Layoff Rules. 39 The County will notify regular employees affected by layoff of the reason for the 40 action and of their reassignment or layoff, according to the provisions of this section.
Layoff Rules. A. Seniority of and Bumping by Non-Bargaining Unit Employees and Other Bargaining Units:
1. The only non-bargaining unit employees, confidential employees or members of other bargaining units who may bump into the bargaining unit are those who have previously been a member of the Bargaining Unit or who were in a classification which subsequently became part of this unit.
2. Only time served in the bargaining unit shall apply for bumping purposes.
3. Bargaining unit employees shall not be demoted, reassigned, bumped and/or recalled into other bargaining units. However the Employer may give preference to bargaining unit employees who have been demoted, reassigned, bumped and/or recalled for non-bargaining unit vacancies for which they qualify. The Employer may also give preference to bargaining unit employees who have been demoted, reassigned, bumped and/or recalled over non-City applicants for vacant positions in other bargaining units for which they qualify, unless prohibited by law or civil service rules.
Layoff Rules. 1. If the District determines the need for reduction in its work force, a written notice of not less than thirty (30) calendar days prior to the last day of work shall be provided to the Association and to the bargaining unit employees to be laid off. In unusual circumstances, both parties may mutually agree to waive the thirty (30) day waiting period.
2. The notice shall contain the effective date of layoff, displacement rights, if any, and re- employment rights. Bargaining unit employees who have been laid off shall be placed on a re-employment list for a period of twenty-seven (27) months.
Layoff Rules. (a) In a lay-off of less than one (1) working day, the supervisor will, where possible, follow the general principles of seniority.
(b) In the event that a lay-off is processed by the Company in accordance with (a) above and it develops that the lay-off will extend to one (1) or more working days, the employee so affected will be recalled to work and the plant wide lay-off procedures will be instituted, but the employee in question will have no claim on retroactive pay for the one (1) working day period in question.
(c) If a lay-off is to exceed one (1) or more working days, plant wide seniority will be implemented by the Company, providing it does not prevent the Company from maintaining a working force of employees who are qualified and willing to do the work which is available. Employees will be entitled to a reasonable training period to enable them to exercise their seniority to maintain a job, either to prevent a lay-off or to enable them to qualify for recall.
(d) This lay-off procedure for periods of one (1) or more working days means that the Company will be faced with a reasonable amount of transferring and re-shuffling of the work force.
(e) For lay-offs of one (1) or more working days, the Company will meet with the appropriate Union Committee in advance of the lay-off and discuss with them possible rearrangements of the working force.
(f) Any arrangements made between the Company and the Union are to apply to the lay-off in question only and are not necessarily binding on either party for future lay- offs.
Layoff Rules. The procedure and practice regarding layoffs as contained in the City’s Personnel Rules in effect on July 1, 1980, shall remain in full force and effect during the entire term of this MOU.
Layoff Rules. 1. If the District determines the need for reduction in its work force, a written notice of not less than thirty (30) calendar days prior to the last day of work shall be provided to the Association and to the employees to be laid off. In unusual circumstances, both parties may mutually agree to waive the thirty (30) day waiting period.
2. The notice shall contain the effective date of layoff, displacement rights, if any, and re- employment rights. Employees who have been laid off shall be placed on a re- employment list for a period of 27 months.
3. Offers of re-employment shall be made in reverse order of layoff as openings occur for which they meet qualifications within their former classifications.
4. Employees scheduled for layoff may bump into any lower classification in which they held permanent status provided they are more senior than the employee being bumped and are qualified to perform the current duties/responsibilities of the lower classification as required. Example: Employee A has two (2) years seniority as a Secretary II and is laid off from the classification. That employee previously held permanent status as a Secretary 1 and was in the classification for five (5) years. Employee A bumps into a Secretary 1 classification. The employee’s DISTRICT seniority as a Secretary 1 would be seven (7) years. Such combining would continue each time an employee is bumped into an additional lower classification for which the employee is eligible.
5. Individuals on a Layoff Re-employment list shall be notified in writing, sent by certified mail, receipt requested, of an offer of re-employment and will have ten (10) working days to respond.
6. Failure to respond within the time specified or a refusal of comparable employment would cause the individual's name to be permanently removed from the re-employment list. Comparable employment shall be equal to at least 80% of the compensation level of the previous assignment, prior to layoff.
7. An employee who is laid off and subsequently re-employed shall retain that seniority earned prior to the effective date of the layoff.
8. The District reserves the right to retain less senior employees where there are operational needs for special skills. Special skills will be mutually agreed upon by the District and the Association, on a case by case basis, at the time the operational need is identified.
