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Layoff Displacement Sample Clauses

Layoff Displacement. In the event of a layoff, the Hospital shall give RNs at least two (2) weeks advance notice of the layoff during which time the Hospital will seek volunteers for layoff in positions which would reduce the need for layoffs. Volunteers for layoff in such positions will be selected on the basis of seniority. If an insufficient number of RNs volunteer for layoff to meet reduction goals, the least senior RNs occupying positions to be eliminated will be displaced. Initial displacements shall be carried out by department and shift. Displaced RNs will have the right to bump other less senior RNs within their Division provided they have the ability to competently perform the available work with no more than ten (10) days’ orientation. For those RNs who are not present at notification of layoff, Human Resources will notify RNs by certified mail. Upon return to work from an approved absence, the RNs may elect to exercise contractual rights within seventy-two (72) hours of their return. RNs who are laid off, whether voluntarily or involuntarily, will be placed on the layoff list for up to two (2) years and the hospital will not contest their unemployment insurance claim. Laid off RNs may work in a per diem status without loss of seniority and recall rights. Laid off full-time and part-time RNs working in per diem status will remain covered by this Agreement as it applies to per diem nurses.
Layoff Displacement. 0401 It may become necessary for the Board to layoff employee(s) for any reasons including but not limited to:
Layoff DisplacementLeast Senior Employee The procedure outlined herein shall be repeated until an employee subject to layoff displaces a less senior employee, or until said employee is laid off.
Layoff Displacement. Next Lower Salary Range In the event an employee is unable to displace the least senior employee in the same salary range, he/she shall be entitled to displace the least senior employee in the nest lower salary range, provided that he/she is qualified to fully perform the work available.
Layoff Displacement. Part-time and probationary employees shall be laid off first provided there are sufficient qualified employees with seniority who are able to do the required work. In the event there is a requirement for further reductions in staff, employees shall be laid off in inverse order of seniority, provided the remaining employees are qualified and able to perform the required work. An employee whose position is abolished or who is displaced shall be entitled to exercise his seniority rights and displace the most junior employee in the bargaining unit.
Layoff Displacement when an occupied position in the competitive class is abolished, layoff is to be made from among those employees holding the same title on a permanent basis in the layoff unit as the abolished position.

Related to Layoff Displacement

  • Layoff Upon notice of layoff, the affected employee may accept the layoff or exercise one of the following rights, if applicable, in the following order: Option 1: Bump the employee with the least seniority in their same job classification within their “area.” For purposes of this Section 17.8.2, the “areas” are the Nursing Home, the Hospital, and the Clinic. If the FTE for the position that had been held by the bumped employee is less than the bumping employee’s current FTE, the bumping employee’s name shall be placed on the recall list for that particular job classification, and the bumping employee shall have recall rights to a position in the same job classification for a period not to exceed one (1) year in accordance with the terms of Sections 17.9 and 17.10. Option 2: If and only if Option 1 is not available, then the affected employee may bump the employee with the least seniority in their same job classification elsewhere within the bargaining unit (all other areas). If the FTE for the position that had been held by the bumped employee is less than the bumping employee’s current FTE, the bumping employee’s name shall be placed on the recall list for that particular job classification, and the bumping employee shall have recall rights to a position in the same job classification for a period not to exceed one (1) year in accordance with the terms of Sections 17.9 and 17.10. Option 3: If and only if Option 1 is not available, then this Option 3 is available to the affected employee. The Employer shall provide the employee with a list of open and available bargaining unit positions at the time that this step occurs. The employee may elect an open position for which the employee is qualified to perform the duties of the position, with or without minimal training and orientation not to exceed a maximum of 80 (eighty) hours. If multiple affected employees who reach this step elect the same position and are qualified (as defined in the previous Option 4: A CentraCare recruiter will meet with the employee to discuss possible employment opportunities within the system outside of the bargaining unit.

  • Layoff and Recall Section 19.1 Reasons, Notice When the Employer determines, because of lack of work, lack of funds, reorganization, or a job abolishment that is to last more than one (1) year, a layoff is necessary, the Employer shall notify the affected employees twenty-one (21) calendar days in advance of the effective date of the layoff or job abolishment. It is understood and agreed that no provisions of Civil Service Law or rules shall apply to layoffs. Section 19.2 Classifications The Employer shall determine in which classification(s) layoffs will occur. Within each classification affected, employees will be laid off in accordance with their classification seniority for the classifications affected by the layoff. The employee(s) with the least classification seniority as defined in Article 20 will be laid off first. Bumping or displacement will also occur in accordance with the employee’s seniority with the least senior employee, as defined by Article 20, laid off first. Section 19.3 Recall List Employees who are laid off shall be placed on a recall list for a period of eighteen (18) months. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff. Notice of recall shall be sent to the employees by certified or registered mail. The Employer shall be deemed to have fulfilled its obligation by mailing the recall notice by registered mail, return receipt requested, to the last mailing address provided by the employee. Employees shall be responsible for keeping the Office notified, in writing, of any changes in his address. The recalled employee shall have seven (7) calendar days following the receipt of the recall notice to notify the Employer of his intention to return to work and shall have fourteen (14) calendar days following the receipt of the recall notice in which to report for duty, unless a different date for returning to work is otherwise specified in the notice. If the employee does not respond within seven (7) calendar days the employee shall be removed from the recall list. If, upon recall, an employee must receive additional training, the Employer shall provide and pay for the training required to maintain his certification. The employee shall be required to complete the training in a timely fashion established by the Employer. If the employee fails to complete the training, the employee may be removed without recourse to the grievance procedure or the State Personnel Board of Review. Section 19.4 Bumping Bumping rights will be extended to the employee under this Agreement. Employees may bump or displace employees in other classifications so long as the employee previously worked in the classification or assignment and displaces an employee with less seniority. Employees from other bargaining units not covered by this Agreement, and other employees of the Sheriff’s Office who previously worked in a classification covered by this Agreement, may displace into positions covered by this Agreement so long as the employee displaced has less classification seniority. The employee displaced will be the one with the least seniority. Employees seeking to displace less senior employees will displace to the most recently held classification, and the next most recent, etc. until the employee is able to displace a less senior employee. If no employee in a previously-held classification has less seniority, then the employee seeking to displace shall be laid off. Employees displaced shall be placed on the recall list. An employee who is displaced may take a voluntary layoff, when layoffs occur rather than displace to a lower classification.

  • Recall from Layoff Full-time and regular part-time nurses shall be recalled in the order of seniority unless otherwise agreed between the Hospital and the local Union, subject to the following provisions, provided that a nurse recalled is qualified to perform the available work: (a) Full-time and regular part-time nurses on layoff may notify the Hospital of their interest in accepting occasional vacancies and/or temporary vacancies which may arise and for which they are qualified. Such notification of interest shall state any restrictions on the type of assignment which a nurse is willing to accept, and shall remain valid for six weeks. However if a nurse declines an occasional or temporary vacancy the Hospital shall not be obliged to call upon the nurse again during the balance of such six-week period. (b) For the purposes of this article, an "occasional vacancy" shall mean an assignment which is anticipated not to exceed five shifts (37.5 hours). Occasional vacancies shall be offered first to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then to casual part-time nurses. (c) For the purposes of this article, a "temporary vacancy" shall mean an assignment which is anticipated to exceed five shifts (37.5 hours). Temporary vacancies which arise in the full-time bargaining unit shall be offered by seniority first to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then by seniority to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then to casual part-time nurses. Temporary vacancies which arise in the part-time unit shall be offered by seniority first to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then by seniority to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then to casual part-time nurses. (d) A nurse to whom an occasional or temporary vacancy is offered may accept or decline such vacancy and in either case shall maintain her or his position on the recall list. The acceptance of a temporary vacancy that is anticipated to exceed sixty (60) calendar days shall be considered a recall from layoff for purposes of Article 10.06(c). No new notice of layoff will be required and the nurse will be deemed to be laid off at the conclusion of the temporary vacancy. A full-time nurse on layoff who accepts a temporary full-time vacancy within thirty (30) days of the effective day of layoff will continue to receive benefit coverage for the duration of the temporary vacancy. A full-time nurse who has worked for more than 600 hours in 140 calendar days as the result of accepting one or more temporary vacancies shall thereafter be eligible for benefit coverage as a full-time nurse and shall be paid accordingly, and shall continue to receive benefit coverage so long as she or he continues to fill a temporary vacancy and such full-time employee shall accrue seniority in the manner prescribed for full-time employees throughout the period of employment. Otherwise, a full-time employee who accepts a temporary or occasional vacancy shall be paid her or his regular full-time rate of pay together with a percentage payment in lieu of benefits at the rate specified for part-time nurses. A full-time employee who accepts a temporary part-time vacancy or occasional vacancies as provided herein will accrue seniority throughout the period of such employment in the manner prescribed for part-time nurses. A part-time employee who accepts a temporary or occasional vacancy will accrue seniority throughout the period of such employment in the manner prescribed for part-time nurses.

  • Layoff Units A. A layoff unit is defined as the entity or administrative/organizational unit within the University used for determining the available options for employees who are being laid off. B. The layoff unit(s) are: 1. All employees covered by this Agreement in bargaining units A, B, and E; and 2. Project employment.