LAYOFF/REDUCTION IN FORCE. 9.1 The Sheriff reserves the right to layoff bargaining unit employees for lack of work, lack of funds, or for any other reason necessary for the operation of the Sheriff’s Office as determined solely by the Sheriff. In the event of personnel reductions, bargaining unit employees shall be laid off in the inverse order of their hire date seniority. Bargaining unit employees may not be bumped or displaced by non- bargaining unit employees.
9.2 When a position is identified as being eliminated, the bargaining unit employee may then bump the bargaining unit employee within the same job classification with the least hire date seniority. If more than one bargaining unit employee is being eliminated, the bargaining unit employee with the most hire date seniority selects first from the identified least hire date seniority positions.
9.3 IUPA Supervisory bargaining unit employees may bump into a lower classification that is part of a job classification series as defined by the Bureau of Human Resources when a position is either vacant or held by a newly hired employee in his/her probationary period. See job classification series for bumping in Appendix
LAYOFF/REDUCTION IN FORCE. Employees who are terminated due to a reduction in force are eligible to receive payment for all the hours remaining in their PTO and Paid Sick Leave banks if they continue to perform satisfactorily in their job duties through their last day of employment.
LAYOFF/REDUCTION IN FORCE. 9.1 The Sheriff reserves the right to layoff bargaining unit employees for lack of work, lack of funds, or for any other reason necessary for the operation of the Sheriff’s Office as determined solely by the Sheriff. In the event of personnel reductions, bargaining unit employees shall be laid off in the inverse order of their hire date seniority. Bargaining unit employees may not be bumped or displaced by non- bargaining unit employees.
9.2 When a position is identified as being eliminated, the bargaining unit employee may then bump the bargaining unit employee within the same job classification with the least hire date seniority. If more than one bargaining unit employee is being eliminated, the bargaining unit employee with the most hire date seniority selects first from the identified least hire date seniority positions.
9.3 Bumping will be allowed into a lower classification within the supervisory unit that is part of a job classification series as defined by the Bureau of Human Resources, for all IUPA Supervisory bargaining unit employees when the position is either vacant or held by an newly hired employee in his/her probationary period See job classification series for bumping in Appendix B. Appendix B is subject to change at the discretion of the Bureau of Human Resources should job classifications be eliminated, created or modified.
9.4 Upon reverting to a lower classification, a bargaining unit employee shall retain his/her seniority based on his/her hire date. Upon reverting to a lower classification, a bargaining unit employee’s (TICD) shall be determined by the date of their permanent appointment to that job classification. The affected bargaining unit employees new anniversary date becomes the date assigned to the new classification.
9.5 Bargaining unit employees subject to layoff may apply for consideration for vacant positions in which the minimum qualifications are met, as determined by the Bureau of Human Resources.
9.6 Bargaining unit employees have the ability to revert into a IUPA job classification if the bargaining unit employee previously held that job classification within the previous 24 months, provided that they meet current qualifications based upon hire date seniority. Should bargaining unit employees be notified of layoff, vacancies will not be filled without consideration given to the bargaining unit employees who express interest in the vacancy by submitting an application for the posted position. The BSO shall prepare a l...
LAYOFF/REDUCTION IN FORCE. A reduction in work force, either permanent or temporary.
LAYOFF/REDUCTION IN FORCE. A reduction in force includes elimination of a position or a reduction in hours below eligibility for health benefits. Whenever possible, layoff will be accomplished through normal attrition. Further, the District shall attempt to lessen the impact and extent of a layoff through voluntary transfers, encouragement of unpaid leaves, and early retirement when available. Should a layoff be determined necessary by the District for a reason not prohibited by law, the following procedure will apply:
1. All employees shall have a seniority date, established as the date of hire
2. In the event of a necessary reduction in work force, the District shall first lay off the least senior employees within the job classification affected.
3. In the event of more than one individual employee having the same seniority ranking, all employees so affected shall participate in a drawing by lot to determine position on the seniority list. The Association and affected employees shall be notified of the drawing in writing and shall have the opportunity to be present.
LAYOFF/REDUCTION IN FORCE. The University reserves the right to layoff or reduce the amount of unit member employees due to financial reasons and/or reorganization needs. In such cases, the University agrees to provide thirty (30) working days written notice to the effected employee(s) (with a copy to the union) prior to the termination of employment. With respect to employees whose positions are funded in whole or in part by grants or contracts, employment is dependent upon the continued availability of grant or contract funds. Where there is a known scheduled expiration date of a grant or contract, the University agrees to provide notice to the effected employee(s) of such expiration thirty
LAYOFF/REDUCTION IN FORCE. A. The District may reduce member staff positions due to the District’s lack of funds to continue its educational program at its anticipated level or resulting from the District’s elimination or adjustment of classes due to administrative decision as provided in ORS 342.934.
B. Whenever the Board determines that a layoff is necessary, it shall notify the Association. As soon as practicable, notice will be given to the affected members of their layoff.
C. The District shall first determine the program(s) or area(s) scheduled for reduction or elimination.
1. After such determination, the District shall make every reasonable effort to transfer members in such program(s) or area(s) to other vacant positions for which they are properly licensed.
2. The District shall make every reasonable effort to combine positions in a manner which allows members to remain licensed so long as the combined positions meet the curricular needs of the District.
D. In the event the Board determines that a layoff is necessary, then it will determine the members to be retained by means of the following criteria:
1. A determination of whether the members to be retained hold the proper licensure to fill the remaining position(s); and,
2. A determination of the seniority of the members to be retained.
a. Seniority shall be defined as the member’s total length of continuous service in the District as a licensed member.
b. Seniority shall be computed and accrue from the member’s first date of actual service in a bargaining unit position, and shall continue to accrue during leaves. Resignations and terminations shall “break” continuity of employment.
c. In case two (2) or more members have the same date of employment with this District, the tie will be resolved by drawing lots no later than December 15th of the member’s hire year.
3. A determination of the competence of a member being retained if the Board desires to lay off another member with greater seniority.
a. If the District desires to retain a member with less seniority than a member being released under this section, the District shall determine that the member being retained has more competence than the member with more seniority who is being released. Competence shall be defined as the ability to teach an “area of endorsement” or grade level based on recent teaching experience related to that “area of endorsement” or grade level within the last five (5) years, but not based solely on being licensed to teach. Grade level shall m...
LAYOFF/REDUCTION IN FORCE. Notice and hearing requirements for the layoff of classified bargaining unit members with the exception of those specified in Article 21.2, shall be in compliance with Education Code §45117 paragraphs (a) through (f). Layoff notice and procedures covered by Education Code §45117 paragraphs (a) through (f) shall not be subject to Article 19 – Grievance Procedure.
LAYOFF/REDUCTION IN FORCE. RECALL
Section 1. Layoff/Reduction-in-force
LAYOFF/REDUCTION IN FORCE. The University reserves the right to layoff or reduce the amount of unit member employees due to financial reasons and/or reorganization needs. In such cases, the University agrees to provide thirty (30) working days written notice to the effected employee(s) (with a copy to the union) prior to the termination of employment. The University shall effect a reduction in force through the seniority principle of “last hired, first fired” in each department or academic unit. The administration shall maintain a regularly updated seniority list of all adjunct instructors in each academic unit, starting with the date of initial appointment teaching as an adjunct instructor.
