Common use of Layoff Policy Clause in Contracts

Layoff Policy. The systems shall include one or more layoff policies for salaried University employees who lose their jobs for reasons other than their job performance or conduct, such as a reduction in force or reorganization at the University. These University layoff policies shall govern such issues as (i) whether there is a need to effect a layoff; (ii) actions to be taken prior to a layoff; (iii) notice to employees affected by a layoff; (iv) placement options within the University or its respective major divisions and within other parts of the University; (v) the preferential employment rights, if any, of various University employees; (vi) the effect of layoff on leave and service; and (vii) the policy for recalling employees. In accordance with the terms of the Act, University employees who (a) were employed prior to the effective date of the University's initial management agreement with the Commonwealth; (b) would otherwise be eligible for severance benefits under the Workforce Transition Act of 1995, Chapter 32 (§ 2.2-3200 et seq.) of Title 2.2 of the Code of Virginia; (c) were covered by the Virginia Personnel Act, Chapter 29 (§ 2.2-2900 et seq.) of Title 2.2 of the Code of Virginia, prior to that effective date; and (d) are separated because of a reduction in force shall have the same preferential hiring rights with state agencies and other executive branch institutions as classified employees have under § 2.2-3201 of the Code of Virginia. Conversely, the University shall recognize the hiring preference conferred by § 2.2-3201 of the Code of Virginia on state employees who were hired by a state agency or executive branch institution before the effective date of the University's initial management agreement with the Commonwealth and who were separated after that date by that state agency or executive branch institution because of a reduction in workforce. If the University has adopted a classification system pursuant to § 23.1-1021 of the Act that differs from the classification system administered by the Department of Human Resource Management, the University shall classify the separated employee according to its classification system and shall place the separated employee appropriately. The University may include separate policies for reasonably distinguishable groups of University employees. On or after the effective date of the University's initial management agreement with the Commonwealth, all employees from other state agencies and executive branch institutions who are placed by the University under the provisions of the State Layoff Policy shall be participating covered employees.

Layoff Policy. The systems shall include one or more layoff policies for salaried University employees who lose their jobs for reasons other than their job performance or conduct, such as a reduction in force or reorganization at the University. These University layoff policies shall govern such issues as (i) whether there is a need to effect a layoff; , (ii) actions to be taken prior to a layoff; , (iii) notice to employees affected by a layoff; , (iv) placement options within the University or its respective major divisions and within other parts of the University; , (v) the preferential employment rights, if any, of various University employees; , (vi) the effect of layoff on leave and service; , and (vii) the policy for recalling employees. In accordance with the terms of the Act, University employees who (a) were employed prior to the effective date of the University's initial management agreement with the Commonwealth; , (b) would otherwise be eligible for severance benefits under the Workforce Transition Act of 1995, Chapter 32 (§ 2.2-3200 et seq.) of Title 2.2 of the Code of Virginia; , (c) were covered by the Virginia Personnel Act, Chapter 29 (§ 2.2-2900 et seq.) of Title 2.2 of the Code of Virginia, prior to that effective date; , and (d) are separated because of a reduction in force shall have the same preferential hiring rights with state agencies and other executive branch institutions as classified employees have under § 2.2-3201 of the Code of Virginia. Conversely, the University shall recognize the hiring preference conferred by § 2.2-3201 of the Code of Virginia on state employees who were hired by a state agency or executive branch institution before the effective date of the University's initial management agreement with the Commonwealth and who were separated after that date by that state agency or executive branch institution because of a reduction in workforce. If the University has adopted a classification system pursuant to § 23.1-1021 of the Act that differs from the classification system administered by the Department of Human Resource Management, the University shall classify the separated employee according to its classification system and shall place the separated employee appropriately. The University may include separate policies for reasonably distinguishable groups of University employees. On or after the effective date of the University's initial management agreement with the Commonwealth, all employees from other state agencies and executive branch institutions who are placed by the University under the provisions of the State Layoff Policy shall be participating covered employees.

Layoff Policy. The systems Systems shall include one or more layoff policies for salaried University employees who lose their jobs for reasons other than their job performance or conduct, such as a reduction in force or reorganization at the University. These University layoff policies shall govern such issues as (i) whether there is a need to effect a layoff; , (ii) actions to be taken prior to a layoff; , (iii) notice to employees affected by a layoff; , (iv) placement options within the University or its respective major divisions and within other parts of the University; , (v) the preferential employment rights, if any, of various University employees; , (vi) the effect of layoff on leave and service; , and (vii) the policy for recalling employees. In accordance with the terms of the Act, University employees who who: (a) were employed prior to the effective date Effective Date of the University's initial management agreement with the Commonwealth; Human Resources System, (b) would otherwise be eligible for severance benefits under the Workforce Transition Act of 1995Act, Chapter 32 (§ 2.2-3200 et seq.) of Title 2.2 of the Code of Virginia; (c) were covered by the Virginia Personnel Act, Chapter 29 (§ 2.2-2900 et seq.) of Title 2.2 of the Code of Virginia, Act prior to that effective date; Effective Date, and (d) are separated because of a reduction in force shall have the same preferential hiring rights with state State agencies and other executive branch institutions as classified employees Classified Employees have under § 2.2-3201 of the Code of Virginia. Conversely, the University shall recognize the hiring preference conferred by § 2.2-3201 of the Code of Virginia on state State employees who were hired by a state State agency or executive branch institution before the effective date Effective Date of the University's initial management agreement with the Commonwealth Human Resources System and who were separated after that date by that state State agency or executive branch institution because of a reduction in workforce. If the University has adopted a classification system pursuant to § 23.123-1021 38.116 of the Act that differs from the classification system administered by the Department of Human Resource Management, the University shall classify the separated employee according to its classification system and shall place the separated employee appropriately. The University may include separate policies for reasonably distinguishable groups of University employees. On or after the effective date Effective Date of the University's initial management agreement with the CommonwealthHuman Resources System, all employees from other state State agencies and executive branch institutions who are placed by the University under the provisions of the State Layoff Policy shall be participating covered employeesParticipating Covered Employees.

Layoff Policy. The systems Systems shall include one or more layoff policies for salaried University College employees who lose their jobs for reasons other than their job performance or conduct, such as a reduction in force or reorganization at the UniversityCollege. These University College layoff policies shall govern such issues as (i) whether there is a need to effect a layoff; , (ii) actions to be taken prior to a layoff; , (iii) notice to employees affected by a layoff; , (iv) placement options within the University College or its respective major divisions and within other parts of the University; College, (v) the preferential employment rights, if any, of various University College employees; , (vi) the effect of layoff on leave and service; , and (vii) the policy for recalling employees. In accordance with the terms of the Act, University College employees who who: (ai) were employed prior to the effective date Effective Date of the University's College’s initial management agreement Management Agreement with the Commonwealth; , (bii) would otherwise be eligible for severance benefits under the Workforce Transition Act of 1995Act, Chapter 32 (§ 2.2-3200 et seq.) of Title 2.2 of the Code of Virginia; (ciii) were covered by the Virginia Personnel Act, Chapter 29 (§ 2.2-2900 et seq.) of Title 2.2 of the Code of Virginia, Act prior to that effective date; Effective Date, and (div) are separated because of a reduction in force shall have the same preferential hiring rights with state State agencies and other executive branch institutions as classified employees Classified Employees have under § 2.2-3201 of the Code of Virginia. Conversely, the University College shall recognize the hiring preference conferred by § 2.2-2.2- 3201 of the Code of Virginia on state State employees who were hired by a state State agency or executive branch institution before the effective date Effective Date of the University's College’s initial management agreement Management Agreement with the Commonwealth and who were separated after that date by that state State agency or executive branch institution because of a reduction in workforce. If the University College has adopted a classification system pursuant to § 23.123-1021 38.116 of the Act that differs from the classification system administered by the Department of Human Resource Management, the University College shall classify the separated employee according to its classification system and shall place the separated employee appropriately. The University College may include separate policies for reasonably distinguishable groups of University College employees. On or after the effective date Effective Date of the University's College’s initial management agreement Management Agreement with the Commonwealth, all employees from other state State agencies and executive branch institutions who are placed by the University College under the provisions of the State Layoff Policy shall be participating covered employeesParticipating Covered Employees.