Layoffs Sample Clauses

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. ‌ (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. 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) 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. ‌ 1. When layoffs are necessary due to lack of work or lack of funds, the District shall give the affected employee notice of the planned layoff at least 60 days prior to the effective date. The notice shall be by personal delivery or certified mail and shall specify the reasons for layoff, identify the classification and the position(s) designated for elimination, and include information of the employee’s displacement (bumping) rights, and his or her reemployment rights. A copy of the notice (including all attachments) will be provided to L-39. 2. An employee who has been given notice of layoff and displacement rights shall notify the District’s Human Resources Office of his or her decision on the exercise of those rights within 10 working days of date of service by the District. 3. Any layoff shall be effected within a classification. The order of layoff shall be based on seniority within that classification throughout the District. The unit member with the least seniority within the classification shall be laid off first. 4. Seniority and length of service for all purposes related to bargaining unit members shall be determined by hire date in classification. 5. A unit member shall not be laid off if a short-term employee is retained to render a service that the classified employee is qualified to render. 6. A unit member whose position is eliminated by the District or who is displaced from his or her position by a unit member exercising bumping rights shall be presented with the following options, in order: a. bump into a vacant position in the same classification. If a vacant position exists, options c and d below shall not apply; b. bump into a vacancy in a lower or higher classification in which the unit member has the appropriate seniority. If a vacancy exists, options c and d below shall not apply; c. bump into a position that is held by the least senior unit member in the same classification. d. bump into a position held by the least senior unit member in a lower or higher class in which the unit member has greater seniority considering his or her seniority in the lower class and any higher classes; e. layoff; f. retirement in lieu of layoff; g. resignation in lieu of layoff. 7. A unit member who elects a layoff in lieu of bumping is eligible for reemployment in each class for which he or she holds seniority, in accordance with his or her class seniority, for a thirty-nine (39) month period. 8. A unit member who accepts a voluntary demotion or vol...

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.

Layoffs. A. The University will determine the basis for, extent, effective date and the length of layoffs in accordance with the provisions of this Article. A layoff is an employer−initiated action that results in; 1. Separation from service; 2. Employment in a class with a lower salary range maximum; 3. Reduction in the work year; or 4. Reduction in the number of work hours. B. When it is determined that layoffs, other than a temporary layoff, will occur within a layoff unit, the Employer will provide the Union with: 1. As much advance notice as possible, but not less than thirty (30) calendar days’ notice; 2. Opportunity to meet with affected employees prior to the implementation of the layoff; and 3. An invitation to meet under the provisions of Article 38, Joint Labor Management Committee, of this Agreement. The Employer will explore options including reduction of hourly employees.