Common use of Layoff Procedure Clause in Contracts

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.

Layoff Procedure. For purposes A. The District shall schedule a special Labor/Management meeting at least sixty (60) days prior to implementing paragraph 3 below of this layoff procedure when a district wide reduction in hours may result in one or more employees being laid-off. During the Labor/Management discussion the District shall specify the need for the reduction of staff and the severity of the reduction. At this agreementmeeting the District shall provide the Union with the following information: 1. Updated seniority lists (District and Building/Workgroup) 2. Documentation to support the necessity for the reductions 3. Plan of action, including the timelines the District is considering B. Prior to implementing A3 above of this procedure, the term classification Union shall be defined as have the opportunity to call a position in follow-up Labor/Management meeting to discuss alternative solutions to the bargaining unitlayoff, selection or solutions that may lower the impact of which employees in such a classification shall be laid off layoff. C. Employees will be laid-off by: 1. The reduction in hours procedure for the IA workgroup, provided that the District may elect to perform a layoff through section 3(b) of this procedure at their discretion. 2. Classification in inverse order of their senioritydistrict seniority for all workgroups other than IA’s. Those with the lowest seniority will be selected first. Before any outside applicants are considered for any position, an the first selected. X. Xx employee selected for layoff may displace a less senior the most junior employee who is in a position another building/workgroup, by district seniority, for which the senior employee is qualified and which does not result in another classification a wage increase. In lieu of displacing a junior employee, a senior employee identified for layoff may elect layoff. When employees are identified for layoff from buildings they shall be ordered on a list (Bumping Pool) with the District in order of District seniority. The District shall identify the number of employees that will be laid-off and develop a list of lowest District seniority employees (Bumping List). Those employees in the same salary range Bumping Pool may select a job from a junior employee on the Bumping List or a lower salary range To be considered for a position, the employee must successfully complete the required application process elect layoff and demonstrate applicable skills as determined by a hiring committee which such selection/election 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. writing. E. Employees who are laid laid-off shall or placed in a different workgroup will be placed in a recall pool. Employees who are laid off may remain in the recall pool for up to two one (21) 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 applicableyear.

Layoff Procedure. For purposes A. The District shall schedule a special Labor/Management meeting at least sixty (60) days prior to implementing paragraph 3 below of this layoff procedure when a district wide reduction in hours may result in one or more employees being laid-off. During the Labor/Management discussion the District shall specify the need for the reduction of staff and the severity of the reduction. At this agreementmeeting the District shall provide the Union with the following information: 1. Updated seniority lists (District and Building/Workgroup) 2. Documentation to support the necessity for the reductions 3. Plan of action, including the timelines the District is considering B. Prior to implementing A3 above of this procedure, the term classification Union shall be defined as have the opportunity to call a position in follow-up Labor/Management meeting to discuss alternative solutions to the bargaining unitlayoff, selection or solutions that may lower the impact of which employees in such a classification shall be laid off layoff. C. Employees will be laid-off by: 1. The reduction in hours procedure for the IA workgroup, provided that the District may elect to perform a layoff through section 3(b) of this procedure at their discretion. 2. Classification in inverse order of their senioritydistrict seniority for all workgroups other than IA’s. Those with the lowest seniority will be selected first. Before any outside applicants are considered for any position, an the first selected. D. An employee selected for layoff may displace a less senior the most junior employee who is in a position another building/workgroup, by district seniority, for which the senior employee is qualified and which does not result in another classification a wage increase. In lieu of displacing a junior employee, a senior employee identified for layoff may elect layoff. When employees are identified for layoff from buildings they shall be ordered on a list (Bumping Pool) with the District in order of District seniority. The District shall identify the number of employees that will be laid-off and develop a list of lowest District seniority employees (Bumping List). Those employees in the same salary range Bumping Pool may select a job from a junior employee on the Bumping List or a lower salary range To be considered for a position, the employee must successfully complete the required application process elect layoff and demonstrate applicable skills as determined by a hiring committee which such selection/election 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. writing. E. Employees who are laid laid-off shall or placed in a different workgroup will be placed in a recall pool. Employees who are laid off may remain in the recall pool for up to two one (21) 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 applicableyear.

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 their intent to be considered for another position within 72 seventy-two (72) hours of receiving his or her their 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 Association 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.

Layoff Procedure. For purposes for this agreementA. If it becomes necessary to reduce the number of employees in a job classification due to abolishment of positions, lack of funds, lack of work, by reasons of decreased enrollment of pupils, return to duty of regular employees after leave of absence, by reason of suspension of schools or territorial changes affecting the District, or other reasons as determined by the Administration and/or Board, the term classification following procedure may govern such layoff. B. Whenever it becomes necessary to lay off employees by reasons as stated above, affected employees shall be laid off according to seniority within the classification, with the least senior employee laid off first. Seniority shall be defined as the length of service with the Board in a position particular job classification computed from the original date of hire or appointment to their present classification. In the cases of identical seniority, the employee who was first hired by the Board shall be deemed to possess more seniority. Employees who have previously worked in a different classification(s) within the District shall have the right to bump the least senior employee in the bargaining unitprior classification(s). Any employee displaced from the maintenance classification may displace the least senior employee in the custodial classification. Any employee displaced from the bus mechanic classification may displace the least senior employee in the bus driver classification. All classified (SERS) employees are included in the seniority list based on their previous experience in classifications. C. The classifications in the District are as follows: 1. Custodian 2. Maintenance 3. Bus Driver 4. Bus Mechanic 5. Secretary 6. Aide (Media) 7. Aide (Study Hall, selection Teacher) 8. Aide (with 2, 4 year certificate) 9. Cook D. The Board shall determine in which classifications the layoff should occur and the number of which employees in a classification to be laid off. In the classifications of layoff, employees who possess limited contracts shall be laid off will be before any employee in inverse order the classification employed under a continuing contract is laid off. E. Prior to the effective date of their seniority. Those with layoffs, the lowest seniority will be selected first. Before any outside applicants are considered Board shall prepare and post for any position, an employee selected for layoff may displace a less senior employee who is inspection in a position for conspicuous place a list containing the names, seniority dates and classification, and indicate 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 employees are to be considered for another position within 72 hours of receiving his or her notification of layofflaid off. To the extent allowed by law, the order of reduction will Each employee to be in conformance with and may be impacted by the District's affirmative action policy. Employees who are laid off shall be placed given advance written notice of the layoff. F. For the classifications in which the layoffs occur, the Board shall prepare a recall poolreinstatement list and shall place employees on the reinstatement list in reverse order of layoff. Employees who Reinstatement shall be made from this list before any new employees are laid off may remain hired in the recall pool classification. G. Employees whose names appear on the reinstatement list shall have a right to be recalled to vacancies which occur in the classification of layoff on the basis of classification seniority before other persons on the list may be considered. If a vacancy occurs for up which there are no names on the layoff list in the classification of layoff, persons on the reinstatement list shall have a right to two be recalled to these other positions on a District-wide seniority basis if they are determined to be qualified for the vacant position by the Administration. The positions shall be offered in writing and must be accepted or rejected by the employee in writing within five (25) years. Qualified employees from days of the recall pool will be selected to fill open positions by seniority prior to hiring new employeesoffer. Any employee in on the recall pool who fails to respond to a recall notice within a calendar week or reinstatement list who declines an assignment reinstatement shall lose recall rights with be removed from the District and reinstatement name list. H. The employee's name shall remain on the District shall have no obligation to rehire the person. The District will provide the Union with as much advance notice as possible reinstatement name list for a period 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.eighteen months

Layoff Procedure. For purposes for this agreementIn the event a fiscal year budget is adopted by the Board of Commissioners which would result in the layoff of more than ten (10) non-probationary, bargaining unit members, the term Employer and Union will meet to discuss alternatives to layoffs, such discussion to include the possibility of voluntary days off without pay. The layoff provisions of the collective bargaining agreement shall prevail unless mutually agreed otherwise by the parties. The Employer may layoff employees whenever it deems such action to be necessary, including, by way of illustration only and not by way of limitation, a reduction in the work force due to a shortage of work or funds, the abolition of positions, material changes in departmental organization or for other reasons which are outside an employee's control. Whenever a reduction in the work force occurs, the following procedure shall be utilized: a. The Employer will determine the classification(s) being reduced within the individual bargaining units. b. Thereafter employees will be laid off in the following order within each classification being reduced: 1. Temporary employees 2. Probationary employees 3. Part-time seniority employees 4. Full-time seniority employees No full-time seniority employees shall be laid off from the classification being reduced while there are temporary, probationary, or part-time employees being retained in that classification within that individual bargaining unit. c. In the event the Employer deems it necessary to layoff full-time seniority employees the following procedure will be utilized: 1. When a specified classification within an individual bargaining unit within a separate Employer is being reduced, a classification seniority (as defined in Article IX, Section 1) comparison shall be made of all employees in the affected classification and the employees with the least classification seniority at the time of layoff shall be laid off, providing the employees being retained are capable of performing the available work. It is understood by the parties that in application of this section laid off employees in higher rated classifications within each separate bargaining unit will filter downward within that separate bargaining unit in line with their total seniority (as defined by Article IX, Section 1) into equal or lower rated bargaining unit classifications at the pay step giving the employee the least decrease in wages, and employees must be capable of performing the available work. Filtering downward is by classification within the department, then by classification and seniority within the Employer. In no event will employees in lower rated classifications filter upward to positions in higher rated classifications. 2. However, when the need arises to layoff an employee serving a promotional trial period, such employee shall be restored to the job classification and department from which he/she was promoted, and the layoff shall be in the manner prescribed above. Time served in the trial period shall be credited as though served in the lower classification should layoff occur in the lower classification. However, when the need arises to layoff an employee serving a lateral transfer trial period, such employee shall remain in the job classification and department to which he/she was laterally transferred, seniority permitting, and layoff shall be in the manner prescribed in subsection (c.1.) above. 3. If the above "filtering down" provisions result in a lower rated position being made available to the employee bumping down, said employee will be required to make a decision to accept the lower rated classification or be placed on layoff status and submit same to the Human Resources Department within one (1) working day of initial notification of pending layoff from their current classification. 4. A supervisory, non-union, or exempt employee who had been promoted or transferred out of the bargaining unit prior to April 22, 1993 will retain bumping rights to the classification within the Employer he/she left to take said promotion or transfer, seniority permitting, in the event he/she is placed on layoff status or otherwise involuntarily reduced for other than disciplinary reasons. These bumping rights shall expire when the listed employee has been out of the bargaining unit for the length of his/her previous time spent in the bargaining unit (See Letter of Agreement). For this bumping purpose only, "seniority permitting" shall be defined as a position the previously accumulated seniority in the classification (Chapter 01) or bargaining unitunit (Chapter 00) in which they are exercising their seniority rights provided he/she is capable of performing the available work. Subsequent to April 22, selection of which 1993, employees in a promoted or transferred outside the individual bargaining unit within that Employer will retain bumping rights to the 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 within that Employer they left to take said promotion or a lower salary range To be considered transfer 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 period 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 years or 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 length of any layoffstheir seniority, with a minimum of fourteen (14) days (2 weeks) Notice will include rationale for proposed layoffs in conjunction with Article 14, if applicablewhichever is less.

Layoff Procedure. For purposes for this agreementA. If it becomes necessary to reduce the number of employees in a job classification due to abolishment of positions, lack of funds, lack of work, by reasons of decreased enrollment of pupils, return to duty of regular employees after leave of absence, by reason of suspension of schools or territorial changes affecting the District, or other reasons as determined by the Administration and/or Board, the term classification following procedure may govern such layoff. B. Whenever it becomes necessary to lay off employees by reasons as stated above, affected employees shall be laid off according to seniority within the classification, with the least senior employee laid off first. Seniority shall be defined as the length of service with the Board in a position particular job classification computed from the original date of hire or appointment to their present classification. In the cases of identical seniority, the employee who was first hired by the Board shall be deemed to possess more seniority. Employees who have previously worked in a different classification(s) within the District shall have the right to bump the least senior employee in the bargaining unitprior classification(s). Any employee displaced from the maintenance classification may displace the least senior employee in the custodial classification. Any employee displaced from the bus mechanic classification may displace the least senior employee in the bus driver classification. All classified (SERS) employees are included in the seniority list based on their previous experience in classifications. C. The classifications in the District are as follows: 1. Custodian 2. Maintenance 3. Bus Driver 4. Bus Mechanic 5. Secretary 6. Aide (Media) 7. Aide (Study Hall, selection Teacher) 8. Aide (with 2, 4 year certificate) 9. Xxxx D. The Board shall determine in which classifications the layoff should occur and the number of which employees in a classification to be laid off. In the classifications of layoff, employees who possess limited contracts shall be laid off will be before any employee in inverse order the classification employed under a continuing contract is laid off. E. Prior to the effective date of their seniority. Those with layoffs, the lowest seniority will be selected first. Before any outside applicants are considered Board shall prepare and post for any position, an employee selected for layoff may displace a less senior employee who is inspection in a position for conspicuous place a list containing the names, seniority dates and classification, and indicate 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 employees are to be considered for another position within 72 hours of receiving his or her notification of layofflaid off. To the extent allowed by law, the order of reduction will Each employee to be in conformance with and may be impacted by the District's affirmative action policy. Employees who are laid off shall be placed given advance written notice of the layoff. F. For the classifications in which the layoffs occur, the Board shall prepare a recall poolreinstatement list and shall place employees on the reinstatement list in reverse order of layoff. Employees who Reinstatement shall be made from this list before any new employees are laid off may remain hired in the recall pool classification. G. Employees whose names appear on the reinstatement list shall have a right to be recalled to vacancies which occur in the classification of layoff on the basis of classification seniority before other persons on the list may be considered. If a vacancy occurs for up which there are no names on the layoff list in the classification of layoff, persons on the reinstatement list shall have a right to two be recalled to these other positions on a District-wide seniority basis if they are determined to be qualified for the vacant position by the Administration. The positions shall be offered in writing and must be accepted or rejected by the employee in writing within five (25) years. Qualified employees from days of the recall pool will be selected to fill open positions by seniority prior to hiring new employeesoffer. Any employee in on the recall pool who fails to respond to a recall notice within a calendar week or reinstatement list who declines an assignment reinstatement shall lose recall rights with be removed from the District and reinstatement name list. H. The employee's name shall remain on the District shall have no obligation to rehire the person. The District will provide the Union with as much advance notice as possible reinstatement name list for a period 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.eighteen months

Layoff Procedure. For purposes A. The City Manager may layoff regular and probationary workers at any time for this agreementlack of work or other changes that have taken place. The City will provide the employees’ Group with a 14-day notice to begin employee impact discussion. The employee will be given two (2) weeks’ notice before such a layoff is to take place. The City shall meet and consult with the concerned employee organization on such matters as the timing of the layoff and the number and identity of the employees affected by the layoff during the two-week period prior to the layoff action. B. A demotion or transfer to another department with the City Manager’s approval may be made to prevent a layoff provided the employee is qualified by education and/or experience and is capable of performing the duties of the classification. C. In the event of a layoff, those employees with the term classification shall be defined as a position least service in the bargaining unit, selection of which employees in a classification affected shall be laid off will first and be placed on a “Recall List” and shall be eligible for recall for one year from the date of placement on the list; if a recall begins, the most senior employees laid off in inverse the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised in advance. The order of their layoff shall be: 1. Temporary employees in the affected classification shall be removed first. 2. Probationary employees in the affected classification shall be removed next. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and maintaining employees in the classification, department, or section who have the ability to perform the work available. D. The employee scheduled to be laid off shall be entitled to displace to a position in a classification occupied by an incumbent with less overall City seniority (displacement 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 ) provided it is in a position for in which the senior employee formerly held a regular appointment, and is qualified in another classification by education and experience, and is capable of performing the duties of the classification. The employee with the least displacement seniority shall be displaced by the person scheduled for layoff. The employee displaced shall be considered as laid off for the same reason as the person who displaced them, and shall in the same salary range manner, be eligible to displace to a position in a classification in which they formerly held a regular appointment and is qualified by education and experience, and is capable of performing the duties of the classification. X. Xxxxxxx to return to work from layoff within 14 calendar days after notice to return by certified or a lower salary range To be considered for a position, registered mail to the employee must successfully complete at their last known address on file with the required application process City Human Resources Department, or by personal delivery, shall constitute the employee’s waiver to return to work and demonstrate applicable skills as determined by a hiring committee which shall have at least one MEA appointed membereliminates any future re-employment responsibilities placed on the City. An The employee selected for layoff must notify management of his or her the City regarding their intent to be considered for another position return 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 seven (7) calendar days from notice 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 applicablereturn.

Layoff Procedure. For purposes for this agreementIn the event of layoff, the term classification Employer shall be defined as a position lay off employees in the bargaining unit, selection of which employees in a classification shall be laid off will be in inverse reverse order of their seniority. Those It is agreed that a reduction of more than twenty percent (20%) of current regularly scheduled hours which will last longer than three (3) months will be viewed as a layoff under the terms of this Agreement. However, previous hour cuts do not count toward the definition of a current layoff where previously an employee has exercised her rights to bump. The following procedure will be used to identify employees who will be affected by a layoff and provide the affected employee with their options: a. Step 1: Prior to giving notice of layoff the Employer will schedule a meeting to discuss reductions in hours with the lowest seniority Union Representative and Stewards and the following will be selected firstsupplied: • Bi-weekly reductions of hours per classification; • Revised blank schedules of classifications that are directly affected or could be affected; and • Updated Seniority List. 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 At the senior employee is qualified in another classification in the same salary range or a lower salary range To be considered for a positionmeeting, the employee must successfully complete Parties will discuss whether the required application process and demonstrate applicable skills as determined should continue by way of bumping rights for those affected by the layoff, or whether the changes are sufficiently great to require all affected employees to select lines by seniority (“Line Picking”). If Line-Picking is chosen, the process outlined herein will continue. The ultimate decision about whether to utilize bumping or Line-Picking will remain with the Employer. In the event lines are to be selected by seniority, the Employer will set a hiring committee which shall have date for Line-Picking. The date for line picking will be 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) calendar days after the Step 1 meeting (2 weeks) “Notice Period”). During Line- Picking, employees will include rationale select an available line, for proposed layoffs in conjunction which they have the skill and ability to perform, based on seniority, with Article 14the most senior employee selecting first. b. Step 2: After the Step 1 meeting, the Union may consult with its members and provide feedback to the Employer. The Union will provide its input, if applicableany, to the Employer no later than ten (10) calendar days after the Step 1 meeting (“Consultation Period”). The Employer will consider input from the Union regarding the new schedule and process for layoffs. After considering this input, the Employer will provide Employees with copies of the revised schedules and the Line Picking date and meeting times. The Notice Period and the Consultation Period will run concurrently.

Layoff Procedure. For purposes A. The City Manager may layoff regular and probationary workers at any time for this agreementlack of work or other changes that have taken place. The City will provide the employees’ Group with a 14-day notice to begin employee impact discussion. The employee will be given two-weeks’ notice before such a layoff is to take place. The City shall meet and consult with the concerned employee organization on such matters as the timing of the layoff and the number and identity of the employees affected by the layoff during the two-week period prior to the layoff action. B. A demotion or transfer to another department with the City Manager’s approval may be made to prevent a layoff provided the employee is qualified by education and/or experience and is capable of performing the duties of the classification. C. In the event of a layoff, those employees with the term classification shall be defined as a position least service in the bargaining unit, selection of which employees in a classification affected shall be laid off will first and be placed on a “Recall List” and shall be eligible for recall for one year from the date of placement on the list; if a recall begins, the most senior employees laid off in inverse the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprized in advance. The order of their layoff shall be: 1. Temporary employees in the affected classification shall be removed first. 2. Probationary employees in the affected classification shall be removed next. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and maintaining employees in the classification, department, or section who have the ability to perform the work available. D. The employee scheduled to be laid off shall be entitled to displace to a position in a classification occupied by an incumbent with less overall City seniority (displacement 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 ) provided it is in a position for in which the senior employee he/she formerly held a regular appointment, and is qualified in another classification by education and experience, and is capable of performing the duties of the classification. The employee with the least displacement seniority shall be displaced by the person scheduled for layoff. The employee displaced shall be considered as laid off for the same reason as the person who displaced him/her, and shall in the same salary range manner, be eligible to displace to a position in a classification in which he/she formerly held a regular appointment and is qualified by education and experience, and is capable of performing the duties of the classification. X. Xxxxxxx to return to work from layoff within 14 calendar days, after notice to return by certified or a lower salary range To be considered for a position, registered mail to the employee must successfully complete at his/her last known address on file with the required application process City Human Resources Department or by personal delivery shall constitute the employee’s waiver to return to work and demonstrate applicable skills as determined by a hiring committee which shall have at least one MEA appointed membereliminates any future re-employment responsibilities placed on the City. An The employee selected for layoff must notify management of his or the City regarding his/her intent to be considered for another position return 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 seven calendar days from notice 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 applicablereturn.