LAYOFF LIST RIGHTS. The employee's name shall remain on the layoff list for a period not to exceed two (2) years or three (3) years outside the seven (7) county metropolitan area, from the effective date of layoff, or until the employee has returned to work at the University within that time, unless the employee returns to a lower class or layoff condition from which they were laid off, in which case, the employee’s name shall remain on the layoff list so they will be offered vacancies in the same class and Collegiate/Administrative Unit from which they were laid off for two (2) years from the date the employee’s name was put on the layoff list. Once an employee is actually laid off, the employee may turn down reemployment to the first two (2) positions in the same class, immediate geographic area and within the applicable definition of layoff per Section 3A-D and appointment type (temporary or continuing) at a salary ninety (90) percent or more than the employee’s salary at the time of layoff and still remain on the layoff list. The employee must accept the third position or have their name removed from the layoff list. During the time between receiving notice and being laid off, an employee's name can be put on the layoff list at their written request per Section 8. During the time between receiving notice and being laid off, the employee who applies per Article 5, Recruitment and Employment, Section 3A, may turn down reemployment to the first two (2) positions as provided above (see Section 10). However, the employee must accept a vacancy per Section 7D, or the employee will no longer be eligible to exercise bumping rights. During this time, an employee may refuse a referral on a job interview and this shall not count as a turndown. Employees have rehiring rights as specified in Article 5, Recruitment and Employment. Bargaining unit employees whose names are on the layoff list will be offered temporary positions, excluding temporary no-post positions, for which they are qualified, in University seniority order. An employee's name may remain on the layoff list if they are re-employed in a position outside their applicable definition of layoff per Section 3 A-D and/or appointment type (temporary or continuing) or in a lower class as in Section 10, but this shall not extend the two year or three (3) year maximum. An employee who has exhausted their rights on the layoff list shall be considered as having resigned in good standing.
LAYOFF LIST RIGHTS. The employee's name shall remain on the layoff list for a period not to exceed two (2) years or three (3) years outside the seven (7) county metropolitan area, from the effective date of layoff, or until the employee has returned to work at the University within that time, unless the employee returns to a lower class or layoff condition from which they were laid off, in which case, the employee’s name shall remain on the layoff list so they will be offered vacancies in the same class from which they were laid off for two
LAYOFF LIST RIGHTS. The employee's name shall remain on the layoff list for a period not to exceed two (2) years or three (3) years outside the seven
LAYOFF LIST RIGHTS. The employee's name shall remain on the layoff list for a period not to exceed two (2) years or three (3) years outside the seven (7) county metropolitan area, from the effective date of layoff, or until the employee has returned to work at the University within that time, unless the employee returns to a lower class or layoff condition from which s/he was laid off, in which case, the employee’s name shall remain on the layoff list so s/he will be offered vacancies in the same class from which s/he was laid off for two (2) years from the date of layoff. Once an employee is actually laid off, the employee may turn down reemployment to the first two (2) positions in the same class, immediate geographic area and within the applicable definition of layoff per Section 3A-D and appointment type (temporary or continuing) at a salary ninety (90) percent or more than the employee’s salary at the time of layoff and still remain on the layoff list. The employee must accept the third position or have his/her name removed from the layoff list.
