Common use of Layoff Policy Clause in Contracts

Layoff Policy. An appointing authority may initiate a layoff for a regular help position(s) due to administrative reorganization, lack of work, or lack of appropriation by advising the Director - Human Resources of the number of positions, classifications, department involved, and the effective layoff date. Layoffs may occur as a result of a Board action, such as adoption of the County budget but do not require the express authorization of the Board of Supervisors to proceed. The Director - Human Resources shall establish a seniority list and shall consider employee status, length of service, and efficiency in determining which employee or employees are to be laid off and shall, in writing, inform the appointing authority and affected employees. Regular help employees appointed to a position with Butte County shall receive credit for compensated regular help employment that has not been broken by a permanent separation. When there has been a permanent separation, credit shall be given only for regular help employment following such break in service. The seniority status accrued by those incumbent employees in the Employment and Social Services Department, Health, and Civil Disaster Departments under the Local Agency Human Resources Standards prior to August 7, l976, shall remain on accrual. One point seniority credit shall be given for each calendar month of regular help employment or any portion thereof excluding extended leaves of absence. Regular employees working part-time schedules will be given fractional point credit for each month of service on a prorated basis. Twelve (12) points shall be subtracted from the seniority score of an employee who received a disciplinary action which included demotion, suspension or salary reduction. When two or more employees have the same total seniority score, the tie shall be broken and preference given in the following sequence: a) Employees with the greatest seniority in the department and the class in which layoff is being made and in related higher classes. b) Employees with the greatest seniority in the class in which the layoff is being made and in related higher classes. c) Employees with the greatest seniority in the department. d) Employees whose names are drawn by lot by the Director - Human Resources. Employees in the same class within a department of layoff shall be separated during a reduction-in-force in the following appointment type sequence: a) Extra Help and Emergency b) Provisional and Probationary c) Permanent Separation of employees shall be in the order in which their names appear on the seniority list for the affected class, with those persons having the least seniority credit being the first separated.

Layoff Policy. An appointing authority may initiate a layoff for a regular help position(s) due to administrative reorganization, lack of work, or lack of appropriation by advising the Director - Human Resources of the number of positions, classifications, department involved, and the effective layoff date. Layoffs may occur as a result of a Board action, such as adoption of the County budget but do not require the express authorization of the Board of Supervisors to proceed. The Director - Human Resources shall establish a seniority list and shall consider employee status, length of service, and efficiency in determining which employee or employees are to be laid off and shall, in writing, inform the appointing authority and affected employees. Regular help employees appointed to a position with Butte County shall receive credit for compensated regular help employment that has not been broken by a permanent separation. When there has been a permanent separation, credit shall be given only for regular help employment following such break in service. The seniority status accrued by those incumbent employees prior to the implementation of the 2022 classification study will count towards seniority in the Employment and Social Services Departmentnewly created classification. As an example, Healthif someone had 48 seniority points as an Administrative Analyst, and Civil Disaster Departments under the Local Agency Human Resources Standards prior to August 7, l976, shall remain on accrual48 seniority points would be included in the seniority for the employee now working in the Administrative Analyst II classification. One point seniority credit shall be given for each calendar month of regular help employment or any portion thereof excluding extended leaves of absence. Regular employees working part-time schedules will be given fractional point credit for each month of service on a prorated basis. Twelve (12) points shall be subtracted from the seniority score of an employee who received a disciplinary action which included demotion, suspension or salary reduction. When two or more employees have the same total seniority score, the tie shall be broken and preference given in the following sequence: a) Employees with the greatest seniority in the department and the class in which layoff is being made and in related higher classes. b) Employees with the greatest seniority in the class in which the layoff is being made and in related higher classes. c) Employees with the greatest seniority in the department. d) Employees whose names are drawn by lot by the Director - Human Resources. Employees in the same class within a department of layoff shall be separated during a reduction-in-force in the following appointment type sequence: a) Extra Help and Emergency b) Provisional and Probationary c) Permanent Separation of employees shall be in the order in which their names appear on the seniority list for the affected class, with those persons having the least seniority credit being the first separated.

Layoff Policy. An appointing authority may initiate In the event of reductions in force due to fiscal constraints or changes in workload which would result in the need to lay off one or more employees in a layoff for job class represented by the Union, the employee(s) being laid off would be the employee(s) with the least seniority in the job class, as provided below: Seniority in a regular help job class shall be determined by permanent full-time length of service in the job class of the position(s) due to administrative reorganization, lack of work, or lack of appropriation by advising the Director - Human Resources of the number of positions, classifications, department involved, and the effective layoff date. Layoffs may occur as a result of a Board action, such as adoption of the County budget but do not require the express authorization of the Board of Supervisors to proceed. The Director - Human Resources shall establish a seniority list being reduced and shall consider employee status, length of service, and efficiency in determining be used to determine which employee or employees are to be employee(s) is laid off and shall, in writing, inform off. In the appointing authority and affected employees. Regular help employees appointed to a position with Butte County shall receive credit for compensated regular help employment event that has not been broken by a permanent separation. When there has been a permanent separation, credit shall be given only for regular help employment following such break in service. The seniority status accrued by those incumbent employees in the Employment and Social Services Department, Health, and Civil Disaster Departments under the Local Agency Human Resources Standards prior to August 7, l976, shall remain on accrual. One point seniority credit shall be given for each calendar month of regular help employment or any portion thereof excluding extended leaves of absence. Regular employees working part-time schedules will be given fractional point credit for each month of service on a prorated basis. Twelve (12) points shall be subtracted from the seniority score of an employee who received a disciplinary action which included demotion, suspension or salary reduction. When two or more employees have are hired on the same total seniority scoreday, the tie placement on the eligibility list shall be broken and preference given the determinant. In the event that there are no other positions in the following sequence: ajob class being reduced, and if the incumbent has had status (passed probation) Employees in a lower job class, that employee may be moved into a position in the lower job class. Except as provided in Section 3 of this Article, the employee in the higher level job class will have super seniority over all individuals in the lower job class, regardless of full-time length of service with the greatest seniority City. If the lower-level position is filled, the employee in that position would follow the same Layoff Policy (bumping procedure) until the least senior individual is identified for layoff. Reductions in force which would result in the department and termination of any employee hired prior to July 1, 2003, who has served with uninterrupted service since that date, shall be determined instead based on seniority among all of the employees in the lower job class. Any employee who is reassigned to a lower job class due to a reduction in force under Section 2 of this Article shall be "y-rated" until such time as his/her salary is consistent with the then-current salary for the job class to which layoff he/she has been reassigned. In the event that a position which is being made and eliminated is filled by an incumbent who does not have status in related higher classes. b) a lower job class, that incumbent may be reassigned to any vacant position for which that incumbent meets the minimum qualifications as determined by the Human Resources Coordinator of the City. An employee who is reassigned to a vacant position under Section 5 of this Article shall be paid at a step within the salary range for that position which is consistent with his/her qualifications for that position as determined by the Human Resources Coordinator of the City. Employees with the greatest seniority who are laid off will be placed on a reinstatement list in the job class in for which the layoff is being made they have attained status, and in related higher classes. c) Employees with the greatest seniority in the department. d) Employees whose names are drawn by lot by the Director - Human Resources. Employees in the same class will be eligible to be reinstated within a department of layoff shall be separated during a reductionone-in-force in the following appointment type sequence: a) Extra Help and Emergency b) Provisional and Probationary c) Permanent Separation of employees shall be in the order in which their names appear on the seniority list for the affected class, with those persons having the least seniority credit being the first separatedyear period.