Layoff and Seniority. 22.1 A condition of layoff exists when an employing unit must abrogate or unfund a position of employment in the classified service, and there are no vacant funded positions in the classification or title within the employing unit. A management-initiated reduction in scheduled work hours shall not constitute a layoff unless the reduction is to less than twenty (20) hours per workweek. When management reduces an employee’s scheduled work hours, the employee shall be entitled to participate in layoff referral programs as provided in Section 22.11 of this Agreement.
Layoff and Seniority. In the event of layoff, employees shall be laid off according to their seniority status in the inverse order of hiring. The employer agrees to give two (2) weeks’ notice of layoff.
Layoff and Seniority. 7.01 The Employer may terminate or suspend only for just cause. A suspension or dismissal shall be in writing and shall contain the reasons for the suspension or dismissal and shall be given to the employee concerned and to the Union if the employee so requests. Any member who has been discharged and believes the discharge unjustified shall have the right to appeal within 72 hours. Either the Employer or the Union may carry the appeal to the grievance committee.
Layoff and Seniority. 7.01 (a) In the event of a layoff of a full-time employee, severance pay shall be one week's pay per year of service to a maximum of 35 years with a minimum of $14,000.
Layoff and Seniority. A. Layoffs, or recalls after layoffs, will be determined by Sheriff’s Office seniority. The least senior bargaining unit member shall be laid off first and the most senior member shall be recalled first. However, if the Sheriff, using ordinary and reasonable discretion, determines that an employee whose seniority entitles him or her to be retained or recalled does not have the ability to perform the available work in the Sheriff’s Office, the Sheriff need not retain or recall the employee. The Sheriff’s determination is subject to the Grievance/Arbitration Procedure. If such a determination were challenged in the Grievance/Arbitration Procedure, the Sheriff would have the burden of showing that he had exercised ordinary and reasonable discretion in determining that the member could not perform the available work.
Layoff and Seniority. Section 1. Employees, except as hereinafter provided, will be laid off in order of seniority with the most junior employees (regardless whether classified as manager or journeyman beauticians) being laid off first; recalls from layoffs shall be in reverse order of the layoffs. Although the Company’s general manager is permitted to perform unit work, it is understood that the Company is not bound to lay off or recall its general manager pursuant to the provisions of this Article. In the event of a layoff the general manager shall be the last person laid off and the first recalled.
Layoff and Seniority. 13 Section 5.1 – Seniority Defined 13 Section 5.2 – Transfer of Prior Agency Service 13 Section 5.3 – Changes to Classes 13 Section 5.4 – Order of Layoff 13 Section 5.5 – Notice of Layoff 13 Section 5.6 – Reassignment in Lieu of Layoff 14 Section 5.7 – Layoff 14 Section 5.8 – Re-employment List 14 Section 5.9 – Temporary Work for Laid Off Employees 16
Layoff and Seniority. Affected regular employees shall be laid off in inverse order of seniority. Seniority for regular employees is defined as the length of current continuous permanent service within the employee's classification in the same City department. Seniority shall be retained, but shall not accrue, during any period of authorized leave of absence (as defined in 12.5).
Layoff and Seniority. (e) Where a layoff is necessary the Employer shall first meet with the Union. Such meeting shall take place as soon as possible but, in any event, not less than one
Layoff and Seniority. (e) Where a layoff is necessary the employer shall first meet with the union to discuss the effects of such reduction on the level of services and hear any representations of the Union. In the event of a layoff, the Agency will determine the job in which the layoff is to occur. The Agency will then consider the qualifications, skills, ability, availability, and knowledge of Employees holding positions in the job category in which the layoff is to occur. If all of these factors are relatively equal, seniority shall be the governing factor provided that it does not interfere with the Agency's ability to properly and efficiently schedule Employees. A regular Employee about to be laid off may bump an Employee in their job category with less seniority. Recall
