Layoff Notice. (a) If there are remaining redundant Employees after Article 32.10 and 32.11, the Employer shall give layoff notice to the most junior Employee(s) pursuant to Article 32.14 in the classification/classification grouping from which the Employer requested volunteers for the Transition Support Program.
(b) The Employees in receipt of layoff notice shall have the rights of an Employee in receipt of layoff notice pursuant to this Article.
Layoff Notice. Employees identified for layoff and the SEIU 1199NW union office shall receive not less than thirty (30) calendar days’ notice prior to the abolishment of the positions. The notice shall include the effective date of the layoff and a reference to the employee’s rights under this Article. The notice to the union shall also include the most recent classified hire date seniority list. Upon request, the Union and the Employer will meet to discuss possible alternatives to the layoff.
Layoff Notice.
(a) The Employer shall give regular full-time and regular part-time employees the following written notice of layoff or normal pay for that period in lieu of notice:
(1) an employee who has not completed the probation period - two weeks’ notice;
(2) an employee who has completed the probationary period - four weeks’ notice;
(3) three or more years’ seniority - one additional week per year to a maximum of eight weeks. Notice of layoff shall not apply where the Employer can establish that the layoff results from an act of God, fire, or flood.
(b) In the event that the Employer is unable to schedule a regular Community Health Worker on an ongoing basis to five hours below his/her weekly maximum under Article 15.4(a)(3) (Scheduling of Hours), the Employer may displace the employee.
(c) Upon request, an employee classified as a regular Community Health Worker shall be entitled to notice equivalent to that set out in (a) above in the event that there are no hours available for assignment to five hours below his/her weekly maximum for a period of four consecutive weeks.
Layoff Notice. The Employer shall notify regular employees, in writing, who are to be laid off, twenty (20) workdays plus five (5) workdays for each completed year of service, to a maximum of thirty (30) workdays prior to the effective date of layoff. Copies of such notifications will be forwarded to the Union. If the employee has not had the opportunity to work the requisite number of workdays after notice of layoff, he/she shall be paid in lieu of work for that part of the requisite number of workdays during which work was not made available.
Layoff Notice. 21 22 The Company will give at least two (2) weeks’ notice prior to layoff to the employees affected, except 23 when the layoff is caused by unexpected events (WARN Act definition).
Layoff Notice. No bargaining unit member shall be laid off or have their hours reduced pursuant to a reduction in the work force unless said bargaining unit member and the association shall have been notified of said layoff at least two (2) weeks prior to the effective date of the layoff.
Layoff Notice. The Employer will give the employee four (4) hours’ notice of layoff, when possible or four (4) hours pay in lieu of notice. The Employer will not be required to give notice of layoff when equipment failure, shortage of material, or other reasons beyond the control on the Employer causes a stoppage of operation.
Layoff Notice. Employee(s) whose positions have been abolished or reduced as described above shall be notified in writing at least twenty-eight (28) calendar days before the effective date of an employee's layoff, except in emergencies. Employees who will be bumped by another employee shall be notified in writing at least twenty one (21) calendar days before the effective date of the bump, except in emergencies. A copy of the layoff notice, which must identify the specific position(s) to which an employee has rights to bump, will be sent to the appropriate Human Resources Department and to the Union and shall include the reasons for the abolition or reduction of the position as per Section 1, an explanation of the employee's bumping rights, and a reference to the possible impact of layoff on unemployment benefits should bumping rights not be exercised. Should a layoff notice fail to include the specific position to which an employee has bumping rights or fail to identify if there are no bumping rights, then a new layoff notice of twenty one (21) or fourteen (14) days shall be issued, and a new deadline is established for the decision whether or not to bump. Once layoff notice has been issued, affected employees shall be granted up to one and one-half (1.5) straight time paid hours per week to interview for other University positions. Time in excess of one and one-half (1.5) hours may be charged to accumulated vacation leave or compensatory time or be taken without pay. The employee must request such time off from his/her supervisor. If an employee with a continuing appointment is not hired in a vacancy per Article 5, Recruitment and Employment, Section 3A, or does not take one of the Alternatives to Layoff identified in the MOU, the bumping procedures detailed below shall come into effect upon the effective date of the layoff. (See also Section 7D and Section 10, paragraph 2).
Layoff Notice. Affected members shall receive notice at least twenty-one (21) calendar days prior to the effective day of layoff. The notice shall specify the reason(s) for the layoff, whether the layoff is anticipated to be of a permanent nature (more than one year's duration), a statement advising the member to maintain a current address with the District and a statement advising the member of the member's reinstatement rights consistent with this Article.
Layoff Notice. No employee shall be laid off pursuant to a necessary reduction in the work force unless said employee shall have been notified of said layoff at least thirty (30) calendar days prior to the effective date of the layoff.
