Layoff in Reverse Order of Seniority Sample Clauses

Layoff in Reverse Order of Seniority. In the event of a reduction in the workforce, employees shall be laid off in reverse order of seniority provided that there are available employees with seniority whose capability and qualifications meet the Employer’s requirements for the work of the laid off employees.
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Layoff in Reverse Order of Seniority. Employees shall be laid off in reverse order of seniority within their Geographic Regions or may accept voluntary layoff with notice to the Employer. (a) An employee in receipt of a layoff notice may: (i) accept a vacancy in an adjoining Geographic Region; or, if there is no such vacancy, (ii) displace the least senior employee in an adjoining Geographic Region who is less senior, or accept a vacancy in any Geographic Region; or, where there is no such less senior employee or no such vacancy, (iii) displace the least senior employee in any Geographic Region who is less senior than the employee in receipt of the layoff notice, or where the employee is the most junior in the bargaining unit, (iv) accept available work in any Geographic Region At any of the steps under the above process the employee may choose to accept layoff and be placed on the recall list. (b) Notwithstanding the above, if a vacancy arises within twelve (12) months in the Geographic Region from which the employee was moved, such employee shall have the right to return to their previous Geographic Region. (c) If an employee chooses to accept a vacancy or available work or displace an employee in an adjoining geographic region, the border of the new Geographic Region shall be considered her home for the purposes of Article 12.
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Layoff in Reverse Order of Seniority. Both parties recognize that job security shall increase in proportion to seniority. Therefore, in the event of job abolition or layoff, employees shall be laid off in reverse order of seniority within their own classification.
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Layoff in Reverse Order of Seniority. Employees shall be laid off in reverse order of seniority within their Site Service Area or may accept voluntary layoff with notice to the Employer. (a) An employee in receipt of a layoff notice may: (i) accept a vacancy in an adjoining Site Service Area; or, if there is no such vacancy, (ii) displace the least senior employee in an adjoining Site Service Area who is less senior, or accept a vacancy in any Site Service Area; or, where there is no such less senior employee or no such vacancy, (iii) displace the least senior employee in any Site Service Area who is less senior than the employee in receipt of the layoff notice, or where the employee is the most junior in the bargaining unit, (iv) accept available work in any Site Service Area. Employees are not permitted to bypass or skip any of the steps under the above process provided that at any of the steps the employee may choose to accept layoff and be placed on the recall list. (b) Notwithstanding the above, if a vacancy arises within twelve (12) months in the Site Service Area from which the employee was moved, such employee shall have the right to return to their previous Site Service Area. (c) If an employee chooses to accept a vacancy or available work or displace an employee in an adjoining Site Service Area, the border of the new Site Service Area shall be considered her home for the purposes of Article 12.
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Layoff in Reverse Order of Seniority. (a) Except where the Employer establishes that special skills or qualifications are required according to objective tests or standards reflecting the functions of the job classification, Employees shall be laid off in reverse order of seniority within a job classification or may accept voluntary layoff with notice to the Employer. (b) If, because of operational requirements, there is a need to reduce the workforce, HSWs will be invited to submit written expressions of interest in taking a voluntary layoff. If more HSWs volunteer than are needed, the most senior volunteers will be granted the voluntary layoff. If fewer HSWs volunteer than are needed, the Employer will issue layoff(s) as per subsection (a). (c) Any Employee taking voluntary layoff has the right to return to work at any time provided that the Employee shall provide two (2) weeks' notice of her date of return to work. The Employee shall be scheduled immediately in accordance with the collective agreement (Article 10). (d) To recall an Employee on voluntary layoff, and the Employer has enough work to regularly schedule that Employee with 40 hours per week, the Employer shall provide a minimum of two (2) weeks' notice. The recalled Employee shall be scheduled immediately in accordance with the collective agreement (Article 10). (e) If more than one (1) HSWs is on voluntary layoff, recall will be offered in order of seniority. If this does not result in a voluntary recall, the Employer will recall in reverse order of seniority.
Sample 1

Related to Layoff in Reverse Order of Seniority

  • SENIORITY, LAYOFF AND RECALL A. Upon the offer of a position as a non-probationary bargaining unit member, as set forth in Article 7 [B], and the acceptance of the offer, the employee shall be entered on the seniority list, with seniority retroactive to the first day of employment as a probationary employee. There shall be no seniority among probationary employees. B. Seniority shall be defined as the length of continuous service within a classification within the bargaining unit. Bargaining unit members, who transfer between classifications, or another bargaining unit, or to a supervisory position, will have seniority in his/her former classification frozen. Bargaining unit members simultaneously assigned to more than one (1) classification will accrue seniority in both classifications. Ties on the seniority list shall be broken by the first three digits of the bargaining unit member’s social security number with the bargaining unit member having the higher number being placed first. Seniority shall accumulate while on approved leaves and shall not be considered an interruption in continuous service. Bargaining unit members will lose seniority if the bargaining unit member quits, retires, is discharged, is absent for three (3) or more consecutive days without approval, or fails to return from recall in a timely fashion. C. Classifications for purposes of this Agreement shall mean the following: Classification I: Special Education Paraeducators: providing instructional support, behavior management, daily living needs and/or community based support services. Classification II: Overload Paraeducators: providing classroom overload support services. Classification III: Title I Paraeducator D. It is specifically recognized that it is within the sole discretion of the Board to reduce its staff. Layoff shall be defined as a reduction in the number of bargaining unit members or a reduction in the bargaining unit member’s hours. In the event it becomes necessary to lay off, the following procedures will be implemented: 1. Temporary and probationary employees within the affected classification will be laid off first, provided that the remaining bargaining unit members within the classification are qualified and available to perform the work for the positions scheduled to be retained. 2. In the event it is necessary to lay off bargaining unit members with seniority, the bargaining unit member[s] in the position being eliminated shall be laid off on the basis of seniority, provided that the remaining bargaining unit members within the classification are qualified and available to perform the work of that position. Bargaining unit members affected by a layoff shall have the right to displace the least senior bargaining unit member in that classification, if they are qualified and can perform the duties of that position. E. Attempts will be made by the Employer to keep bargaining unit members likely to be affected by layoff informally updated. Bargaining unit members scheduled to be laid off shall be given at least fifteen [15] working days written notice prior to the effective date of the layoff. Upon request, the Employer will meet with the Association President to view the layoff list prior to its implementation. F. Bargaining unit members currently working in the unit shall be eligible for a vacancy before laid-off bargaining unit members are recalled. However, bargaining unit members on layoff shall be recalled before granting any positions to external candidates. Bargaining unit members will be recalled to positions within the classification from which the bargaining unit member was laid off in the inverse order of layoff, provided the bargaining unit member is qualified and can perform the work of that position. Notice of recall will be sent by Certified mail to the bargaining unit member’s last known address on file with the Human Resources Office of the Employer. It shall be the bargaining unit member’s responsibility to keep the Employer notified as to his/her current mailing address. A copy of recall notices will be sent to the Association President. Bargaining unit members will have five (5) calendar days to return to work, except under extenuating circumstances authorized by the Superintendent. The refusal to grant an extension shall not be subject to the grievance procedure. A bargaining unit member who declines a recall for which she/he is qualified shall forfeit his seniority and employment rights under this Agreement. Recall rights shall terminate twenty-four [24] months from the effective date of the bargaining unit member’s layoff. Thereafter, a bargaining unit member shall lose his/her rights to recall. G. For purposes of layoff, displacement and recall, the requirement that a bargaining unit member be qualified and able to perform the work of a position includes the requirement of the work of instructional support, living assistance, community-based support and/or behavior management support, as may be required in the particular position in question.

  • Loss of Seniority An employee shall lose all seniority and shall be deemed terminated if:

  • Layoff Order Seasonal employees shall be seasonally laid off in inverse order of Classification Seniority (State Seniority for Units 4 and 6) within the employment condition, seniority unit and principal place of employment of the affected position(s) unless waived by mutual agreement between the employee and the Appointing Authority.

  • Posting of Seniority List The Administration shall post the seniority list twice annually by October 1 and March 1 of each work year. The seniority list shall be posted on the designated bulletin board in each building/work site and will indicate, by area of certification, license, or entry-level requirement, the first day worked, the date of Board resolution to hire, and the contract status (limited or continuing) of each employee. Said list shall be provided by the Superintendent to the Association President on or before the date of posting. A. The name of employees on the seniority list shall appear in seniority rank order within areas of certification, license, or entry-level requirements, with the name of the most senior employee appearing at the top of the listing and the name of the least senior employee appearing at the bottom of the listing. B. The names of employees who are certificated, licensed, or otherwise minimally qualified in more than one (1) area shall be included on the listing for all areas of certification, license, or entry-level requirement. C. The names of part-time employees shall appear on the seniority list but shall be listed separately from the names of full-time employees.

  • Loss of Seniority and Employment A Nurse shall lose both Seniority and employment in the event that: (a) The Nurse is discharged for just cause and is not reinstated. (b) The Nurse resigns or retires from employment. (c) After recall, the Nurse fails to notify the Employer as set out in lay off provisions unless such notice was not reasonably possible. (d) The Nurse is laid-off for more than two (2) years, subject to lay off provisions. (e) The Nurse is absent from work for three (3) consecutive scheduled shifts or more without sufficient cause or without notifying the Employer, unless such notice was not reasonably possible. (f) A Nurse who retires from employment loses employment and Service, but if within six months of the retirement, the Nurse returns to work in any Bargaining Unit represented by the Nova Scotia Nurses’ Union, the Nurse will maintain the Seniority the Nurse had prior to retirement and may accumulate additional Seniority on either a Casual or Regular basis depending on the status of the appointment after retirement. (g) The Nurse fails to return from an approved leave of absence, without notifying the Employer unless such notice was not reasonably possible or takes unauthorized employment while on an approved leave of absence.

  • Super Seniority For purposes of layoff and recall only, the President shall head the seniority list, provided however, that such officer must have the necessary skill and experience to perform the required work. The Sheriff agrees that this section shall not be applied in an arbitrary manner.

  • Classification Seniority Classification Seniority" is defined as the length of service in a specific job classification within the bargaining unit, beginning with the date an employee starts to serve a probationary appointment. Classification Seniority shall be interrupted only by separation because of resignation, discharge for just cause, failure to return upon expiration of a leave of absence, failure to respond to a recall from layoff, or retirement.

  • Employment Categories (a) Employees under this Agreement will be employed in one of the following categories: (i) full-time; (ii) part time; or (iii) casual. (b) At the time of engagement an employer will inform each employee whether they are employed on a full-time, part time or casual basis. An employer may direct an employee to carry out such duties that are within the limits of the employee’s skill, competence and training, consistent with the respective classification.

  • Grievance Meetings Where operational requirements permit, and on reasonable notice, the Employer shall grant special leave with pay to an Employee for the purpose of attending grievance meetings with the Employer.

  • Seniority Unit Layoff List Selection shall next be made from the Seniority Unit Layoff List unless the vacancy is being filled by an employee with more classification seniority who has received notice of permanent layoff.

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