Layoff Procedure. A. Once the University determines the need for a layoff exists, it shall employ the following procedure:
1. If at any time during the layoff process an employee submits his notice of retirement, resignation or volunteers for layoff, the University will review its layoff rationale. Where appropriate, the University may curtail staff reductions and/or recall laid-off employee(s). The University shall first lay off non-bargaining unit temporary employees with the same job classification and within the department(s) where the layoff(s) occurs. The University shall then lay off probationary employees with the same job classification and within the affected department(s). The University shall then lay off part-time employees with the same job classification and within the affected department(s).
2. If further reductions are required, employees in the affected job classification(s) shall be laid off as follows:
a. any employees in the affected classification who have active discipline at the suspension (whether a working suspension or unpaid suspension) level or covered by a “last chance agreement” for conduct other than that covered by Article 41, or
b. any employees who have an overall performance evaluation rating below standards (i.e. a “needs improvement” rating or below) for the two most recent performance evaluation rating periods, or
c. in the inverse order of seniority. The remaining employees within the department or unit must be immediately qualified to perform the required work. For purposes of layoff, placement, bumping, and recall, “immediately qualified” shall be defined as meeting the minimum and preferred qualifications for the position to perform the work, with the exception of the Technology Scale, where “immediately qualified” shall be defined as meeting the minimum qualifications for the position to perform the required work. In determining whether the employee is immediately qualified, the University shall give consideration to ability, aptitude, skill, experience, qualifications as stated in the job description. The determination of qualifications is the responsibility of the University. If the University determines that an employee is not qualified, the employee shall have the right to grieve such decision. Part-time employees shall be laid off before full-time employees, and part-time employees cannot bump full-time employees. Similarly, temporary employees cannot bump regular or funds available employees, regardless of seniority.
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Layoff Procedure. Whenever there is a reduction in force, one or all of the following may occur, until the situation which necessitated the reduction in force has been eliminated:
Layoff Procedure. Where the layoff of a bargaining unit member is necessary, and provided ability, skill, and qualifications are sufficient to perform the job, employees shall be laid off in reverse order of seniority.
Layoff Procedure. A layoff is defined as a separation from state service for involuntary reasons other than resignation, not reflecting discredit on an employee. For the purposes of layoff the Criminal Investigator and Criminal Financial Investigator shall be treated as one classification. The layoff procedure shall occur in the following manner:
a. The Department shall determine the classification(s) affected and the employees in the affected classification(s) shall be notified of their potential layoff. An employee shall be given written notice of layoff as far in advance as possible, but not less than thirty (30) calendar days before the effective date, stating the reason(s) for the layoff. The Department shall notify, in writing, all affected employees of their seniority. The Department shall notify the CIA, in writing, of the seniority of all employees in all affected classifications.
b. All non-regular status employees/temporaries working in the affected classification(s) in which a layoff may occur shall be terminated prior to the actual layoff of trial service or regular status employees. A trial service employee shall be laid off prior to the layoff of any regular status employee.
c. Employees shall be laid off and seniority calculated within the following separate categories:
1. Permanent full-time positions
2. Permanent part-time positions
d. Regular status employees shall be laid off on the basis of inverse classification seniority. For purposes of administering the layoff provisions of this Article, classification seniority is defined as the length of an employee’s continuous service in the Criminal Investigator and Criminal Financial Investigator classifications excluding temporary service, or a break in service which is defined as a separation or interruption of employment without pay of more than one (1) year. All part-time service shall be credited on a prorated basis. If two (2) or more employees have equal service credit, the order of layoff shall be in inverse of the greatest length of continuous state service. Any trial service employee who is laid off shall not be placed on the Department layoff list but shall be restored to the eligible list from which certification was made if the eligible list is still active. Restoration of the list shall be for the remaining period of eligibility that existed at the time of appointment from the list. Regular status employees shall be placed on the Department layoff list for the classification held at time of layof...
Layoff Procedure. In cases where ability, experience, qualifications, special skills, and physical fitness, where applicable, as determined by the Employer, are equal according to objective tests or standards reflecting the functions of the job concerned, employees shall be laid off in reverse order of seniority.
Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted:
(a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees).
(b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded.
(c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below.
(i) Student workers in the area will be laid off first;
(ii) Auxiliary workers and employees will be laid off next;
(iii) Type C and D probationary employees will be laid off next;
(iv) Type C and Type D employees will be laid off next;
(v) Type A probationary employees will be laid off next;
(vi) Type A non-probationary employees will be laid off only after the preceding categories.
(i) Student workers in the area will be laid off first;
(ii) Auxiliary workers and employees will be laid off next;
(iii) Probationary Sessionals will be laid off next;
(iv) Sessionals will be laid off next;
(v) Limited Term faculty will be laid off next.
(vi) Probationary Type B faculty will be laid off next;
(vii) Non-probationary Type B faculty will be laid off only after the preceding categories.
Layoff Procedure. When a College decides that circumstances require a reduction in personnel in any position the following provisions shall apply:
Layoff Procedure a. In the event of a long term or permanent layoff, the Employer shall recognize the seniority standing of each employee by laying off employees within the affected classification(s) in reverse order of bargaining unit seniority to the extent provided for below, provided that there remain on the job employees who have the immediate ability and qualifications to perform the available work without training other than a reasonable familiarization period.
b. A full-time employee who is subject to permanent or long-term layoff shall have the following options:
i. accept the layoff; or
ii. bump a full-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d) and e); or
iii. in the event that the full-time employee has no option to bump another full-time employee pursuant to ii) above, the full-time employee shall have the right to bump a part-time employee who has lesser bargaining unit seniority and is within the same classification or an identical or lower paying classification. (This bumping entitlement is subject to 10.03 d) and e). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff.
c. A part-time employee who is subject to permanent or long term layoff shall have the right to either:
i. accept the layoff; or
ii. bump a part-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff.
d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(s) and the same number of regularly scheduled hours), the employee must bump the least senior of these.
e. It is...
Layoff Procedure. When the College determines that a reduction in the number of employees or a reduction in the employee's hours of work is necessary, the following procedures will be adopted:
6.6.2.1 The College will provide advance notice to the Union and the affected employee(s), with reasons for the anticipated layoff, in accordance with 6.6.3.
6.6.2.2 During the notice period, the College and the Union shall meet to discuss alternatives to layoff.
6.6.2.3 Length of service and category of employee shall be the deciding factors governing layoff and recall after layoff except where by mutual agreement between the Employer and the Union, the senior employee does not have the qualifications and experience necessary to perform the work to be done.
6.6.2.4 The order of layoff shall be as follows:
(a) casual employees shall be laid off first;
(b) sessional employees shall be laid off second;
(c) regular employees shall be laid off last.
Layoff Procedure. For purposes for this agreement, the term classification shall be defined as a position in the bargaining unit, selection of which employees in a classification shall be laid off will be in inverse order of their seniority. Those with the lowest seniority will be selected first. Before any outside applicants are considered for any position, an employee selected for layoff may displace a less senior employee who is in a position for which the senior employee is qualified in another classification in the same salary range or a lower salary range To be considered for a position, the employee must successfully complete the required application process and demonstrate applicable skills as determined by a hiring committee which shall have at least one MEA appointed member. An employee selected for layoff must notify management of his or her intent to be considered for another position within 72 hours of receiving his or her notification of layoff. To the extent allowed by law, the order of reduction will be in conformance with and may be impacted by the District's affirmative action policy. Employees who are laid off shall be placed in a recall pool. Employees who are laid off may remain in the recall pool for up to two (2) years. Qualified employees from the recall pool will be selected to fill open positions by seniority prior to hiring new employees. Any employee in the recall pool who fails to respond to a recall notice within a calendar week or who declines an assignment shall lose recall rights with the District and the District shall have no obligation to rehire the person. The District will provide the Union with as much advance notice as possible of any layoffs, with a minimum of fourteen (14) days (2 weeks) Notice will include rationale for proposed layoffs in conjunction with Article 14, if applicable.
