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 in the proposal. However, the Employer, having the primary re- sponsibility for compliance with the statute and regulations, re- serves the right to make the final decision with respect to com- petitive levels and competitive areas. In making its decision with respect to competitive levels and competitive areas the Employer shall give no greater retention security to preference eligibles than to non-preference eligibles except as may be re- quired by law.
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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 in the proposal. However, the Employer, having the primary re- sponsibility for compliance with the statute and regulations, re- serves the right to make the final decision with respect to com- petitive levels and competitive areas. In making its decision with respect to competitive levels and competitive areas the Employer shall give no greater retention security to preference eligibles than to non-preference eligibles except as may be re- quired by law.
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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 in the proposal. However, the Employer, having the primary re- sponsibility for compliance with the statute and regulations, re- serves the right to make the final decision with respect to com- petitive levels and competitive areas. In making its decision with respect to competitive levels and competitive areas the Employer shall give no greater retention security to preference eligibles than to non-preference eligibles except as may be re- quired by law.regulatory
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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, part-time regular, part- time regularregu- lar, and part-time flexible, will consist of all non- non-protected persons per- sons 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-non- protected employees and with the efficient opera- tion operation of the installationin- stallation. 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 in the proposal. However, the Employer, having the primary re- sponsibility for compliance with the statute and regulations, re- serves the right to make the final decision with respect to com- petitive levels and competitive areas. In making its decision with respect to competitive levels and competitive areas the Employer shall give no greater retention security to preference eligibles than to non-preference eligibles except as may be re- quired by law.
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