Layoff Rehire Sample Clauses

Layoff Rehire. Seniority shall govern in layoff and rehiring, providing qualifications are equal. Employees laid off due to lack of work shall be given priority according to seniority. The last employee hired shall be the first employee laid off, and the last employee laid off shall be the first employee re-hired. The Employer, in order to maintain the best operating efficiency, shall reserve the right to temporarily transfer employees from unit to unit within a department.
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Layoff Rehire. 1 there is in the Plant working the be used: All probationary employees in the shalt employee with seniority is laid off, pro- with viding employees do work I y will iii Thereafter, employees will be laid off or transferred in inverse order of seniority, except where there are no employees available with seniority who are qualified and willing to do the work of the employees to be Off. Employees transferred as a result of reduction of staff in a department shall replace employees in other departments with less seniority, provided they are credited with the classifications of the employees they replace or are bumping a related classification as set out in Appendix In the event of a temporary layoff not exceeding five working days duration, seniority provisions of this Article shall not apply, provided that no employee is affected by this exception more than once during a one year period. Temporary layoffs will be exercised and confined to the product line department con- cerned when the cause is due to material shortage. The Bargaining Committee and the Company may mutually agree in writing to any deviation from the above Clause
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Layoff Rehire. An Employee who is rehired, pursuant to this Article in a position at a lower pay grade than the position held by the Employee at the time of layoff, shall be paid at the same rate of pay as that Employee was receiving at the time of layoff provided that such rate of pay shall not exceed the maximum rate of pay established for the new position by the salary schedule attached to this Agreement, provided further that in the event an Employee’s original position is re-established within twelve (12) months, the Employee shall be entitled to be placed in the original position at their former rate of pay.
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Layoff Rehire. If either Dragnich or Xxxxx assume the shared FTE position, and if management does not agree to assign the other (either Dragnich or Xxxxx) to a part-time, temporary position, that other employee will be laid off and eligible for rehire for a period of twelve (12) months (with no loss of seniority) should a bargaining unit FTE become available during that time. Dragnich or Xxxxx must have been an employee in good standing at the time of layoff to be eligible for rehire.
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Layoff Rehire. Lsbour Group
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Layoff Rehire. Should it be necessary to reduce the number of members within a job classification, the Employer will identify for layoff that member in the job classification being reduced who has the least job classification seniority. If there is a lower job classification in the job classification series, the member identified for xxxxxx may choose to displace the member in the next lower job classification who has the least job classification seniority. The displaced member in the lower job classification will be laid off unless he/she may also bump into a lower job classification. A member may not bump into a higher job classification, a different job classification series. Upon receipt of a layoff notice, a member will have ten (10) working days to exercise his/her bumping rights, if those rights are available to the member. Members who have been laid off and members who have reduced in classification after exercising bumping rights shall have their names placed on a layoff list for the job classification from which they were laid off or reduced for a period of two (2) years. When a position becomes available for filling in the job classification from which the member was laid off or reduced, that member with the highest job classification seniority shall be offered the appointment or promotion to the position before any other eligible member is considered. A member may submit a statement restricting the location(s) at which he or she will be available for rehire/promotion. Absent such a statement from the member, the member will be considered to be available for rehire/promotion for all locations. If the member does not accept a rehire or promotion offer consistent with the member’s designation location(s) of availability, the member will lose all layoff rights.
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Layoff Rehire 
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Related to Layoff Rehire

  • Layoff Recall A. As it relates to individual employees who are not regulated by the Teacher Tenure Act, if conditions warrant a layoff of personnel, the following procedure will be used: 1. In the event an employee must be laid off, layoff will be on the basis of seniority, certification, and qualifications. It is understood that the Association shall have the right to review the layoff list prior to notification of the individual to be laid off. 2. An employee in a position being reduced or eliminated shall have the right to be transferred to the full- time position held by the employee with the least seniority for which the more senior employee is certified and qualified. No part-time positions shall be created to retain a senior employee. 3. If the Board acts to lay off an employee, every effort will be made to notify the employee of that Board action within two (2) working days of the action. B. As it relates to individual employees who are not regulated by the Teacher Tenure Act, a laid off employee shall be recalled to the first vacancy for which he/she is certified and qualified and in reverse order of layoff. Changes in certification and qualifications after the effective date of an employee's layoff are only taken into consideration in recall to vacant positions. A laid-off employee will be recalled to a vacant position for which he/she is certified and qualified before consideration for transfer to an open position will be given to any currently employed, qualified applicant. It is the laid off employee’s responsibility to have on file with the District a current certificate (including any additions or revisions to the certificate) as well as a current statement of any qualifications upon which recall decisions may be based. C. As it relates to individual employees who are not regulated by the Teacher Tenure Act, an employee’s right to recall shall only extend for a period of three (3) years from the effective date of his/her layoff. D. As it relates to individual employees who are not regulated by the Teacher Tenure Act, a laid off employee may continue his/her health, dental and life insurance benefits by paying monthly the normal per-subscriber group premium for such benefits to the Board, subject to conditions of existing policies provided such continuation does not affect the group rate. E. As it relates to individual employees who are not regulated by the Teacher Tenure Act, during a period of impending layoffs in this District, the Board may grant requests for voluntary leaves of absence if the Board deems it economically sound to approve such requests and a satisfactory replacement can be employed. F. As it relates to individual employees who are not regulated by the Teacher Tenure Act, notification of recall shall be in writing with a copy to the Association President. The notification shall be sent by certified mail to the employee’s last known address. It shall be the responsibility of each employee to notify the Board of any change in address.

  • Layoff and Reemployment A. Application Whenever it is necessary because of a lack of work or funds, or whenever it is advisable in the interest of economy to reduce the number of permanent and/or probationary employees (hereinafter known as "employees") in any State agency, the State may lay off employees pursuant to this Section.

  • Layoff Section 1. A layoff is defined as a separation from the service for involuntary reasons other than resignation, not reflecting discredit on an employee. An employee shall be given written notice of layoff at least fifteen (15) calendar days before the effective date, stating the reasons for the layoff. (See Sections 9 and 10 on statewide recall rights and intergovernmental transfers, and see Section 11 regarding Secondary Recall Rights.) Section 2. The layoff procedure shall occur in the following manner: (a) The Agency shall determine the specific positions to be vacated and employees in those positions shall be notified of layoff. The Agency shall notify in writing all affected employees of their seniority and their contractual bumping rights. The Agency shall notify the Union of the seniority of all employees in all affected positions in writing. In addition, the Agency shall provide each Union Xxxxxxx in the geographic area affected by layoff with one (1) written copy of the seniority of employees in all affected positions in that geographic area. The Agency shall also post a copy of the seniority of all affected positions in the geographic area on the employee bulletin board. (b) Temporary employees working in the classification and geographic area in which a layoff occurs shall be terminated prior to the layoff of trial service or regular employees. (c) Employees shall be laid off and seniority calculated within a geographic area and within the following separate categories: (1) Permanent full-time positions; (2) Permanent part-time positions; (3) Seasonal full- and part-time positions; or (4) Academic year positions (OSD): • Full-time academic year positions; or • Part-time academic year positions. (5) The Employment Department shall maintain the following layoff lists: (A) Full-time employees plus seasonal employees with more than twelve (12) months continuous full-time employment immediately preceding layoff; (B) Seasonal employees with less than twelve (12) months continuous full-time employment immediately preceding layoff; (C) Part-time employees.

  • Rehired Employees Amounts forfeited upon termination of employment because of the failure to meet the applicable vesting requirements shall not be reinstated or re-credited if an individual is subsequently rehired or re-employed by the School Corporation. However, if the board shall have approved a leave of absence of not more than one (1) fiscal year for an employee, such period of leave shall not result in forfeiture provided the employee shall promptly return to employment following the expiration of the period of leave.

  • Layoff and Recall Section 19.1 Reasons, Notice When the Employer determines, because of lack of work, lack of funds, reorganization, or a job abolishment that is to last more than one (1) year, a layoff is necessary, the Employer shall notify the affected employees twenty-one (21) calendar days in advance of the effective date of the layoff or job abolishment. It is understood and agreed that no provisions of Civil Service Law or rules shall apply to layoffs. Section 19.2 Classifications The Employer shall determine in which classification(s) layoffs will occur. Within each classification affected, employees will be laid off in accordance with their classification seniority for the classifications affected by the layoff. The employee(s) with the least classification seniority as defined in Article 20 will be laid off first. Bumping or displacement will also occur in accordance with the employee’s seniority with the least senior employee, as defined by Article 20, laid off first. Section 19.3 Recall List Employees who are laid off shall be placed on a recall list for a period of eighteen (18) months. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff. Notice of recall shall be sent to the employees by certified or registered mail. The Employer shall be deemed to have fulfilled its obligation by mailing the recall notice by registered mail, return receipt requested, to the last mailing address provided by the employee. Employees shall be responsible for keeping the Office notified, in writing, of any changes in his address. The recalled employee shall have seven (7) calendar days following the receipt of the recall notice to notify the Employer of his intention to return to work and shall have fourteen (14) calendar days following the receipt of the recall notice in which to report for duty, unless a different date for returning to work is otherwise specified in the notice. If the employee does not respond within seven (7) calendar days the employee shall be removed from the recall list. If, upon recall, an employee must receive additional training, the Employer shall provide and pay for the training required to maintain his certification. The employee shall be required to complete the training in a timely fashion established by the Employer. If the employee fails to complete the training, the employee may be removed without recourse to the grievance procedure or the State Personnel Board of Review. Section 19.4 Bumping Bumping rights will be extended to the employee under this Agreement. Employees may bump or displace employees in other classifications so long as the employee previously worked in the classification or assignment and displaces an employee with less seniority. Employees from other bargaining units not covered by this Agreement, and other employees of the Sheriff’s Office who previously worked in a classification covered by this Agreement, may displace into positions covered by this Agreement so long as the employee displaced has less classification seniority. The employee displaced will be the one with the least seniority. Employees seeking to displace less senior employees will displace to the most recently held classification, and the next most recent, etc. until the employee is able to displace a less senior employee. If no employee in a previously-held classification has less seniority, then the employee seeking to displace shall be laid off. Employees displaced shall be placed on the recall list. An employee who is displaced may take a voluntary layoff, when layoffs occur rather than displace to a lower classification.

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