Layoffs. Section 1. All employees will be laid off in line of least seniority and hired in reverse order. No employee will be hired by the City as long as there are employees laid off who have seniority. If employees are to be laid off, a thirty (30) calendar day written notice shall be given to the affected employee and the Union prior to the date that the services of that employee shall no longer be required.
Section 2. Employees who are subject to layoff within their classification and who are qualified to perform duties of the next lower classification in declining sequence, may, in order at which they are laid off, occupy vacant positions of such lower classifications, or may displace employees who hold positions of such lower classifications.
Section 3. An employee who voluntarily requests demotion or another position in order to remain in the classified service following a reduction in force shall be placed at a rate of the new classification pay range which ensures a five percent (5%) reduction in salary, unless a larger reduction is necessary for the officer to be placed in the highest step in the lower classification.
Section 4. Where, by virtue of a reduction of the workforce, an employee takes a position in a lower classification in accordance with Section 2 and 3 hereof, and a reduction in force becomes necessary in such lower classification, such employee shall be credited with seniority earned in his classification.
Section 5. Any employee who is laid off due to a reduction in work force and thereafter, within a period of four (4) years, reinstated to City service, shall, to the extent possible for purposes of all rights and benefits, be deemed to have been on leave without pay.
Section 6. When the work force is increased after a layoff, employees will be recalled in reverse order of layoff. Notice of recall shall be sent to the employee at the last known address by registered or certified mail. If an employee fails to report for work within thirty (30) calendar days of the date of mailing of the recall notice, he shall be considered to have voluntarily terminated with the City.
Section 7. When the work force is increased after a layoff, those persons who have voluntarily taken a lower classification as provided in Section 2 and 3 herein, shall have the option of occupying positions which open up in their former classification with no loss of seniority in that classification. This option shall
Layoffs. When an appointing authority determines that a reduction in force is necessary, implementation of that reduction in force will proceed as follows:
(1) The appointing authority determines which positions, in each organizational unit and unit division, are to be abolished or funding eliminated.
(2) The least senior employee(s) in the affected classification and unit division will be laid off. More senior employees who occupy positions that are abolished or for which funding is eliminated will be reassigned to vacancies created by these layoffs or to other available vacancies in the class and unit division. These employees will be offered their choice of vacancies into which they may be reassigned in order of seniority, provided they are qualified to perform the duties of the position they select.
(3) If no option exists in (2), in lieu of layoff a displaced employee may accept, in order of seniority, reassignment to an available vacant position in his or her last previously held classification, regardless of changes to range, title, and/or bargaining unit of the classification since the employee left the classification, in the same unit division, provided the employee is qualified to perform the duties of the position.
(4) If no option exists in (3) above, in lieu of layoff a displaced employee may displace, in order of seniority, the least senior employee in his or her last previously held classification, regardless of changes to range, title, and/or bargaining unit of the classification, since the employee left the classification, in the same unit division, provided he or she has greater seniority than the employee being displaced and is qualified to perform the duties of the position. The employee may also accept reassignment, in order of seniority, to an available vacancy in classifications that are lower related to the employee’s current classification in the same unit division, provided the employee is qualified to perform the duties of the position.
Layoffs a. For the purposes of this section, “seniority” shall mean the length of continuous service, including approved leaves of absence, with the SMCPS since the most recent date of hire. In the event of a reduction in force within an employment classification, as listed on the “Schedule of Classifications” under Article 11, Xxxxxx, and/or Article 1, Recognition, 1.2 Definitions or the recall of said employees, seniority shall be the determining factor among qualified unit members in that classification. Unit members shall retain recall rights for a period of three years.
b. In the event that unit members may be laid off because of work performed by non- unit members, the Board agrees to notify EASMC and explore any alternative and consider any EASMC proposals so as to minimize the effect on unit members.
c. When positions in their classification become vacant, nonprobationary unit members who have been laid off shall be recalled in order of the length of total satisfactory service as a unit member in the SMCPS. They shall be notified of recall by certified mail. Within 15 days of an offer to return to employment the (unit member) employee shall provide written notice of acceptance in writing, which must be received within the Department of Human Resources prior to the close of business on the fifteenth day or it shall be deemed that they have declined the offer. It shall be the responsibility of each laid-off unit member to keep the Department of Human Resources informed in writing of any change in address. A unit member shall remain on the recall list for three years.
d. Unit members on leave of absence shall be eligible for layoff as though they were in active service.
e. The Board will continue coverage for three months after the first effective day of a layoff at the regular percentage of premium split defined in Article 9 of this agreement. Health care coverage thereafter would be provided under COBRA regulations with the full premium costs being paid by the former (laid off) employee to SMCPS.
f. Previously accrued sick leave days will be restored to all employees who return to employment with the Board.
Layoffs.
(A) Layoffs and displacements may occur as a result of lack of funds and/or lack of work or job abolishment or job redesign. In any such event, layoff and recall will be in accordance with the Ohio Revised Code §124.32 and any applicable Civil Service Commission rule, except as may be superseded or amended hereafter. In lieu of layoffs, transfers to vacant positions between employing units will be made whenever possible.
(B) The City will provide CODE with a copy of the “Layoff Statement of Rationale” at least 30 days prior to the effective date of a layoff whenever sufficient time permits or earlier whenever possible. This statement will explain the reason and justification for such layoff or displacement. Employees have the right to appeal the procedural aspects of layoff or displacement to the Civil Service Commission.
(C) Whenever there is a reduction in the workforce, permanent employees who have passed their initial probationary period are the last to be laid off in a classification within their employing unit. Students, emergency employees, seasonal, provisional and permanent employees who have not passed their initial probation are laid off before full-time employees. Part-time employees are laid off before full-time employees. Employees displaced or designated for a layoff will fill existing vacancies within the employing unit first, provided they meet the qualification contained in the job description for the position.
(D) If the employee whose position has been eliminated has more retention points than any other Division 0 employee occupying a position within the same employing unit and at the same or lower rate of pay but in a different classification series, and otherwise meets all of the qualifications required for the position pursuant to the published job description, then the employee with the fewest retention points will be displaced.
(E) When an employee is laid off, he or she will receive all wages due including, at the employee’s option, all accumulated vacation pay. Such payments will be made no later than the pay period after the layoff.
(F) In the event of any changes in state law affecting this Article 10, the changes shall become a part of this Agreement unless CODE or the City objects. In that event, CODE and the City have fourteen 14 days from the effective date to notify the other party of their objection. The parties agree to meet and confer. Any deviation from state law will be effected by a Memorandum of Understanding. If ...
Layoffs a) The Employer decides when a lay off is necessary, and which classifications and positions will be affected. Layoffs may be determined necessary because of budget adjustments or reallocations, a modification of position workloads, or elimination of or change in scope of institutional services, or as the result of any other job-related management decision.
b) When a layoff is contemplated, the President will consult the local NSCPA President, on behalf of the chapter as soon as possible. The chapter shall make recommendations and act in an advisory capacity only. The local NSCPA President or designee will forward the chapter’s written recommendation to the President.
c) When the Employer decides that a lay off among unit members is necessary, the President or designee shall conduct a layoff in such manner that the remaining employees possess the necessary job qualifications.
d) The Employer will make an effort to avoid a layoff by use of attrition wherever possible.
e) Where qualifications, training and ability to perform the work remaining are equal, the Employer will follow these priorities for reduction in force:
1) Temporary/part-time professional staff employees before unit members;
2) Unit members with unsatisfactory performance records before unit members with satisfactory performance records; and,
3) Unit members with short service before unit members with long service.
f) For twelve (12) months following the effective date of layoff, a unit member who has been laid off, and who indicates a desire to be placed on a recall list, shall be offered recall in the same position at the College should an opportunity arise. The unit member shall receive the same salary which was received at the time of layoff plus any increases in salary or benefits received by unit members.
g) Unit members recalled within twelve (12) months shall not be considered to have suffered a break in service for the purposes of calculating sick and vacation leave, as well as service years regarding notice requirements.
h) For twelve (12) months following the effective date of layoff, a unit member on the recall list who is a qualified applicant for a position in the unit shall be given preference for the position when qualifications are equal.
i) In the event of layoffs, the President shall establish a recall list and supply it and any changes to the local NSCPA President.
j) Unit members to be laid off shall be given ninety (90) calendar days notice and the notice shall include t...
Layoffs. Should the City intend to institute a job abolishment or layoff action during the term of this Contract, it shall notify the Lodge at least sixty (60) days in advance of the intended effective date of this action and initiate negotiations concerning the effects of the intended action.
Layoffs. The University agrees that should a reduction in force be required, the University will make a good faith effort to do so through attrition. The Association President and Vice President shall be notified of the positions to be reduced. Bargaining Unit members will be given a minimum of fourteen (14) calendar days notice prior to reduction in force. If fourteen (14) calendar days notice cannot be given, severance pay will be provided in lieu of notice for each workday lost during the fourteen (14) calendar day period. In the event of layoffs or a reduction in the work force, probationary, and part-time employees shall be laid off first. Thereafter, the employee with the latest department seniority date within classification shall be laid off, followed by the employee with the next latest seniority date, and so on, provided that those remaining at work have the ability to do the work which is available. The laid off sergeant shall be able to bump the officer with the least department seniority provided the laid off sergeant has greater department seniority. Laid off bargaining unit members who notify the department within 2 weeks of layoff that they want to be maintained as a temporary employee shall be maintained on the temporary employee list. Laid off bargaining unit members maintained on the temporary employee list retain rights as a laid off bargaining unit member. Laid off bargaining unit members who are maintained on the temporary employee list will be contacted in order of department seniority when temporary or part-time work is available.
Layoffs. When the layoff of employees is anticipated, the Authority shall determine the positions to be eliminated and/or the number of employees to be laid off. It is the intention of the Authority to give the Union as much advance notice of layoffs as is practicable in order that discussions may be held to provide an orderly and equitable layoff procedure. The Authority agrees to provide seniority lists for all regularly employed full time employees to the Union on a monthly basis or upon request.
8.4.1 If it becomes necessary for the Authority to lay off employees, the Authority shall provide to the employee(s) affected:
i) at least four (4) weeks’ notice in writing in advance of the proposed layoff; or
ii) pay in lieu of notice, provided that the pay in lieu, or combination of notice and pay in lieu equals four (4) weeks. Notice or a combination of notice and pay in lieu shall be such length of time as prescribed by legislation if it is longer than four (4) weeks.
(a) For layoff purposes the Authority will, unless otherwise determined by mutual agreement of the parties, attempt to place a displaced employee through the following process:
1. an employee to be laid off will be given first opportunity, consistent with his or her qualifications, to fill any existing vacancies within the bargaining unit;
2. an employee to be laid off will be given preferential consideration for existing vacancies within the Authority outside the bargaining unit provided that, in the opinion of the Authority, he or she is qualified;
3. if there is more than one qualified candidate for a vacancy, the Authority will choose the most senior candidate.
(b) In the event of lay off, failing placement in a vacancy as described above, the Authority shall, unless otherwise determined by mutual agreement of the parties, lay off in the inverse order of Authority seniority within the classification involved.
(c) Where an employee would otherwise be laid off from employment and has recognized occupational qualifications in another classification, the employee may apply his or her Authority seniority to displace the most junior employee in a classification in the same or lesser salary group. The employee shall notify the Authority in writing of their intention to displace another employee as early as possible but, in any event, no later than ten
Layoffs. Layoffs of employees in the bargaining unit may only be made pursuant to the Ohio Revised Code 124.321 et. seq. and Administrative Rule 123:1-41-01 et. seq. except as modified by this Article. In cases of any layoff, the parties commit to working together in an attempt to place laid off workers in appropriate positions.
Layoffs. In the event of a layoff, employees shall be laid off in the reverse order of their bargaining unit-wide seniority, provided that an employee may bump a junior employee only in cases where the senior employee is qualified to fill the lower positions.
