Common use of Layoff Privileges Clause in Contracts

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 Employees shall also have restoration rights to a classification which has been replaced by a reclassification of the classification which the person previously had civil service status, provided that the duties have remained essentially the same.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 shall not be required to forfeit the employee’s status on any layoff list. D. Placement in Other Departments - In accordance with rules on order of layoff, an employee who shall be laid off shall have a right to be placed in a vacant position in the same class in another department which the department has determined to fill. Referral to vacant positions shall be offered based upon the inverse order of layoff. The new appointing authority shall have up to one hundred twenty (120) days to evaluate the employee's performance. If the appointing authority determines that the employee's performance does not meet job standards, the employee will be returned to the layoff list. The employee will, in accordance with the rules on restoration, be eligible for placement in another vacant position in the same class which a department has determined to fill, according to the provisions above. E. Separation from County Service - Employees who are to be laid off have the option of leaving County service rather than displacing in a lower class, transferring or demoting. In the event an employee is laid off for an indefinite period, the employee may, upon request, receive payment for those benefits normally given to terminated employees. F. Employment Interviews - Department Heads who are referred the names of individuals designated for layoff and who have requested transfers shall ensure that such persons are provided an employment interview.

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 his/her discretion, in lieu of layoff, displace an employee in a class previously held by the employeeemployee or in succeeding lower classes in the class series who has less retention points. 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 Pointsretention 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 regular civil service servant 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 employeeindividual's responsibility to insure ensure that a current address is provided to the Department of 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(sappointing authority(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 accordance with provisions of this Article and is required by the Department Head or designee appointing authority to complete a new probationary period, which results in the employee’s his rejection during probation, the employee he/she shall not be required to forfeit the employee’s his/her status on any layoff list. D. Placement in In Other Departments - In accordance with rules on order of layoff, an employee who shall be laid off shall have a right to be placed in a vacant position in the same class in another department which the department has determined to fill. Referral to vacant positions shall be offered based upon the inverse order of layoff. The new appointing authority shall have up to one hundred twenty six (1206) days months to evaluate the employee's performance. If the appointing authority determines that the employee's performance does not meet job standards, the employee will be returned to the layoff list. The employee will, in accordance with the rules on restoration, be eligible for placement in another vacant position in the same class which a department has determined to fill, according to the provisions above. E. Separation from County Service - Employees who are to be laid off have the option of leaving County service rather than displacing in a lower class, transferring transferring, or demoting. In the event an employee is laid off for an indefinite period, the employee he/she may, upon request, receive payment for those benefits normally given to terminated employees. F. Employment Interviews - Department Heads appointing authority(s) who are referred the names of individuals designated for layoff and who have requested transfers shall ensure that such persons are provided an employment interview.

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, may at the employee’s discretion, his/her discretion in lieu of layoff, layoff displace an employee in a class lower classification who has fewer retention points, whether or not the affected employee was previously held by employed in that lower classification. (Example: the employeeBoard determines to lay off a Senior Deputy County Counsel. Retention point computation for displacement purposes are made Employee A, the Senior Deputy County Counsel with the fewest retention points, has 50 points. Employee A may elect to displace a Deputy County Counsel who has 49 points or fewer, even if Employee A was initially hired as determined for the original layoffa Senior Deputy County Counsel and never served as a Deputy County Counsel). This 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 regular civil service permanent status who have been laid off will be placed on an appropriate restoration list for their classification and department in order of Retention PointsPoints accumulated in the respective classification. The list will extend for a period of two (2) yearsyears 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 had civil service held permanent status, provided that the duties have remained essentially the same. This list shall be maintained in the Department of Human ResourcesResources 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. 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 mailing date. Offers of reemployment restoration shall be sent by first class mail to the last address on 'file in the Department of Human ResourcesResources Department. It is the employee's responsibility to insure that a current address is provided to the County Human ResourcesResources Department. 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 accordance with provisions of this the Article and is required by the Department Head or designee to complete a new probationary period, which results in the employee’s his/her rejection during probation, the employee he/she shall not be required to forfeit the employee’s his status on any layoff list. D. Placement in In Other Departments - In accordance with rules on order of layoff, an employee who shall be laid off shall have a right to be placed in a vacant position in the same class in another department which the department has determined to fill. Referral to a vacant positions position shall be offered based upon the inverse order of layoff. The new appointing authority shall have up to one hundred twenty ninety (12090) days to evaluate the employee's performance. If the appointing authority determines that the employee's performance does not meet job standardsstandard, the employee will be returned to the layoff list. The employee will, in accordance with the rules on restoration, be eligible for placement in another vacant position in the same class which a department has determined to fill, according to the provisions above. E. Separation from County Service - Employees who are to be laid off have the option of leaving County service rather than displacing in a lower class, transferring or demoting. In the event an employee is laid off for an indefinite period, the employee may, upon request, receive payment for those benefits normally given to terminated employees. F. Employment Interviews - Department Heads who are referred the names of individuals designated for layoff and who have requested transfers shall ensure that such persons are provided an employment interview.

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 his/her discretion, in lieu of layoff, displace an employee in a class previously held by the employeeemployee or in succeeding lower classes in the class series who has less retention points. 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 Pointsretention 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 regular civil service servant 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 his rejection during probation, the employee he shall not be required to forfeit the employee’s his status on any layoff list. D. Placement in In Other Departments - In accordance with rules on order of layoff, an employee who shall be laid off shall have a right to be placed in a vacant position in the same class in another department which the department has determined to fill. Referral to vacant positions shall be offered based upon the inverse order of layoff. The new appointing authority shall have up to one hundred twenty (120) days to evaluate the employee's performance. If the appointing authority determines that the employee's performance does not meet job standards, the employee will be returned to the layoff list. The employee will, in accordance with the rules on restoration, be eligible for placement in another vacant position in the same class which a department has determined to fill, according to the provisions above. E. Separation from County Service - Employees who are to be laid off have the option of leaving County service rather than displacing in a lower class, transferring or demoting. In the event an employee is laid off for an indefinite period, the employee may, upon request, receive payment for those benefits normally given to terminated employees. F. Employment Interviews - Department Heads who are referred the names of individuals designated for layoff and who have requested transfers shall ensure that such persons are provided an employment interview.of

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 his/her discretion, in lieu of layoff, displace an employee in a class previously held by the employeeemployee or in succeeding lower classes in the class series who has less retention points. 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 Pointsretention 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 regular civil service servant 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 his rejection during probation, the employee he shall not be required to forfeit the employee’s his status on any layoff list. D. Placement in In Other Departments - In accordance with rules on order of layoff, an employee who shall be laid off shall have a right to be placed in a vacant position in the same class in another department which the department has determined to fill. Referral to vacant positions shall be offered based upon the inverse order of layoff. The new appointing authority shall have up to one hundred twenty six (1206) days months to evaluate the employee's performance. If the appointing authority determines that the employee's performance does not meet job standards, the employee will be returned to the layoff list. The employee will, in accordance with the rules on restoration, be eligible for placement in another vacant position in the same class which a department has determined to fill, according to the provisions above. E. Separation from County Service - Employees who are to be laid off have the option of leaving County service rather than displacing in a lower class, transferring or demoting. In the event an employee is laid off for an indefinite period, the employee he/she may, upon request, receive payment for those benefits normally given to terminated employees. F. Employment Interviews - Department Heads who are referred the names of individuals designated for layoff and who have requested transfers shall ensure that such persons are provided an employment interview.

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, may at the employee’s discretion, his/her discretion in lieu of layoff, layoff displace an employee in a class lower classification who has fewer retention points, whether or not the affected employee was previously held by employed in that lower classification. (Example: the employeeBoard of Supervisors determines to lay off a Sr. Retention point computation for displacement purposes are made 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 determined for the original layoffa Sr. This 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 regular civil service permanent status who have been laid off will be placed on an appropriate restoration list for their classification and department in order of Retention PointsPoints accumulated in the respective classification. The list will extend for a period of two (2) yearsyears 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 had civil service held permanent status, provided that the duties have remained essentially the same. This list shall be maintained in the Department of Human ResourcesResources 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. 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 shall not be required to forfeit the employee’s status on any layoff list. D. Placement in Other Departments - In accordance with rules on order of layoff, an employee who shall be laid off shall have a right to be placed in a vacant position in the same class in another department which the department has determined to fill. Referral to vacant positions shall be offered based upon the inverse order of layoff. The new appointing authority shall have up to one hundred twenty (120) days to evaluate the employee's performance. If the appointing authority determines that the employee's performance does not meet job standards, the employee will be returned to the layoff list. The employee will, in accordance with the rules on restoration, be eligible for placement in another vacant position in the same class which a department has determined to fill, according to the provisions above. E. Separation from County Service - Employees who are to be laid off have the option of leaving County service rather than displacing in a lower class, transferring or demoting. In the event an employee is laid off for an indefinite period, the employee may, upon request, receive payment for those benefits normally given to terminated employees. F. Employment Interviews - Department Heads who are referred the names of individuals designated for layoff and who have requested transfers shall ensure that such persons are provided an employment interview.