Layoff Right Retention Sample Clauses

Layoff Right Retention. In bumping, and in rehiring from the layoff list, employees may have to serve probation as required in Article 7, Probationary Period. However, in this bump or rehire situation, if the employee fails to pass probation, the employee shall be placed on the layoff list per Section 8, paragraph 2. This option may be exercised twice. Failure to pass probation a third time will exclude the employee from all rights to return to the layoff list. (See Article 7, Probationary Period.) A right to return to the layoff list is forfeited if an employee is discharged from the University for disciplinary reasons.
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Related to Layoff Right Retention

  • Layoff and Recall (a) A layoff of employees shall be made on the basis of seniority, based on an integrated seniority list of all hours paid since date of last hire. It is understood and agreed that through the bumping procedure the first to be laid off are probationary employees followed by those who work casual part-time shifts. No agency or new hires will be used when there is an employee on layoff provided that the employees on layoff will meet the staffing requirements of the Home. An employee will not be laid off out of seniority order if her lack of qualification for a junior employee’s shift can be remedied by a three (3) day orientation to that shift. An employee will not be denied recall to a shift if her lack of qualification for the recall opportunity can be remedied by a three (3) day orientation to that shift.

  • Recall from Layoff Full-time and regular part-time nurses shall be recalled in the order of seniority unless otherwise agreed between the Hospital and the local Union, subject to the following provisions, provided that a nurse recalled is qualified to perform the available work:

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