Layoff/Reduction in Hours Sample Clauses

Layoff/Reduction in Hours. Greater than two weeks The employee may elect one of the following options:
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Layoff/Reduction in Hours. Greater than two (2) weeks
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Layoff/Reduction in Hours. Two weeks or less In the event of a layoff/reduction of hours of less than two (2) weeks, a regular employee may choose one of the following options:
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Layoff/Reduction in Hours. In the event of layoff, employees shall be laid off by classification and/or shift, as determined by the Employer, in reverse order of seniority (the least senior employee will be laid off first, then the next least senior employee), as determined by Section 8.2 (Application of Seniority) The Employer shall notify the Union, in writing, not less than fourteen (14) calendar days before the layoff of a bargaining unit employee. Upon request, the Employer and the Union will meet and negotiate the impacts of the reduction.
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Layoff/Reduction in Hours. Greater than two (2) weeks 22 16.06 Layoff Notice or Pay 22 16.07 Recall Rights 22 16.08 Bumping – General 23 16.09 Additional Postings Options 23 16.10........................................................................................... 23 16.11 Group Terminations 23 ARTICLE 17 - TRAINING 23 17.01 Purpose of Training 23 17.02........................................................................................... 24 17.03 Paid Training 24 17.04........................................................................................... 24 17.05 Partial Paid and Unpaid Training 24 17.06 Regional Union/Management Committee 24 ARTICLE 18 - SCHEDULING PROVISIONS 24 18.01........................................................................................... 24 ARTICLE 19 - HOURS OF WORK 25 19.01 Continuous Operation 25 19.02 Hours of Work 25 19.03 Rest and Meal Periods 26 ARTICLE 20 - OVERTIME 26 20.01........................................................................................... 26 20.02........................................................................................... 26 20.03........................................................................................... 26 20.04........................................................................................... 26 20.05........................................................................................... 27 20.06........................................................................................... 27 20.07........................................................................................... 27 20.08........................................................................................... 27 20.09........................................................................................... 27 20.10........................................................................................... 27 ARTICLE 21 - CALL-BACK TO WORK 27 21.01........................................................................................... 27 ARTICLE 22 - REPORTING PAY 27 22.01 Guaranteed Minimum Hours 27
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Layoff/Reduction in Hours 
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Related to Layoff/Reduction in Hours

  • Reduction in Hours Any reduction in regularly assigned time shall be considered a layoff under the provisions of this Article.

  • REDUCTION IN FORCE It is understood and agreed that in addition to the above designated and related duties, full-time professional staff shall participate fully in the activities of institutional councils and/or committees. The employment status of the Employee shall be as follows: Executive/Managerial Appointment , not subject to tenure. Professional/Managerial Appointment , not subject to tenure. Other conditions of Employment:

  • REDUCTION IN WORKFORCE 16.01 The employer will layoff employees in reverse order of seniority within the classification provided those retained have the ability to do the work. No new employee will be hired until all those qualified employees with recall rights have been given the opportunity to return to work and have failed to do so.

  • Staff Reduction In the event the District adopts a reduced educational program by reason of financial necessity, including but not limited to, levy failure and/or decreased State or Federal support, certificated employees who will be retained to implement the District’s reduced or modified program and those certificated employees who will be non-renewed from employment or adversely affected in contract status shall be identified by the provisions contained in this Article. If the District is only reducing provisional employees, the following procedures do not need to be implemented.

  • REDUCTION IN STAFF 15.1 Procedure According to provisions of Missouri Statute 168.124, the Board of Education may place on leave of absence as many teachers as necessary because of decrease in enrollment, school district reorganization, or financial conditions. Whenever the Board anticipates a reduction in teaching staff, the superintendent or his/her designee will notify the officials of the Association concerning the anticipated reduction in the teaching staff. A meeting between the Association officials and the superintendent or his/her designee will be scheduled for purposes of discussing the proposed reduction in staff within two weeks (2) following the above notification. Individual teachers will not be contacted prior to the above meeting. In placing teachers on leave, the Board shall be governed by the following provisions:

  • WORKFORCE REDUCTION In the event that funding reductions or shortfalls in funding occur in a department or are expected, which may result in layoffs, the department will notify the union and take the following actions:

  • PERSONNEL REDUCTION In the event of a personnel reduction, the employee with the least seniority shall be laid off first. Time in the Fire Department shall be given the utmost consideration. No new employee shall be hired until the laid-off employee has been given the opportunity to return to work, nor shall the position be replaced by a volunteer. (Excepted are conflicting provisions of contracts to serve surrounding communities.)

  • REDUCTION IN FORCE (RIF If the Board determines it necessary to reduce the number of teaching positions, the following procedures shall apply: A RIF may occur for the reasons set forth in Ohio Revised Code 3319.17, as well as for curriculum changes and/or financial reasons.

  • Voluntary Demotion or Voluntary Reduction in Hours An employee has a right to his regularly assigned time, and shall not have it involuntarily reduced. Employees who take voluntary demotions or voluntary reductions in assigned time in lieu of layoff shall be, at the employee’s option, returned to a position in their former class or to present former positions with increased assigned time as vacancies become available, for a period of five (5) years and three (3) months, except that they shall be ranked in accordance with their seniority on any valid reemployment list.

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