LAYOFF AND REINSTATEMENT. 20.1 Layoff for lack of work, lack of funds, or other legitimate business reasons shall be on the basis of record of work performance and department seniority, in that order.
20.1.1 Employees who are laid off and who terminate employment in good standing may seek reinstatement in accordance with the following provisions:
20.1.1.1 At the time of layoff, an employee may complete and submit to the Human Resources Department an interest card for the classification from which the employee was laid off. The employee shall be responsible for submitting a new interest card to the Human Resources Department in the event of a change of address.
20.1.1.2 The interest card will be retained for one (1) calendar year from the date of layoff. Prior to any recruitment being conducted, the interest card on file will be mailed to the employee. An employee who responds within the indicated deadline may be considered for reinstatement without going through the formal recruitment process.
20.1.1.3 If more than one (1) employee responds, selection for reinstatement will normally be determined on the basis of record of work performance and department seniority, in that order.
20.2 A part-time employee who terminates employment in good standing may be reinstated to a part-time position in the employee’s former job class within three (3) years of the employee’s termination date without going through the competitive processes.
20.2.1 A part-time employee who is reinstated after thirty (30) calendar days shall be considered to have broken service.
20.2.2 If the employee is reinstated within thirty (30) calendar days the employee shall be considered as having continuous service and shall therefore retain eligibility for any benefits provided under this Agreement. The employee shall be placed in his/her former salary step and shall be credited with prior step hours worked for purposes of merit pay increases.
20.3 A part-time employee may be reinstated under the provisions of the City’s Vocational Rehabilitation Administrative Regulation to any part-time position for which the City has budgeted work hours, provided the employee meets the minimum qualifications.
LAYOFF AND REINSTATEMENT. Section 21.1 Layoff shall be governed in accordance with State Law, the Rules and Regulations of the Personnel Advisory Board and the Personnel Division. Layoffs shall be implemented by employment status and length of service as follows:
a) No regular or original probationary Employee in an affected class shall be laid off until any emergency, provisional, temporary and limited temporary Employee in the same job classification are laid off.
b) Original probationary Employees are laid off next, in order of their original appointment date.
c) Regular, reinstatement or re-employment probationary Employees are laid off from least tenured to longest tenured as determined by XXXXXX and calculated using XXXXXX retirement credit, not including any purchased service. It is the policy of the Employer to make every reasonable effort to use its Employees to perform work they are qualified to do. To that end, the Employer will not contract out Bargaining Unit work for the sole purpose of eroding the bargaining unit. The Employer will make a reasonable effort with the contractor to ensure that Employees, who will be subject to layoff because of a decision to contract out work, secure employment with the contractor. At the request of the Union, the Employer, the Union, and the contractor will meet to discuss the employment of Employees subject to layoff. The Employer agrees to provide the Union with immediate written notice upon the Employer‟s issuance of an RFP which will result in the layoff of bargaining unit Employees, make available the names of all bidders being considered during the RFP process upon bid opening prior to awarding any contract, and make available a written notice when a contract is awarded. For positions being abolished, incumbents will be removed by reassignment, demotion, transfer or layoff. Employees with regular status must be:
d) Offered demotion in lieu of layoff to a lower class in the same job series or in a lower class in which the Employee held regular status, even though this action may result in a layoff in the lower class; and
e) Offered transfer in lieu of layoff to positions in which incumbents are subject to layoff in other geographic locations. Employees unwilling to accept transfer will be laid off.
Section 21.2 The State shall implement and maintain a reinstatement register of regular Employees who are laid off or demoted in lieu of layoff. The name of the Employee who is laid off, or demoted in lieu of layoff, will be placed on a...
LAYOFF AND REINSTATEMENT. Layoffs shall be governed by the Rules and procedures of the Personnel Advisory Board and the Division of Personnel. Layoffs within non-merit agencies shall be governed by these agencies’ policies. Among other things, the rules provide: In the event that layoffs are needed, the appropriate appointing authority will determine the specific positions to be eliminated.
A. No regular employee in an affected class shall be laid off until any emergency, provisional, temporary and limited temporary employees in the same classification under the same Appointing Authority, as filed with the Division of Personnel, are laid off. Reemployment and reinstatement probationary employees shall be considered as regular employees for purposes of implementing a layoff. A review of unclassified employees, including PRN, performing duties of the affected class will be conducted prior to a layoff. However, if no regular employee subject to layoff elects to accept a transfer or demotion in lieu of layoff to a position occupied by a provisional, temporary or probationary employee, an employee with this employment status may be retained.
B. If a regular employee must be laid off due to a shortage of work or funds, the abolition of a position, or other material change in duties or organization, or for other reasons which are outside the employee’s control and which do not reflect discredit on the services of the employee, these layoffs shall be by inverse order of service credit (Service credit is defined as state service under Missouri State Employee’s Retirement System (MOSERS) or MoDot and Patrol Employees’ Retirement System (MPERS) creditable service, as applicable, less any purchased service, but including service for which a deferred retirement lump sum option was exercised, and by class under the same Appointing Authority, as filed with the Division of Personnel, involved. When these employees are laid off they will be placed on an appropriate reinstatement register(s) as outlined in Section 4.
LAYOFF AND REINSTATEMENT. Refer to Personnel Rules.
LAYOFF AND REINSTATEMENT. Section 24.1 This article is applicable only to regular employees who are employed in positions described
Section 24.2 When the City decides to layoff regular employees, the City will give affected employees at
Section 24.3 The order of layoff will be determined by seniority. Employees with the least seniority in a
Section 24.3.1 Within sixty (60) days of the date the displacement occurs, the employee who elected the
Section 24.4 Within one year of the date the employee was laid off from employment, the City shall offer
Section 24.4.1 If a laid off employee accepts reemployment in a position other than the position from
Section 24.4.2 If a laid off employee elects to displace another employee or accepts employment in a
LAYOFF AND REINSTATEMENT. Placement on unrequested leave of absence shall be based upon seniority. Reinstatement of School Readiness Instructors shall be the inverse order of placement on unrequested leave of absence.
LAYOFF AND REINSTATEMENT. When the Fire Chief is instructed by the Chief Administrative Officer to reduce the number of employees, layoff shall be made in accordance with the following rules:
19.2.1 Layoffs shall be by job classification according to reverse order of seniority as defined in the "Seniority" section of this Memorandum of Understanding. Fire Captains seniority will be determined by the Fire Captain seniority section of this agreement.
19.2.2 The employee to be laid off may displace the least senior employee in the lateral or next lower classification in which he/she previously held permanent status, provided the displaced employee has less total continuous department service.
19.2.3 An employee may demote or transfer to a vacant position for which he/she possesses the necessary skills as determined by the minimum qualifications and job specifications for the position.
19.2.4 The name of each employee laid off shall be entered on a Reinstatement List in order of seniority for three (3) years.
LAYOFF AND REINSTATEMENT. Section 24.1 This article is applicable only to regular employees who are employed in positions described
Section 24.2 When the City decides to layoff regular employees, the City will give affected employees at
Section 24.3 The order of layoff will be determined by seniority. Employees with the least seniority in a
Section 24.3.1 Within sixty (60) days of the date the displacement occurs, the employee who elected the
LAYOFF AND REINSTATEMENT. A. TEMPORARY ASSIGNMENT (DETAIL): The guidelines for temporary assignment
1. Departments may assign employees on a temporary basis up to one hundred eighty calendar days if one of the following conditions exists:
a. The vacancy is pending classification or appointment from a list of qualified candidates.
b. The vacancy is of a temporary nature.
2. Any extensions beyond the one hundred eighty calendar days may occur under the following conditions:
a. Replaces an employee on a leave of absence, or,
b. Vacancy is of a temporary nature, and,
c. Consistent with the current labor agreement, if applicable.
3. It is the department’s responsibility to inform the person approved for temporary assignment that the assignment does not confer any permanent change in status.
B. PROBATION FOLLOWING PROMOTION: Permanent employees who obtain a promotion or a voluntary transfer of title to a different job class must serve a new probationary period. Unless otherwise specified in a current collective bargaining agreement the following probation guidelines will be observed:
LAYOFF AND REINSTATEMENT. A. The Township shall determine when a layoff or reduction in force is necessary, In the event the Township must lay off employees, they will be done in reverse seniority order. Employees with the lowest seniority will be laid off first and shall be recalled in reverse order.
B. Employees to be laid off shall receive as much advance notice as practical under the circumstances, but in no event less than ten (10) working days’ notice.
C. Should the Township determine to reinstate a position within six (6) months of the date the position was eliminated, the employee who held the position will be offered reinstatement, provided the employee is qualified to perform the available work. The offer of reinstatement shall be sent to the employee at his last-known address by overnight mail. The employee will have five (5) calendar days from the date of the offer of reinstatement to notify the Director of Public Works that he/she desires to return to the reinstated position. The employee shall then have an additional five
