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. 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) When layoffs (reductions in force) of employees are to be made in any unit, the Company, in its sole discretion, shall determine the number of employees to be laid off at each office. If such layoff shall be confined solely to temporary employees, the Company shall have the absolute right of selection among such employees. If such layoff shall involve both temporary and regular employees, the Company shall lay off all temporary employees at such office and then lay off regular employees at such office in inverse order of Unit Seniority, as defined in Section 11.3 of this Article. (b) Similarly, if a layoff shall involve only regular employees, such layoff shall proceed in inverse order of Unit Seniority at such office. (c) The Company shall not be required to transfer employees between offices in the event of a layoff. (d) Any regular employee who has accrued less than five (5) years of Unit Seniority or any vacation relief employee who is laid off shall receive two (2) weeks' written notice of such layoff or two (2) weeks' pay in lieu of such notice. Any regular employee who has accrued five (5) or more years of Unit Seniority who is laid off shall receive three (3) weeks' pay in lieu of such notice. Notice of layoff or pay in lieu of such notice shall be in addition to any severance, vacation or holiday pay to which an employee may be entitled upon such layoff pursuant to this Agreement. Such notice shall include the date of layoff and the number of payback days and vacation days, if any, due to the employee. In the event notice is given to the employee as provided above, a copy thereof shall be sent to the Union. (e) In the event a regular employee is laid off and returns to the Unit within the applicable period specified in Section 11.7, the employee's seniority for all purposes upon returning shall be that which he or she had on the date of such layoff. (f) In the event a temporary employee is laid off and returns to the Unit within one (l) year, the employee's seniority for all purposes upon returning shall consist of all accumulated time worked for the Company in the Unit, which was separated by intervals of less than one (l) year. (g) The Company will give to each employee who is laid off, and who has rehiring rights, a copy of Section 11.7 of this Agreement.

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. 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. 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. 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. ‌ 1. In the event of a contraction of the work force covered by this Agreement, employees shall be laid off in order of inverse seniority within their work division as defined in Article 28 Seniority, Section 2. 2. In lieu of layoff, the affected employee may exercise the following bumping rights: A. Displace the least senior person in the employee’s present classification. B. If the option to displace the least senior employee as described above does not exist, the employee may then displace the least senior employee in any previously held equivalent or lesser classified position in inverse order of when said position(s) were held, if the employee is qualified for that position as determined by the Authority. 3. Any employee displaced by an employee from the Headquarters or Maintenance and Operations Unit exercising bumping rights or displaced pursuant to the preceding provisions shall have displacement rights described in Section 2 of this Article. 4. An employee subject to layoff shall be notified in writing at least ten (10) work days prior to the effective date of the layoff. 5. Upon receipt of a layoff notice, the employee shall have five (5) work days to notify the Authority of the decision to exercise displacement rights. 6. In the event of layoff, the employee so laid off shall be entitled to recall by the Authority on the basis of seniority among laid off employees in the same work division for a period of four (4) years. A. Such recall shall be subject to: i. The employee is qualified for and meets all requirements of the position as determined by the Authority; and ii. A pre-employment physical examination at the Authority’s expense by a physician designated by the Authority is successfully completed. B. The right to recall shall be forfeited in the event that the affected employee fails to report for work within seven (7) calendar days of mailing of written notice of recall by the Authority to the employee’s last mailing address left with the Authority.

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. 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.