Common use of Layoff Rationale Clause in Contracts

Layoff Rationale. 1. In the event the Department intends to utilize the layoff procedures provided for in this Article, the Department shall provide the Association with its written rationale as to why the layoff of bargaining unit employees is required. Such rationale shall normally be provided at least 30 calendar days in advance of the expected date of layoffs, unless the Department could not reasonably have known at such time that layoffs would be required. 2. Such rationale shall include a plan of layoffs and such authoritative budgetary information in the Department's possession as is reasonably necessary to demonstrate that current or expected appropriations or allotments to Departmental accounts are or will be insufficient to sustain the current Departmental programs and workforce at their current or previously anticipated levels. In addition, the Department's rationale shall identify those efforts the Department has made, and will be making, to develop alternatives to avoid or minimize the extent and/or duration of unit employee layoffs. 3. Upon Association request, the Department will supply the Association with information and estimates in its possession regarding the cost reductions the Department is achieving or expects to achieve in non-personnel accounts, as well as cost reductions the Department expects to achieve through layoff of, or layoff avoidance programs for, other Departmental employees not within this bargaining unit. 4. The Association shall have the right to promptly respond to the Department's plan of layoffs and suggest alternatives to layoff or alternative layoff proposals. Such response may include the right to hold a special conference with the Director. Nothing herein shall be construed to require the Employer to negotiate with the Association with respect to the layoff or retention of employees within or outside this bargaining unit, nor shall it be construed to restrict the Department's discretion to determine the nature and level of services to be provided, staffing levels within the Department, or to implement layoffs.

Layoff Rationale. 1. In the event the Department intends to utilize the layoff procedures provided for in this Article, the Department shall provide the Association with its written rationale as to why the layoff of bargaining unit employees is required. Such rationale shall normally be provided at least 30 calendar days in advance of the expected date of layoffs, unless the Department could not reasonably have known at such time that layoffs would be required. 2. Such rationale shall include a plan of layoffs and such authoritative budgetary information in the Department's ’s possession as is reasonably necessary to demonstrate that current or expected appropriations or and/or allotments to Departmental accounts are or will be insufficient to sustain the current Departmental programs and workforce at their current or previously anticipated levels. In addition, the Department's ’s rationale shall identify those efforts the Department has made, and will be making, to develop alternatives to avoid or minimize the extent and/or duration of unit employee layoffs. 3. Upon Association request, the Department will supply the Association with information and estimates in its possession regarding the cost reductions the Department is achieving or expects to achieve in non-personnel accounts, as well as cost reductions the Department expects to achieve through layoff of, or layoff avoidance programs for, other Departmental employees not within this bargaining unit. 4. The Association shall have the right to promptly respond to the Department's ’s plan of layoffs layoffs, and suggest alternatives to layoff or alternative layoff proposals. Such response may include the right to hold a special conference with the Director. Nothing herein shall be construed to require the Employer to negotiate with the Association with respect to the layoff or retention of employees within or outside this bargaining unit, nor shall it be construed to restrict the Department's ’s discretion to determine the nature and level of services to be provided, staffing levels within the Department, or to implement layoffs.

Layoff Rationale. 1. In the event the Department intends to utilize the layoff procedures provided for in this Article, the Department shall provide the Association with its written rationale as to why the layoff of bargaining unit employees is required. Such rationale shall normally be provided at least 30 calendar days in advance of the expected date of layoffs, unless the Department could not reasonably have known at such time that layoffs would be required. 2. Such rationale shall include a plan of layoffs and such authoritative budgetary information in the Department's possession as is reasonably necessary to demonstrate that current or expected appropriations or and/or allotments to Departmental accounts are or will be insufficient to sustain the current Departmental programs and workforce at their current or previously anticipated levels. In addition, the Department's rationale shall identify those efforts the Department has made, and will be making, to develop alternatives to avoid or minimize the extent and/or duration of unit employee layoffs. 3. Upon Association request, the Department will supply the Association with information and estimates in its possession regarding the cost reductions the Department is achieving or expects to achieve in non-personnel accounts, as well as cost reductions the Department expects to achieve through layoff of, or layoff avoidance programs for, other Departmental employees not within this bargaining unit. 4. The Association shall have the right to promptly respond to the Department's plan of layoffs layoffs, and suggest alternatives to layoff or alternative layoff proposals. Such response may include the right to hold a special conference with the Director. Nothing herein shall be construed to require the Employer to negotiate with the Association with respect to the layoff or retention of employees within or outside this bargaining unit, nor shall it be construed to restrict the Department's discretion to determine the nature and level of services to be provided, staffing levels within the Department, or to implement layoffs.