Layoff Process i. In event of a layoff or reduction in force due to lack of funds or lack or work, temporary or probationary employees shall be laid off first.
ii. If it is necessary to lay off permanent employees, employees determined to be the least competent and least qualified shall be laid off first. If two or more employees who perform the same essential job functions are equally competent and qualified then seniority shall be used to determine which employee(s) are laid off.
iii. Layoffs shall be made separately in the supervisory and non-supervisory bargaining units; provided, however, that a supervisory employee who is to be laid off may "bump" a non-supervisory employee and return to non- supervisory status if the supervisory employee is more competent and qualified to perform the non-supervisory position. In the event that a supervisory employee and a non-supervisory employee are equally competent and qualified to fill a non-supervisory position the employee with greater seniority shall be retained.
iv. An employee who has been laid off may give notice to County that the employee wishes to be considered for rehire. The employee shall leave his/her name, current address, and telephone number on file with the Sheriff and the County's Human Resources Department. It is the employee's obligation to provide the Sheriff and the County's Human Resources Department with any address changes. Any laid off employee shall be considered for rehire for a period not to exceed twelve months from the date of lay off. In the event that a job opportunity shall arise in the employee's former classification, or a lesser classification, for which the employee is qualified, the laid off employee shall be given first consideration for rehire before other persons who have filed applications for employment in the vacant position. The laid off employee is not entitled to automatic rehire; as in all other hiring decisions County will employ the candidate who appears to be most competent and best qualified.
v. For the purpose of this section, seniority is the total length of continuous full time paid employment with the Sheriff’s Office as a sworn law enforcement officer.
vi. The County shall provide thirty (30) calendar days’ notice to employees who are subject to layoffs under the provisions of under this Section, except in the event of a fiscal emergency.
Layoff Process. Layoff of bargaining unit members is an undesired outcome of an extremely harsh and unforgiving economic reality. Prior to the declaration of retrenchment or a financial exigency, the following process will be employed:
Layoff Process. (a) In reducing the workforce, Employees will be laid off in reverse order of seniority, within their classification subject to the following:
(i) The remaining Employees have the ability to perform the work involved.
(ii) An Employee cannot achieve a position in a higher paid classification through the operation of the lay-off provisions.
(iii) A more senior Employee may be permitted to refuse a re-assignment and be laid off.
(b) Temporary Employees shall be released prior to Regular Employees being laid off, provided the Regular Employees have the ability to perform the work involved.
Layoff Process. Employees will be offered the following Layoff Options within the bargaining unit in the following order:
A. Continued employment in a vacant lateral or lower bargaining unit classification in which the employee has held permanent status at the time of the layoff.
B. If no vacant funded position is available, the next option is to a position occupied by the employee with the least seniority.
C. The employee may be offered a vacant lateral or lower classification bargaining unit position. The employee is not required to have held permanent status in the class, so long as they have the minimum qualifications to perform those duties.
Layoff Process. In the event the Employer finds it necessary and desires to reduce its staff by laying-off employees, it shall do so by job classification and shift and use the following process:
Layoff Process. 1. If not hand-delivered before the date mutually selected by the parties in the process described in Article 9.E, written notice of layoff must be sent via certified mail to the last known address on file.
2. The recall list will be provided to each laid off ancillary staff. A copy of the list will also be provided to the Association.
3. Laid off ancillary staff must complete an Additional Qualifications Form if they would like to be recalled to special education or bilingual positions.
Layoff Process. Lay-off shall be applied on the basis of seniority within a classification in the Centre, where employees are laid off in reverse order of seniority.
Layoff Process. A layoff will be defined as discontinuance or reduction of position(s).
1. The District will lay off employees with the least seniority, provided that the remaining employees are qualified (according to state or federal law), for the remaining positions. Unlicensed employees will be placed on lay-off before licensed employees, even if the licensed employee is less senior. Subd. 2. A reduction of an individual employee's hours of 12.5% of their regular hours or less per week will not constitute a layoff. Reductions greater than 12.5% of their regular hours per week will institute the layoff procedure.
Layoff Process. (a) An Employee who has been issued a layoff notice in accordance with Sub-clause 32.04(a) shall be provided a list of all positions within the Bargaining Unit in the same classification as their current position. The Employee shall have forty-eight (48) hours, or such shorter period as may be mutually agreed upon between the Employer and the Employee, to provide the Employer with their preference to either:
(i) select a vacant position within their current facility and Bargaining Unit in the same classification and with the equivalent or lesser FTE as their current position; OR
(ii) displace a less senior Employee within their current facility and Bargaining Unit in the same classification and with the equivalent or lesser FTE as their current position.
(iii) Where there are no positions available in accordance with (i) or (ii) above, the Employee may indicate a preference to displace a less senior Employee within their current facility and Bargaining Unit in a lower paid classification with equivalent or lesser FTE as their current position, provided the Employee has more seniority than the Employee the Employee has selected to displace and the Employee has the requisite skill, training, and knowledge to perform the work.
(iv) Where there are no positions available within their current facility in accordance with the above, the Employee may select a vacant position within the Bargaining Unit in another facility in the same classification and with the equivalent or lesser FTE as their current position. Placement of an Employee in a vacant position within the Bargaining Unit in another facility, pursuant to this Article, is not a contravention of this Collective Agreement.
(v) Where there are no positions available in accordance with the above, the Employee shall be laid off in accordance with this Article and shall have the right to recall as outlined in this Article.
Layoff Process. The Employer may layoff any employee for budgetary reasons, lack of work, or operational restructuring. The Employer shall lay off employees on the basis of seniority and job classification. In the event of such a layoff, the Employer shall provide fourteen (14) days written notice of layoff to the employee or employees affected and a copy of such notice will be sent to the Union. Any employee who is subject to layoff shall have the right to bump into a position in accordance with his/her seniority provided that he/she possesses the necessary ability, experience and qualifications to perform the duties of the new position. An employee subject to layoff shall not be entitled to bump up or to be assigned to fill a vacancy for a higher paid position.
