Layoffs and Re-employment Sample Clauses

Layoffs and Re-employment. The employer may lay off whenever it appears that financial considerations require layoff or whenever there is a diminished need for employee services. Employees shall be laid off in each affected job classification by inverse order of seniority in that job classification; employees shall be recalled in inverse order of layoff, the first to be laid off shall be the last to be recalled. No new employees in affected job classifications shall be hired while former employees who are on the laid off list are willing and qualified to accept the jobs available. In the event of a recall of any classification in a job family, re-employment will be offered to members of that job family who remain on the recall list by M-DCPS seniority in the job classification of the position to be filled. An employee cannot be recalled to a position which was classified higher than his/her position at the time of layoff. An employee who is recalled for a lower position than his/her position at the time of layoff and who declines the offered position shall retain his/her recall rights. Notification of recall or other job recovery options will be furnished by certified mail to the last home address, with a copy to DCSMEC. The employee shall be expected to notify immediately and report within three working days to the new assignment. If an employee fails to report to a new assignment within the three workdays, he/she shall be removed from the recall list, and shall be deemed to have forfeited further claim to any recall rights. The individual next in the recall sequence shall be notified to report to the new assignment, and so on. Recalled former employees must meet the job qualification requirements existing at the time of layoff in order to be rehired. Any sick leave forfeited at the time of layoff and termination shall be restored at the time of recall and rehire. An employee notified for layoff may bump down or an employee laid off may bump back to any job classification which carries a lower designation within his/her craft, or to Trades Helper, provided his/her over-all job family seniority is greater than the employee in the classification whom he/she seeks to replace. The bumping procedure shall afford the same rights of bumping and recall to any employee who is laid off because he/she was bumped. Employees on layoff for 12 continuous months will be considered terminated and will lose all recall rights.
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Layoffs and Re-employment. A. Layoffs - When there is an impending layoff within a jurisdiction with respect to any regular employee in the bargaining unit, the Employer shall inform and consult with the Union as soon as possible.
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Layoffs and Re-employment. 1. In the event of a layoff it is agreed that, subject to the following provisions, employees shall be laid off in inverse order of seniority. Any vacancy which might be created by such layoff shall be bulletined prior to the time of the layoff to determine if an employee with more service seniority than the incumbent is available for assignment. If no qualified applicant with more service seniority applies for the vacancy, the incumbent will remain on the job. An employee who has bid on any job before being laid off shall be considered for the vacancy and if he/she is the senior qualified applicant, he/she shall be reinstated and given the assignment. The application of this paragraph shall be delayed in the case of any employee who is off duty due to industrial injury until such time as he/she is able to return to work.
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Layoffs and Re-employment. Section 1 If, due to operational changes solely within the control of the Company, other than changes in motor transportation operations, it appears necessary to reduce the work force by layoff of such regular employees (not seasonal or temporary) prior to the expiration of this Memorandum of Agreement on January 31, 1999, the Company will give the Union at least sixty (60) days written notice prior to the date that such a layoff may occur. During the sixty (60) day period the Company will discuss the proposed changes with the Union for the purpose of determining ways and means of avoiding the layoff or lessening its effect on such employees.
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Layoffs and Re-employment 
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Related to Layoffs and Re-employment

  • LAYOFF AND RE-EMPLOYMENT A. Layoff shall be defined, for the purpose of this Article, as a termination of a permanent full-time or permanent part-time employee resulting from the elimination of the employee’s position by the Town or being displaced by an employee whose position was eliminated. The Town shall notify the Association of any intended layoffs as soon as possible prior to notification to any affected employees. An employee subject to layoff, shall receive written notice of such layoff no less than thirty (30) days prior to the effective date of such layoff. A copy of such notice shall be sent to the Association. The Department of Human Resources shall provide a copy of the relevant seniority list to the Association at the time the notice of layoff is issued to the Association. The Association may make reasonable requests, in writing, for a position’s seniority list from the Department of Human Resources, and the Department of Human Resources shall provide a copy of the requested seniority list within ten (10) business days of its receipt of the request. For the purposes of this Article, a permanent part time employee shall be deemed subject to a layoff if such employee’s regularly scheduled hours are reduced to an extent causing the employee to become an unrepresented part-time employee and therefore no longer covered by the terms of the collective bargaining agreement. In the event the Town eliminates a full time position, full time temporary followed by full time probationary employees in the affected title in that department shall be laid off prior to any permanent full time employee occupying such title in that department. In the event it becomes necessary to lay off a permanent full time employee, such layoff shall be affected in reverse order of Town-wide seniority of the permanent full time employees in the affected title in that department. A permanent full time twelve-month employee who is laid off may elect to displace in Town government, the least senior full-time employee in that title in the following order: (i) twelve-month employee in that title, (ii) eleven-month employee in that title, (iii) ten-month employee in that title, (iv) part time twelve- month employee in that title, (v) part-time eleven-month employee in that title, or

  • Re-employment An employee who resigns her position and within sixty (60) days is re-employed, shall be granted a leave of absence without pay covering those days absent and shall retain all previous rights in relation to seniority and other fringe benefits subject to any benefit plan eligibility requirements.

  • Layoff and Reemployment A. Application Whenever it is necessary because of a lack of work or funds, or whenever it is advisable in the interest of economy to reduce the number of permanent and/or probationary employees (hereinafter known as "employees") in any State agency, the State may lay off employees pursuant to this Section.

  • TTOC Employment Melding Exercise 145 LETTER OF UNDERSTANDING NO. 16(B) 146

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Summer Employment 26.1 In selecting teaching staffs for summer programs, employment shall be offered to teachers who are certified and “Highly Qualified” in the subject area(s).

  • Cyclic Employment Leave Leave without pay will be granted to cyclic year employees during their off season.

  • Cyclic Year Employment The Employer may fill a position with a cyclic year appointment for positions scheduled to work less than twelve (12) full months each year, due to known, recurring periods in the annual cycle when the position is not needed. At least fifteen (15) days before the start of each annual cycle, incumbents of cyclic year positions will be informed, in writing, of their scheduled periods of leave without pay in the ensuing cycle. Such periods of leave without pay will not constitute a break in service. When additional work is required of a cyclic position during a period for which the position was scheduled for leave without pay, the temporary work will be offered to the incumbent. The incumbent will be allowed at least three (3) working days in which to accept or decline the offer. Should the incumbent decline the work, it will be offered to other cyclic employees, in the same classification, with the necessary skills and abilities, in order of seniority, before being filled by other means.

  • Project Employment 1. The Employer may appoint employees into project positions for which employment is contingent upon state, federal, local, grant, or other special funding of specific and of time-limited duration. The Employer will notify the employees, in writing, of the expected ending date of the project employment.

  • EMPLOYMENT Company hereby employs Executive, and Executive hereby accepts such employment, upon the terms and conditions set forth herein.

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