LAYOFFS AND RECALL. 16.01 It is not the intent of these lay-off and recall procedures to apply to the normal summer period. However, where known, recall dates of ten (10) month employees shall be indicated on the Separation Certificate issued by the Employer.
16.02 In the event of lay-off, employees shall be laid off in reverse order of their seniority provided that those persons retained have the necessary skills, qualifications, and ability to perform the duties of those jobs maintained.
a) In order to minimize the potentially disruptive nature of an Educational Assistant lay-off during the school year, an Educational Assistant who has received a lay-off notice during the school year may elect to:
i) Accept the lay-off and be recalled under the terms of the Collective Agreement or;
ii) Displace the most junior permanent Educational Assistant in the Division.
b) Where there are Educational Assistants who are on lay-off or who are laid off at the end of June, and there will not be sufficient positions in September for them all to be recalled, then the Employer will lay-off a sufficient number of the most junior Educational Assistants so as to enable the more senior Educational Assistants to be recalled in September.
c) Educational Assistants who receive a lay-off notice must declare their intention to displace a junior Educational Assistant within the first five (5) working days of receipt of the lay-off notice. It is agreed between the parties that failure to do so will mean that the Educational Assistant accepts lay-off at the end of the notice period.
16.03 Employees shall be recalled in order of their seniority provided that the person recalled has the necessary skills, qualifications, and ability to perform the duties of the job.
16.04 New employees shall not be hired if there are employees on lay-off with the necessary skills, qualifications, and ability to perform the work.
16.05 In the event of lay-off, every employee affected shall be given four (4) weeks’ notice before the date on which she is to be laid off, and to the extent that such minimum notice is not given, the employee shall receive pay in lieu thereof.
16.06 Grievances concerning lay-offs and recalls shall be initiated at Step II of the grievance procedure.
16.07 Notwithstanding the provisions of Article 15.01, an Educational Assistant who normally works twenty-seven and one-half (27 ½) or more hours per week, and whose hours of work have been unilaterally reduced during the school year, shall, at the Educ...
LAYOFFS AND RECALL. (a) The layoff of employees will be in reverse order of seniority providing that employees remaining are qualified to perform the available work. Probationary employees will be laid off first. Full-time layoffs will be separate from part-time layoffs. Notwithstanding this provision, when full-time or part-time employees choose to bump and there are no employees with less seniority on the applicable full-time or part-time seniority list as the case may be, then the lists will be merged for purposes of bumping. Consistent with the opportunity to bump, all employees who are potentially impacted will be given notice of layoff at the outset of the process. The decision of the employee to choose to bump must be given to the Employer in writing within seven (7) calendar days following the notification of layoff. Employees who fail to do so will be deemed to have accepted the layoff. No agency or new hires will be used when there is an employee on layoff provided that the employees on layoff are qualified to perform the available work. Recall to a regular part-time or full-time position will be in order of seniority. Notice of recall will be sent by registered mail. An employee will respond within seven (7) calendar days and will be available for work within an additional fourteen (14) days unless otherwise agreed. The Home and Union will meet and discuss the layoffs at the earliest opportunity. This discussion will include the service that the Home will undertake after the layoff.
LAYOFFS AND RECALL. A. A layoff is the separation of an employee for lack of work or funds, without fault or delinquency on the employee's part.
B. Employees affected by a layoff shall be notified at least 10 working days prior to the effective date of layoff and informed of the approximate duration of the layoff, if known.
X. Xxxxxx will be by seniority order within the affected job classification. Job classification shall be defined as bargaining unit members in the ranks of Lieutenant, Sergeant, and Officer. Xxxxxx will be with the least senior employee laid off first in the order of Officer, Sergeant, and then Lieutenant. Recall will be in reverse order, with the senior employee recalled first. No other criteria will be used to determine who is laid off or recalled.
D. Laid off employees shall be given at least two weeks' notice of recall. The employee must notify the employer within three days after receipt, thereof, of an intention to return for work at the designated time within two weeks after receipt of notice. Failure to give timely notice of intention of return or failure to return by the designated time may result in loss of seniority rights and termination.
E. Employees laid off shall be eligible for recall for a period of 12 months. Recall shall be in reverse order of layoff. Employees recalled shall resume their place on the salary schedule and retain any sick leave and vacation accrued prior to the layoff and in accordance with state law.
F. In the event the FOP bargaining unit members are laid off, the employer shall notify each employee subject to layoff by certified mail, return receipt requested, at least 10 working days prior to the effective date of layoff.
G. In the event the FOP bargaining unit members are laid off, each employee subject to layoff shall be entitled to payment by the employer for the actual number of his/her accrued vacation days up to a maximum of 62.5 accrued vacation days.
LAYOFFS AND RECALL. 11.01 Employee lists, the accuracy of which has been agreed to on behalf of the Union in writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the status of an employee within its jurisdiction.
11.02 Recall/employment rights shall cease for an employee who:
a. voluntarily quits the employ of the Employer,
b. is discharged and such discharge be not reversed through the Grievance Procedure,
c. fails to report on the first day following the expiration of a leave of absence, unless he has a justifiable reason,
d. is laid off for a continuous period of more than three (3) consecutive months.
11.03 When the Employer deems it necessary to reduce the work force, he shall consult the Union on the need for layoffs. When, in the opinion of the Employer and the Union, a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer and the Union shall jointly determine the order of a layoff and in doing so, they shall be guided by the following considerations:
a. ability of the employees to perform work, b. duration of employment of the employees.
11.04 The Employer shall give one (1) week’s notice of the need for a layoff or one
(1) week’s pay in lieu of notice. Such notice is copied to the Union. At the request of either party the parties will meet with a Xxxxxxx present immediately after the giving of such notice to review the situation.
11.05 The Employer shall not be required to give one (1) week’s notice of layoff or pay in lieu when circumstances beyond the control of the Employer cause a stoppage of operations.
11.06 Any appeal in regard to a layoff must be taken up under the first step of the Grievance Procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.
LAYOFFS AND RECALL. 2 (1) Layoffs shall be made within classification on a countywide basis in the 3 inverse order of total County seniority. Employees on emergency or 4 temporary appointment in the affected classification shall be laid off prior to 5 the layoff of employees on regular appointment.
6 (2) The Department of Human Resources will make every reasonable effort to 7 place laid off employees in comparable positions where vacancies exist.
8 (3) Employees on layoff shall be recalled to vacancies in their classification in the 9 inverse order of layoff.
LAYOFFS AND RECALL. 10.01 In the event of a temporary layoff, as per Article 2.09, the Employer will advise the employees of necessity of layoffs. This does not include instances where the charity’s license has been suspended or cancelled. The eligible employee will be entitled for all benefits until the end of the month, in which the layoff occurred, at no cost to the employee from the date of layoff.
10.02 In the event of a permanent layoff, as per Article 2.10, the Employer will provide termination pay, as per Article 27.05 and an XXX will be mailed to the employee’s address on file.
10.03 When the Employer identifies that a layoff is required, the Employer will meet with the Union to discuss and make every reasonable effort to lessen disruption to the employees. The Employer will identify classifications in which the layoffs are to occur, the required skills reasonably necessary to be maintained and the number of positions to be eliminated. The Employer will then meet with each affected employee with a readily available Union Representative, as defined in Article 8, and present the options available to the employee. The employee will be required to elect their option within forty-eight (48) hours. The Union recognizes the Employer’s responsibility to maintain the best possible workforce to ensure the efficient and productive operation of its business, subject to the provisions of the Collective Agreement.
10.04 Prior to eliminating any full-time positions, the Employer shall adjust or eliminate part-time, temporary or acting hours of work prior to affecting any full-time employees.
10.05 The Employer agrees to make every reasonable effort, including offering part-time hours to full-time employees, where possible, to maintain any affected employees within the bargaining unit and give preference to any employees affected by layoff for any vacancy for which they are qualified.
10.06 In the event that a layoff is required, the employee with the least seniority within the classification shall be the first displaced from the classification, having consideration for the skills required as per Article 10.03.
10.07 An employee to be laid off shall be allowed to displace any employee with less service seniority, as per Article 3, within their department, in another classification, provided that the senior employee is qualified to fill the position of the displaced employee. A part-time employee displacing into a lower classification will not be able to displace a full-time employee...
LAYOFFS AND RECALL. 14.1 Layoffs will be conducted in reverse order of seniority by rank. Recall from lay-off shall be done in order of seniority with the most senior employee being recalled first. Seniority shall be defined as the total length of service with the Department. Failure of such employee to report for reinstatement within 10 days of notification of job availability shall result in loss of seniority.
LAYOFFS AND RECALL. The parties agree that layoffs of any member of the bargaining unit shall be determined by seniority and in accordance with 5/10-2.1-18 of the Illinois Compiled Statutes. Employees on a layoff shall be placed on a two (2) year recall list, and shall be recalled in the inverse order in which they were laid off.
LAYOFFS AND RECALL. 10.01 When reducing staff or recalling laid off employees, seniority shall prevail provided the senior employee has the ability and fitness, as determined by the Co- operative, to handle the work to be performed.
10.02 The Co-operative shall notify employees who are to be laid off on a temporary basis, fourteen (14) calendar days prior to the effective date of the layoff or award pay in lieu thereof.
10.03 When the Co-operative recalls an employee who has been laid off, it shall notify such employee by registered letter, addressed to the employee's last known address. The employee concerned must notify the Co-operative within seven (7) calendar days of the mailing of such letter, stating their acceptance or refusal of the employment offered.
10.04 It shall be the responsibility of the employee to leave their current address and phone number with the Co-operative.
LAYOFFS AND RECALL. 12.01 Employee lists shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the union to confirm the status of an employee within its jurisdiction.
12.02 Recall/employment rights shall cease for an employee who:
a. voluntarily quits the employ of the Employer,
b. is discharged and such discharge is not reversed through the Grievance Procedure,
c. fails to report on the first day following the expiration of a leave of absence,
d. is laid off for a continuous period of more than nine (9) consecutive months,
e. is absent from work for two (2) full consecutive work days without notifying the Employer by telephone.
12.03 When a reduction of the workforce on a work crew is necessary, probationary employees shall be laid off first. When further reductions are necessary, the Employer shall be guided by the ability of the employees to perform the available work, determined by an employee’s skills, abilities and qualifications.
12.04 Except in the cases of inclement weather conditions, shortage of materials or equipment failure, the Employer shall give one
(1) days’ notice of the need for a layoff or one (1) day’s pay in lieu of notice. Notice may be given orally by the employee’s supervisor.
12.05 Any employee laid off and recalled for work must return within two (2) workdays when unemployed and within seven
