ranking. The seniority list will be developed from the last date of employment and furnished to the Association. If there is a tie, the affected teachers will have seniority calculated as defined in Article I, Section B.7. Teachers on an unpaid leave of absence shall retain accrued seniority. Teachers on military leave, Association leave and on layoff shall continue to accrue seniority during that time. A countywide list of all certificated personnel employed as of July 1 of each year shall be compiled and available upon request of FCTA. The list will indicate name, date of first employment, date of current employment and department and location code. C. Teachers on layoff shall be placed on a priority recall list in accordance with their seniority. The teachers shall be recalled as vacancies become available in accordance with their position on the list and their certification for said vacancies. D. When vacancies become available, the teacher will be notified of the vacancy by phone and email sent to the last known address. The teacher so notified shall notify the responsible administrator, in writing, in not more than ten (10) days after receipt of notification of the vacancy as to whether or not the position will be accepted. The teacher may decline the first offer of employment. If the teacher declines the second offer of a position, reemployment rights shall be forfeited. All teachers shall remain on the priority recall list for a maximum of three (3) years. E. While a layoff continues, no new teachers shall be hired except in those unique circumstances where (a) there are no teachers on the priority recall list qualified to fill the vacancy or (b) all qualified teachers on the priority recall list decline the offer to fill the vacancy. F. Any layoff due to reduction in force shall not be subject to any dismissal procedure required elsewhere in this Agreement. G. Teachers recalled under these provisions shall have restored to them all previously accrued sick leave and personal leave. H. The Board and the Association recognize that appropriate governmental agencies that have jurisdiction may promulgate rulings and/or regulations that may impact this Article. If such rulings or regulations cause any provisions to be in conflict, the parties shall meet within ten (10) days for the purpose of renegotiating only the provision(s) held to be contrary.

  • Layoff and Recall Section 19.1 Reasons, Notice When the Employer determines, because of lack of work, lack of funds, reorganization, or a job abolishment that is to last more than one (1) year, a layoff is necessary, the Employer shall notify the affected employees twenty-one (21) calendar days in advance of the effective date of the layoff or job abolishment. It is understood and agreed that no provisions of Civil Service Law or rules shall apply to layoffs. Section 19.2 Classifications The Employer shall determine in which classification(s) layoffs will occur. Within each classification affected, employees will be laid off in accordance with their classification seniority for the classifications affected by the layoff. The employee(s) with the least classification seniority as defined in Article 20 will be laid off first. Bumping or displacement will also occur in accordance with the employee’s seniority with the least senior employee, as defined by Article 20, laid off first. Section 19.3 Recall List Employees who are laid off shall be placed on a recall list for a period of eighteen (18) months. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff. Notice of recall shall be sent to the employees by certified or registered mail. The Employer shall be deemed to have fulfilled its obligation by mailing the recall notice by registered mail, return receipt requested, to the last mailing address provided by the employee. Employees shall be responsible for keeping the Office notified, in writing, of any changes in his address. The recalled employee shall have seven (7) calendar days following the receipt of the recall notice to notify the Employer of his intention to return to work and shall have fourteen (14) calendar days following the receipt of the recall notice in which to report for duty, unless a different date for returning to work is otherwise specified in the notice. If the employee does not respond within seven (7) calendar days the employee shall be removed from the recall list. If, upon recall, an employee must receive additional training, the Employer shall provide and pay for the training required to maintain his certification. The employee shall be required to complete the training in a timely fashion established by the Employer. If the employee fails to complete the training, the employee may be removed without recourse to the grievance procedure or the State Personnel Board of Review. Section 19.4 Bumping Bumping rights will be extended to the employee under this Agreement. Employees may bump or displace employees in other classifications so long as the employee previously worked in the classification or assignment and displaces an employee with less seniority. Employees from other bargaining units not covered by this Agreement, and other employees of the Sheriff’s Office who previously worked in a classification covered by this Agreement, may displace into positions covered by this Agreement so long as the employee displaced has less classification seniority. The employee displaced will be the one with the least seniority. Employees seeking to displace less senior employees will displace to the most recently held classification, and the next most recent, etc. until the employee is able to displace a less senior employee. If no employee in a previously-held classification has less seniority, then the employee seeking to displace shall be laid off. Employees displaced shall be placed on the recall list. An employee who is displaced may take a voluntary layoff, when layoffs occur rather than displace to a lower classification.

  • Demotion in Lieu of Layoff The appointing authority shall determine by class, subject to review by the Director, whether demotion shall be afforded employees as an option in lieu of layoff. At the request of the appointing authority, a permanent employee shall, in lieu of layoff, be afforded the option of demotion within the same department to a position in a lower class, provided that no such demotion shall in turn require the layoff or demotion from such lower class of any employee whose layoff rating is at least as high as that of the demoting employee. A probationary employee may be afforded the opportunity to accept a demotion within the same department to a position in a lower class provided no such demotion shall in turn require the layoff of any employee in the lower class. Such probationer shall not become permanent in the lower class by this action except by completing a new full probation period in such lower class.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!