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 and Reemployment. Seniority is defined as the length of continuous paid employment and leave with pay status with the City calculated from the date of original hire, including the probationary period, as a full-time employee. Time spent in a leave without pay status shall be excluded. Part-time and temporary part-time employees do not accrue seniority. In reduction of forces, 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 of performing the work required. Employees who are laid off or who elect to demote or transfer in lieu of a layoff, shall have reemployment rights to future vacancies in the position previously held. The City shall maintain a preferred list with the names of the employees laid off in inverse order of layoff. Future vacancies in those affected positions shall first be filled from the preferred list in inverse order of layoff. Services with the City shall be terminated by:
(1) Discharge, retirement, resignation or any termination of employee status;
(2) Failure to return to work within seven (7) calendar days when recalled from layoff;
(3) Failure to return to work upon expiration of an authorized leave of absence;
(4) Leave without pay status for a continuous period of twelve (12) months or more;
(5) Layoff status for a continuous period of twelve (12) months or more. When a layoff becomes necessary, the Human Resources Department will provide layoff instructions to the affected departments with a copy to the Association. Before any regular full-time employee is laid off, all other categories of employees in the affected classifications will be separated. An employee subject to layoff will be allowed, in lieu of a layoff, to:
(1) Demote to a lower paying classification previously held by the employee;
(2) Transfer to the same classification in another department. An employee who has reemployment rights, shall have the same right to compete for promotion that he/she would have had if he/she had not been laid off. 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, LTD, 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...
Layoff and Reemployment. Reason For Layoff 13.1 Forms of Layoff 13.2 Notice of Layoff 13.3 Order of Layoff 13.4 Lateral Class Seniority 13.4.1 Adjusted Class Hire Date 13.4.2 Classification Hire Date 13.4.3 Regular Hire Date 13.4.4 Seniority Draw 13.4.5 Bumping Rights 13.5 Reemployment Rights Are From 39 to 63 Months 13.6 Use of Reemployment Rights 13.7 ARTICLE SECTION
Layoff and Reemployment. Contract Revision: 10/04
Layoff and Reemployment. 18.1 In the event of a need to layoff or reduce hours of employees, the County Office shall notify the Association of its intended action and, upon request, shall meet and negotiate concerning the impact of a layoff and the decision to reduce hours. Employees shall be subject to layoff for lack of work or lack of funds. Layoff includes any reduction in hours of employment or assignment to a classification or grade lower than that in which the employee has permanence, voluntarily consented to by the employee, in order to avoid interruption of employment by layoff.
18.2 When, as a result of the expiration of a specially funded program, employees' positions must be eliminated at the end of any school year, and employees will be subject to layoff for lack of funds, the employees to be laid off at the end of such school year shall be given written notice in compliance with timelines provided in Education Code Section 45117(a), informing them of their layoff effective at the end of such school year and of their displacement rights, if any, and reemployment rights.
18.3 When, as a result of a bona fide reduction or elimination of the service being performed by any department, employees shall be subject to layoff for lack of work, affected employees shall be given notice of layoff in compliance with timelines provided in Education Code Section 45117(b), and informed of their displacement rights, if any, and reemployment rights.
18.4 Nothing herein provided, shall preclude a layoff for lack of funds in the event of an actual and existing financial inability to pay salaries of employees, nor layoff for lack of work resulting from causes not foreseeable or preventable by the Employer, without the notice required by sections 18.2 and 18.3.
18.5 Prior to any final layoff notices being sent to those employees who have been employed the shortest time within the classification, the Employer shall notify the more senior employees whose positions have been reduced or eliminated that they must elect one of the following within five (5) working days of receipt of notice:
1. Elect to be laid off.
2. Elect to displace a less senior employee if applicable. The layoff notice shall contain the layoff date, options other than layoff, reemployment rights, and a copy of the layoff resolution.
18.6 In the event of a layoff, the order of layoff within the classification shall be determined by length of service. The employee, who has been employed the shortest time in the classification...
Layoff and Reemployment. The employer shall have the right to layoff by classification. In the event of a layoff, employees shall be laid off by classification in inverse order of bargaining unit seniority. An employee initially selected for layoff shall be permitted to displace the least senior employee in the bargaining unit in an equal or lower paying classification (does not apply to D. A. Investigators). Employees displaced pursuant to this procedure shall be allowed the same displacement right, if they have sufficient bargaining unit seniority. The Employer shall maintain a reemployment list of all employees who lose their jobs due to a reduction in force. Such lists shall be in the order of the employee's seniority at the time of the reduction in force with the most senior being number one on the list. Such lists shall also show the classification(s) for which employees are qualified by their department. Employees on the reemployment list shall maintain reemployment rights and promotional appointment rights for two years from the date they lost their jobs. Employees shall be recalled from the reemployment list in accordance with their seniority to the jobs for which they are qualified. Notice of reemployment shall be sent by the Employer by certified mail to the employee's last known address and the employee shall be required to respond within seven (7) days from the date of notification. Employees who do not respond to such reemployment notices, shall be dropped from the reemployment list and all rights shall be lost.
Layoff and Reemployment. 20.1 Layoff shall occur only for lack of work or lack of funds.
Layoff and Reemployment. Layoffs and reemployment shall be conducted in accordance with the Education Code as modified herein.
Layoff and Reemployment. 1501 Layoff and Reemployment Purpose: This article provides a means to determine which employees are to be demoted or laid off when a reduction in force occurs.
Layoff and Reemployment. 9.1 When the Board of Education determines that layoff is necessary, the procedures for layoff shall be administered under this article.
