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. 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. 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. 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. 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 a. For the sole purpose of this Layoff and Rehire Section, seniority shall be defined as the length of service from the most recent date of hire or promotion in the position. Employees who move to a different position shall retain their position seniority in the first position for the purposes of bumping under paragraph (c) of this Section.
b. In the event of layoffs, the least senior Employee in the position where the layoff occurs will be the first laid off. Recall from layoff shall be in reverse order of layoff; that is, the last Employee laid off in the position shall be the first recalled.
c. In the event of layoffs Employees may exercise bumping rights as against less senior Employees in other positions provided that the Employee is qualified in skill and ability and has prior experience in the position with COFAM.
d. An Employee who has completed the probationary period in a position who is laid off and is returned to or bumps down to a position formerly held on a permanent basis, shall receive a salary at a step based upon the original hire date in the position to which the Employee is returned. An Employee who is returned to a position not formerly held on a permanent basis shall receive a salary at a step based upon actual permanent service in the position from which laid off.
e. Employees with less than five years of continuous service shall receive one (1) month notice of permanent layoff or one (1) months’ pay in lieu of that notice. Employees with five or more years of continuous service shall receive two (2) months’ notice of permanent layoff or two (2) months’ pay in lieu of that notice. The Union shall be given a copy of the notice when the Employee is notified.
f. As soon as practicable, but at least thirty (30) days prior to the layoff of Employees caused by subcontracting, COFAM shall notify the Union in writing of such intent and will, upon written request of the Union, meet and confer with the Union about the effects of subcontracting on the bargaining unit. COFAM, in its discretion, shall seriously consider alternatives to subcontracting as may be suggested by the Union. In addition to the layoff and recall rights stated in this Article, COFAM shall provide severance pay for the affected Employees as follows: Two (2) weeks’ straight time pay after one (1) year of service and one (1) additional week of straight time pay for each additional year of service to a maximum of ten (10) weeks’ straight time pay or the pay in lieu of notice s...
Layoff and Rehire. In the event it becomes necessary for the Employer to reduce staff levels in the form of a layoff, the following procedure will apply. The Employer will first notify the Local Union office of its intent to lay off employees with as much notice as possible prior to any lay-off, and will meet with the Local Union to discuss possible mitigation of the surplus. The Employer will copy the Local Union office on all correspondence to employees regarding layoff and recall.
