Layoff Privileges Sample Clauses
The Layoff Privileges clause defines the rights and procedures an employer has to temporarily or permanently lay off employees under certain conditions. Typically, this clause outlines the circumstances under which layoffs may occur, such as economic downturns or restructuring, and may specify notice periods, severance entitlements, or recall rights for affected employees. Its core practical function is to provide a clear framework for both employer and employee regarding the process and implications of layoffs, thereby reducing uncertainty and potential disputes during workforce reductions.
Layoff Privileges. The following are the options open to affected individuals in each layoff instance:
A. Displacing in a Lower Class An employee affected by layoff may, at his/her discretion, in lieu of layoff, displace an employee in a class previously held by the employee. Retention point computation for displacement purposes are made as determined for the original layoff. This is considered a voluntary demotion.
Layoff Privileges. The following are the options open to affected individuals in each layoff instance:
A. Displacing in a Lower Class - An employee affected by layoff may, at the employee’s discretion, in lieu of layoff, displace an employee in a class previously held by the employee. Retention point computation for displacement purposes are made as determined for the original layoff. This is considered a voluntary demotion.
B. Restoration - Restoration shall be in inverse order of layoff. Names of employees with regular civil service status who have been laid off will be placed on an appropriate restoration list for their classification and department in order of Retention Points. The list will extend for a period of two (2) years. Employees shall also have restoration rights to a classification which has been replaced by a reclassification of the classification which the person previously had civil service status, provided that the duties have remained essentially the same. This list shall be maintained in the Department of Human Resources. This includes employees taking voluntary demotions in lieu of layoff who shall be placed on a restoration list for the class from which they were reduced. Three refusals to accept restoration from a departmental layoff list will remove the eligible individual's name from that list unless the offer of restoration is in excess of twenty five (25) miles from the geographical location of the position from which the employee was laid off. A person notified of an offer of restoration must respond within ten (10) working days from the proof of service date. Offers of reemployment shall be sent by first class mail to the last address on file in the Department of Human Resources. It is the employee's responsibility to insure that a current address is provided to Human Resources.
C. Transfer and Demotion - Employees to be laid off may be permitted to transfer or demote at the discretion of the appropriate Department Head(s) prior to the layoff effective date. Transfer or demotion may be made to any funded vacant position where the employee meets the minimum qualifications. However, transfer will not be permitted to a position in another County department if a departmental layoff list exists for that class. When an employee transfers or demotes in accord with provisions of this Article and is required by the Department Head or designee to complete a new probationary period, which results in the employee’s rejection during probation, the employee s...
Layoff Privileges. The following are the options open to affected individuals in each layoff instance:
Layoff Privileges. Within the employee's current department, at his or her discretion, an employee affected by layoff may displace an employee in the class in which the affected employee previously held permanent status in that department within the previous five years. Employees may only displace other employees with less seniority. Seniority computation for displacement purposes is made on the same basis as for the original layoff.
Layoff Privileges. A. At the employee’s discretion, an employee affected by layoff may displace an employee in the Sheriff’s Office in a class in which the affected employee previously held permanent status in the Sheriff’s Office within the previous five years. An employee may only displace the least senior employee within the lower class. Seniority computation for displacement purposes is made on the same basis as for the original layoff.
B. Any employee laid off shall be placed on a reinstatement list for two years, beginning the effective date of the layoff. Any employee reinstated must pass a fitness-for-duty examination and must meet the current standards of the classification. The employee on the reinstatement list has the responsibility to keep the County informed as to his/her current address. Failure to do so shall result in the loss of reinstatement rights.
Layoff Privileges. The following are the options open to affected individuals in each layoff instance:
A. Displacing in a Lower Class - An employee affected by layoff may at his/her discretion in lieu of layoff displace an employee in a lower classification who has fewer retention points, whether or not the affected employee was previously employed in that lower classification. (Example: the Board of Supervisors determines to lay off a Sr. Deputy County Counsel. Employee A, the Senior Deputy County Counsel with the fewest retention points, has fifty (50) points. Employee A may elect to displace a Deputy County Counsel who has forty-nine (49) points or fewer, even if Employee A was initially hired as a Sr. Deputy County Counsel and never served as a Deputy County Counsel). Displacement in lieu of lay off is considered a voluntary demotion.
B. Restoration - Restoration shall be in inverse order of layoff. Names of employees with permanent status who have been laid off will be placed on an appropriate restoration list for their classification and department in order of Retention Points accumulated in the respective classification. The list will extend for a period of two (2) years from the date of layoff. Employees shall also have restoration rights to a classification which has been replaced by a reclassification of the classification which the person previously held permanent status, provided that the duties have remained essentially the same. This list shall be maintained in the Human Resources Department. This includes employees taking voluntary demotions in lieu of layoff who shall be placed on a restoration list for the class from which they were reduced.