Layoff Seniority. Notwithstanding the provisions of Article 10.2 of the collective bargaining agreement, for purposes of layoff or bumping, seniority for permanently appointed employees in part-time or job share positions under this program shall be prorated on the basis of regularly scheduled hours worked.
Layoff Seniority. If the District determines the need for a permanent reduction (defined to mean a reduction in time or complete position elimination) in its work force, they will identify the positions that will be reduced or eliminated and then notify the Association in writing. Working with the Association, the two groups will identify the lowest District (VIII.4.1) seniority position in each classification. If two employees have the same District seniority, the member with the lowest classification seniority may be displaced. Exception - If an employee with greater District seniority has not served in the classification for at least one (1) year within the past three (3) years then priority will be given to the employee with the greatest classification seniority. Seniority ties shall be broken by lot, done at the time of hire.
Layoff Seniority. Layoff seniority is defined as a regular employee’s total unbroken regular bargaining unit service with the Employer and predecessor companies inclusive of BCTC. When computing length of service to determine seniority, time lost due to sickness or accident or leave of absence for military service or Local Union business shall be counted as time worked. Effective 1 September 1982 time lost due to a period of layoff where an employee is out of service 24 months or less (after 1 September 1982) shall be included as continuous time for the purpose of calculating layoff seniority. Employees brought into the IBEW L.U. 258 bargaining unit as a result of the certification variance issued 19 August 1981 shall have their layoff seniority calculated on the basis of their total unbroken regular service within the IBEW Local Union 258 and former ATU bargaining units. In the event two or more employees have the same seniority date all previous service (temporary and regular) shall then be used to determine the junior employee.
Layoff Seniority. In order to retreat to a former or lower classification, an employee must have more seniority than at least one (1) of the incumbents in the retreat classification, be qualified to hold the retreat classification or have served in the retreat classification prior to the layoff and request displacement action in writing to the Human Resources office within five (5) working days of receipt of notice of layoff. Employees within each category shall be laid off in reverse order of seniority within the classification series. Seniority for the retreat classification would be the combination of time served (at or above) in the layoff classification and any prior time served in the retreat classification. Ties will be broken based upon seniority of total City service. Employees retreating to a lower or similar classification shall be placed at the salary step representing the least loss of pay. In no case shall the salary be increased above that received in the classification from which the employee was laid off. Employees retreating to a lower or similar classification shall serve a probationary period in the new classification unless they have previously completed a probationary period in the retreat classification or a higher classification in the series.
Layoff Seniority. The Union Executive and Business Manager hold layoff seniority over all Employees in their respective classifications. Where two or more Union officers are in the same classification family, seniority will be determined by their normal position in the seniority listing.
Layoff Seniority. A. Layoff seniority is defined as the length of service in calendar days with IHME. Service of less than full time shall be considered full time. Calendar days spent on layoff shall not be included in computing seniority except for cyclic year positions, but does not constitute a break in service. Permanent employees who are veterans or their unmarried widows/widowers shall have added to their seniority the veteran’s active military service to a maximum of five (5) years credit. Time spent on military duty leave, paid or unpaid, or time spent on leave without pay to work for the union in accordance with Article 45.5 is included in seniority calculation. Probationary employees are not vested with seniority credits until successfully completing the probationary period.
B. Layoff Seniority shall be lost following a break in service including resignation, termination for cause, failure to return from a leave of absence, expiration of rehire rights.
C. Seniority groups will be considered in selecting the order of employees being laid off within the layoff unit, determining eligibility for placement in vacant jobs, and order of placement on the rehire list, IHME employees will be listed in seniority categories, as follows: in calendar days 1-365, 366-730, 731-1460, 14612190, 2191 and over. Individual layoffs would occur within the lowest seniority category first. Employees in the highest seniority group would be considered the most senior and the employees in the lowest seniority group would be considered the least senior.
D. The Employer will provide all employees notice when a new position has been posted on the internal job board.
E. Once employees have been notified of a layoff (as described below), the Employer will include at least two internal layoff applicants in the interview pool for each position provided there are least two applicants that meet the minimum qualifications. 41.2
Layoff Seniority. When a job is abolished by the Board of Education, termination will be based upon full- time seniority in that category of position. The last person hired in the category will be laid off and will become eligible for call person work and/or part-time work. Re- employment within the category will occur in the order of seniority within the category for a period of eighteen months.
Layoff Seniority. For purposes of Article 20 (Layoff), seniority is established by the employee’s date of hire as a regular probationary or permanent employee of the District in the classification (this calculation does not include any substitute or temporary time served by the unit member) plus any service in higher classes (i.e., those with higher pay ranges) with deductions for any unpaid time as outlined below. Except for reinstatement within thirty nine (39) months or reemployment as a probationary employee within the same class within six months of resignation, a break in employment and subsequent reemployment shall create a new hire date. If two or more employees subject to layoff have equal seniority as defined herein, then the employee with the most recent hire date in the District shall be laid off first. If date of hire in the District does not break the tie then the tie shall be broken by Union Chapter Officers Leadership in the presence of the District. random drawing.
Layoff Seniority. A. Application of the principle of seniority shall apply in the case of layoff, or recall, provided that the Employee has the skills and abilities to do the work as determined in a fair and equitable manner.
B. In the event of layoff, the least senior Employee within the job classification to be reduced, as defined above, shall be the first laid off.
Layoff Seniority. For purposes of Article 20 (Layoff), seniority is established by the employee’s date of hire as a regular probationary or permanent employee of the District in the classification (this calculation does not include any substitute or temporary time served by the unit member) plus any service in higher classes (i.e., those with higher pay ranges) with deductions for any unpaid time as outlined below. Except for reinstatement within thirty nine (39) months or reemployment as a probationary employee within the same class within six months of resignation, a break in employment and subsequent reemployment shall create a new hire date. If two or more employees subject to layoff have equal seniority as defined herein, then the employee with the most recent hire date in the District shall be laid off first. If date of hire in the District does not break the tie then the tie shall be broken by Union Leadership in the presence of the District.
