Layoff and Severance. Layoff and severance will occur when the resources of the University are not sufficient to finance existing academic programs without layoff of tenured, permanent, or probationary employees.

Layoff and Severance. The provisions of Article 29 shall apply except that the following wording shall be substituted for Article

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Layoff and Severance. The provisions of Article 29 shall apply except where otherwise indicated and any payment made in accordance with this Article shall be based solely on the academic component of salary. 35.10.1 The following wording shall be substituted for Article 29.5.2 and 29.6: Partial redundancy may be deemed to occur when the College of Medicine's external funding for a program or project is severely reduced or eliminated and shall only apply to continuing status positions. The following provisions shall apply for partial redundancy. (i) a grievance in the case of layoff for reason of partial redundancy shall be subject to the same limitations as in the case of tenure (Article 15.17); (ii) before any employees are laid off, the Employer shall determine whether some or all layoffs could be avoided by: (a) economizing on other areas of expenditure in the College of Medicine; (b) transfer to another academic program as specified in Article 29.9; (c) retraining as specified in Article 29.10; (d) early retirement as specified in Article 29.11; (iii) employees in a discontinued program or project shall be subject to layoff due to a Partial Redundancy. When funding for a specific program or project is discontinued, only employees associated with that particular program or project shall be affected. (iv) employees in a discontinued program or project shall be laid off and recalled according to seniority in that program or project. 35.10.2 The following wording shall be substituted for Article 29.7: (i) Both the employee and the Association shall be notified as soon as the employer is informed by the granting agency if a program or project is to be discontinued due to financial exigency. Employees shall be entitled to as much notice as the employer receives with a minimum notice period of six months. (ii) Employees who have been notified that they will be laid off may, at their discretion, elect to receive a cash settlement equal in value to their monthly academic component of salary times the number of months that remain in their period of notification to a maximum of 6 months' salary before the effective date of their termination, in lieu of continuing their employment with the University.

Layoff and Severance. 1. This Article will not apply to probationary employees or term-limited employees as set forth in Article 1. With respect to employees hired for positions advertised as limited in duration, or other restricted basis for employment, termination of employment at the expiration of the relevant term (or due to the cessation of the relevant status or basis for employment) is not a layoff subject to this article. 2. CPI will notify the Guild and the affected employee(s) at least sixty (60) days in advance of any planned reduction in force or layoff or, if faced with more urgent circumstances, as soon as possible in advance. Where sixty (60) business days’ notice to the Guild and affected employees is not possible, CPI will provide the affected employees with pay in lieu of notice. During the period prior to a layoff, CPI and the Guild will meet to discuss the rationale for the reduction in force and possible alternatives. CPI will provide the Guild background information about the need for a reduction in force and the employee(s) under consideration for layoff. Relevant background and context depend on the circumstances and may include, for example, CPI’s finances, business and policy decisions as to CPI’s direction and focus, changes in funding levels and type of funding, etc. 3. Should CPI deem it appropriate to proceed with a reduction in force, layoffs will be conducted in order of inverse seniority within each affected job classification, provided the remaining more senior employees have the skills, qualifications, experience and/or expertise to perform the remaining duties that CPI requires. A laid off employee, upon request, will be provided a letter making clear that they were laid off for economic or other business reasons and not performance issues. 4. Laid off employees will remain on a recall list for 18 months. Time spent on a recall list will be counted for purposes of computation of seniority but for no other purpose, including the accrual of paid time off. During the 18-month recall period, laid-off employees will be recalled in order of seniority if their former position or one of the same classification becomes open, and will receive first consideration for any other Bargaining Unit job openings for which CPI reasonably determines they are qualified. 5. Employees being laid off will receive the following: a. Two

Layoff and Severance. In the event any employee covered by this Agreement is laid off during the term of this Agreement, the following benefits shall be paid in accordance with the conditions and understanding set forth below: A. Medical coverage shall continue to the end of the month in which the employee(s) is/are permanently laid off. B. All wages, severance, accrued vacation and holidays owing upon the termination of employment shall be paid at next payroll following the employee’s last regular paycheck.

Layoff and Severance. (a) If an Employee is laid off for a period that exceeds his right to recall, as provided for under the seniority provisions of this Agreement, and the Employee has a minimum of one (1) years' service with the Company, the Employee shall be paid two (2) weeks pay based on eighty (80) hours at the Employee's then applicable rate of pay and one (1) additional weeks pay for each completed year of service in excess of one (1) year to a maximum of ten (10) weeks pay. Such an Employee may elect to accept layoff pay under the provisions of this Section before the end of the Employee's right to recall period, but in so doing shall forfeit all accrued seniority rights in accordance with the terms of this Agreement and the Employee's employment shall be terminated. (b) In the event of amalgamation, permanent closure of a Branch, or a Department thereof, or automation, causing an Employee to lose his employment with the Company, the Company shall pay Severance Pay to such an Employee, provided the Employee has a minimum of one (1) years' service with the Company. (i) Severance pay shall be based on an Employee's regular rate of pay at the date of his severance and shall be paid based on one (1) week's pay for each year of service with the Company, to a maximum of fifteen (15) weeks. (ii) In the event that part of the Branch remains open or that an Employee has lost his employment because of amalgamation or technological change, an Employee eligible to receive Severance Pay may elect to remain on the Seniority List for possible recall. The Company shall hold the Severance Pay for the Employee for the period of his right to recall, but during such period the Employee may, subject to the same forfeiture provisions of (a) above, request and receive payment of Severance Pay.

Layoff and Severance. 1. In the event of a layoff, IHE will provide an affected employee with a minimum two weeks of paid severance. IHE will endeavor to provide advanced notice to the Guild of any planned layoffs, but will provide notice no later than contemporaneously with the affected employees. Any employee laid off under this section shall be given a neutral or positive job reference and IHE will not contest their application for unemployment benefits.

Layoff and Severance. 35.1. The Center may eliminate or reduce positions if, at its sole discretion, it determines that such work is no longer available or needed. This is called a layoff. Xxxxxx does not include terminations due to the expiration of an employment period agreed to at the time of hiring.

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