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.
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. A reduction in work force, either permanent or temporary.
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. RECALL This article will be invoked when the College determines other remedies have been exhausted and it is necessary to reduce the work force by eliminating positions, resulting in formally issuing a written layoff notice to an individual. The College and the Association engage in robust shared governance processes. These processes will be used to engage the association when the College intends to layoff classified staff.
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. 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:
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.
LAYOFF/REDUCTION IN FORCE. A. Reduction-in-force is defined as a reduction in the hours of an Employee or honorable discharge of an Employee due to a decision by the Board to decrease the number of Bargaining Unit Members employed or the discontinuance of a particular type of service performed by Employees in the Bargaining Unit. Notwithstanding the foregoing, no reduction in force shall cause the district to be out of compliance with state and or/ federal mandates.
LAYOFF/REDUCTION IN FORCE. 6 In the event of layoff, employees so affected are to be placed on a re-employment list maintained by 7 the District according to layoff ranking. Such employees are to have priority in filling an opening in 8 the classification held immediately prior to layoff. Names shall remain on the re-employment list for 9 twenty-four (24) months.
