Layoff and Rehire. Whenever it becomes necessary for the University to reduce its workforce due to lack of work, lack of funds or good faith reorganization for efficiency reasons, the University shall use the following procedure in determining which employees shall be laid off. The University shall not lay off bargaining unit employees in lieu of disciplinary action. Employees on the rehire list will have rehiring rights according to seniority and will have the first option to a vacant position in the job class from which they were laid off. Bargaining unit members on the rehire list are eligible to take all Computing & Communications and Training & Development courses on a space available basis upon payment of designated fees.
Layoff and Rehire. Seniority shall be maintained in the reduction and restoration of the work force provided the employee is reasonably competent to perform the job, i.e.
Layoff and Rehire. In the event that the Employer, in its sole discretion, determines to reduce the workforce, such layoffs will be in the classifications selected by the Employer and in the numbers determined by the Employer subject to the terms and conditions specifically provided for in this Agreement.
16.1: Seniority rights shall prevail in cases of layoff and rehire where the employee’s ability, experience, training, and work record in the discretion of the Employer are equal; provided that when all other factors are equal, seniority in rank shall be the determining factor.
16.2: Notification of employees affected by a reduction in force shall be in writing and given or sent by certified mail to the employees two (2) calendar weeks in advance. The notice shall state the reason(s) for such action. A copy of the notice will be simultaneously forwarded to the Union.
16.3: Rehire notice may be made by telephone and shall be confirmed by certified mail, return receipt requested, to the employee’s last address of record. An employee shall reply to the certified rehire notice within three (3) working days following receipt of such notice or no later than seven (7) calendar days from the date postmarked on the rehire notice envelope. Failure to reply within that time shall be considered a voluntary resignation and the Employer shall rehire the next eligible employee on layoff. An employee, upon request, may be granted up to ten (10) working days to return to work at the discretion of the Employer.
Layoff and Rehire. Whenever it becomes necessary for the University to reduce its workforce due to a lack of work, lack of funds or reorganization, the University shall use the following procedure in determining which employees shall be laid off. The University shall not lay off bargaining unit employees in lieu of disciplinary action. The University shall make a concerted effort to re-employ bargaining unit members on the rehire list. Bargaining unit members on the rehire list are eligible to take all Computing & Communications and Training & Development courses on a space available basis upon payment of designated fees.
Layoff and Rehire. Employees shall receive seventy-two (72) hours’ notice of layoff except as follows: Where any labour dispute disrupts the movement of aircraft at the Winnipeg International Airport.
Layoff and Rehire. 1. Seniority
Layoff and Rehire. In the event the company must reduce staffing levels, the following procedure(s) will apply: Prior to commencing layoff(s), with as much notice as possible, the Company will first notify the Local Union Office of their intent to reduce staffing levels and discuss any possible mitigation to loss of employment; Employees will receive a minimum of seventy-two (72) hours written notice of layoff, except in the event of any labour dispute disrupts the movement of aircraft at the Calgary International Airport;
Layoff and Rehire. 1. In the event the Board of Education decides to reduce the number of classified personnel positions in the bargaining unit or discontinue some particular type of educational support service, the following guidelines will be in effect.
a. The Superintendent’s recommendation regarding the dismissal or release of classified personnel or reduction in hours worked by classified personnel shall be based upon the length of continuing service with the school district within the respective category of positions.
b. The Superintendent may consider the requirements of available positions and the possibility of movement between classifications in reaching his/her recommendation.
c. The following categories of positions shall be subject to the provisions of this policy: • Custodian • Laborer • Driver (Internal Services, Nutrition Services, Utility) • Warehouse/Delivery Assistant (Nutrition Services) • Warehouse (Central Distribution) • Apprentice Mechanic • Warehouse (Nutrition Services) • Head Custodian • Maintenance • Mechanic • Security
2. The immediate supervisor of any employee whose release or hours reduction is to be recommended to the Board of Education shall schedule an individual conference with that person to inform him or her of the administration's recommendation.
3. Any classified staff member removed or dismissed or has his or her hours reduced under this provision shall be notified in writing of the Board's decision by certified mail at least sixty (60) days before the date of renewal or dismissal or reduction in hours. The notification shall include a statement of honorable dismissal and the reason(s)
Layoff and Rehire. In cases of the abolition of a position which results in the layoff of personnel or reduction in force, the individual with the least time in classification will be the first laid off. Where individuals possess equal time in classification, total time with the Santa Xxxxxxx City Police Department will be used to determine seniority. The individual affected will have the right to "bump" downward to the next lower sworn classification such that the last hired employee in the lowest sworn rank will be the first employee laid off. Rehiring will be accomplished pursuant to Municipal Code Section 3.16.350.
Layoff and Rehire. Section Any employee subject to a lay off through a reduction of the work force shall have the right to exercise his seniority to continue to work in a position held by a less senior man. When filling a position through this procedure the employee must be reasonably competent to perform the duties of the position into which he bumps. Any employee obtaining a classification as outlined above must return to his regular classification when required. The when laying employees off shall lay them off by reverse order of seniority. When vacancies occur, the Company shall rehire laid off employees according seniority with the Company, beginning with the most senior employee and proceeding in turn thereafter. No employee may change job positions through the (12) period. Any subsequent to be reviewed by Union and Management. Section The Company shall post, and keep for not less than seventy-two (72) hours, or three (3) consecutive working days, a conspicuous place, at each place of business .maintained by the Company, notice of vacant positions, new positions and promotions. Any employee of the Company covered by this Agreement may apply for any such vacant or new position and the Company shall fill such position with the applicant employee who has the greatest overall seniority, provided that such employee is reasonably competent to do the work. Any employee, however, who previously worked at the classification as a posted employee and is capable of performing the job or a trained employee who posted for a training may be given preference. The successful applicant shall be on probation his new job for twenty-one (21) working days during which time he may be returned to his former job if he does not make satisfactory progress or if he applies to the Company to be returned. The Union shall receive copies of all the and the assignments of such New Employee Re-Qualify Section All new employees shall have a probationary period of fourteen (14) days worked or thirty (30) calendar days, whichever comes first. Seniority will not be retained by an employee who. is terminated for lack of work and who is not rehired within a period of twelve (12) months from the date of termination. should a properly notified employee not report for work then his name would be removed from the seniority list. Those employees affected by a layoff shall keep the Company advised of their current address and available telephone number. Should automation cause jobs to disappear, the employee shall...