Layoffs and Reemployment Sample Clauses

Layoffs and Reemployment. A layoff is the separation of an employee for lack of work or funds, without fault or delinquency on the employee’s part. Employees to be laid off shall be notified as soon as possible after the decision for layoff has been made. Layoffs will be done in reverse order of seniority (from date of employment in the Special Investigative Unit Department). Employees laid off shall be eligible for recall for a period of 12 months. Recall shall be in inverse order of layoff. Employees recalled shall resume their place on the salary schedule. In the event PBA bargaining unit members are to be laid off, the School District shall notify each employee subject to layoff by certified mail, return receipt requested, at least ten working days prior to the effective date of layoff. In the event that a member of the bargaining unit has been recalled pursuant to the terms of this article, such employee shall be required to meet the physical and medical standards required of all new employees. Failure to meet such standards will terminate such employee’s rights to be recalled.
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Layoffs and Reemployment. The last employee hired shall be the first employee to be laid off on the basis of bargaining unit seniority. The last employee laid off shall, if he still has seniority, be the first employee rehired (notwithstanding any provisions of Section 9 of this Article). An employee who has worked in the bargaining unit sufficiently long to be entitled to seniority in that department, and who was laid off through no fault of his own, has kept his current address on file with the Company and continues to be entitled to seniority under the terms of this contract, shall, subject to the provisions of this Section, be given first opportunity for reemployment. If reemployment is available for any such person, the Company shall so notify him by letter (with copy of such letter to the Chairman of Workmen's Committee), addressed to him at his address then on file with the Company. He shall be allowed ten (10) days from the date upon which said letter was mailed, or until he no longer retains his accrued seniority as provided in Section 10 of this Article XI (whichever is the shorter period), in which to notify the Company in writing of his desire to return to work. In the event he delivers such notice, he shall be allowed ten (10) days from the date of delivery thereof to report for work; provided, however, if the employee involved is, on the date which he would otherwise be required to report for work, totally disabled to work, he shall, on or before that date, deliver to said Company a statement in writing from a licensed physician stating that he is so disabled, in which event the period within which he shall be permitted to return to work shall be extended ninety (90) days.
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Layoffs and Reemployment. REASON FOR LAYOFF: Layoff shall occur for lack of work or lack of funds. NOTICE OF LAYOFF: When a layoff of classified employees is anticipated by the administration and at least fourteen (14) calendar days before any action by the Board of Trustees on layoff of classified employees, the District shall notify CSEA, in writing, of the proposed action. At that time, the District shall give CSEA such non-confidential written materials and information as are available. The District will provide CSEA with an updated seniority roster for the classified service no less than fifteen (15) calendar days before the date notices would be sent to employees. A list of positions recommended for elimination and any additional non-confidential documents and information supporting the need for layoff will be furnished to CSEA at the time such information is given to the Board of Trustees, unless such information has been previously furnished. Upon written request, the District shall meet with CSEA to discuss the proposed layoff. CSEA or an employee may challenge his/her place on the seniority roster by making objections to the Superintendent, or his/her designee, who shall review the objections and conduct an audit, if requested, and make the results of such audit known to CSEA and the employee(s) prior to the effective date of any layoff(s) involving such employee(s). When, as a result of the expiration of a specially funded program, classified positions must be eliminated at the end of any school year, and the employees will be subject to layoff, the employees to be laid off at the end of such school year shall be given written notice on or before April 29 informing them of their layoff effective at the end of such school year and of their displacement rights, if any, and reemployment rights. However, if the termination date of any specially funded programs is other than June 30, such notice shall be given not less than sixty (60) days prior to the effective date of their layoff. If, because of a lack of work or lack of funds, employees would be subject to layoff, affected employees shall be given notice of layoff not less than sixty (60) days prior to the effective date of layoff.
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Layoffs and Reemployment. Whenever in the judgment of the City Council, it becomes necessary to reduce the workforce in the interest of economy or because the necessity for a Position no longer exists, the City Council may abolish any Position or City employment and the Employee holding such Position or employment may be laid off without disciplinary action having been taken by the City. The Employee may file a Grievance seeking reconsideration.
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Layoffs and Reemployment. 2 Section 1.
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Layoffs and Reemployment. 10.1.1 “Discharge” - termination for just cause and discharge creates an unsatisfactory service record.
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Layoffs and Reemployment. 2 Section 1. Layoffs 3 Classified employees shall be subject to layoff for lack of 4 work or lack of funds. A layoff for the purpose of this article shall 5 be considered as an involuntary separation or a reduction of 6 assigned time of a permanent or probationary classified employee 7 due to lack of funds or lack of work. See Education Code Sections 8 45101, 45117, 45298, 45308. The decision to layoff as defined in 9 this article is in the sole discretion of the Governing Board.
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Layoffs and Reemployment. 6.1 Employees are subject to layoff for lack of work or lack of funds. Whenever an employee is laid off, the order of layoff shall be determined by length of service (hire date) in that classification plus higher classes. The employee who has been employed the shortest time shall be laid off first. Reemployment shall be in reverse order. 6.2 When lack of work, lack of funds, or departmental reorganization causes layoff or change in status to any permanent employee, he/she shall be eligible for reemployment for a period of 39 months and shall be reemployed in preference to new applicants. 6.3 When a layoff occurs, affected regular employees shall be given written notification of layoff not less than 60 calendar days prior to the effective date of layoff, and informed of their displacement rights, if any, and reemployment rights.
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Layoffs and Reemployment 
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Related to Layoffs and Reemployment

  • 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.

  • Reemployment Former state employees who are reemployed within five (5) years of leaving state service will be granted all unused and unpaid sick leave credits they had at separation. If an employee is reemployed after retiring from state service, when the employee subsequently retires or dies, only unused sick leave accrued since the date of reemployment minus sick leave taken within the same period will be eligible for sick leave separation cash out, in accordance with 12.7 above.

  • Reemployment List A list of persons who have occupied positions allocated to any class in the merit system and who have voluntarily separated and are qualified for consideration for reappointment under the Personnel Management Regulations governing reemployment.

  • 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.

  • Re-employment An employee who resigns their position and within 90 days is re-employed, will be granted a leave of absence without pay covering those days absent and will retain all previous rights in relation to seniority and benefits subject to any benefit plan eligibility requirements.

  • Summer Employment 5.10.1 Summer employment is defined as temporary employment of employees during their non-contract days between the end of one school year and the beginning of the next school year in classifications covered by this agreement. 5.10.2 All terms and conditions of this agreement shall be in force throughout any period of "summer employment" except for any deviations specifically addressed in thissection. 5.10.3 Employees who wish to be employed in summer employment must apply for a position(s) advertised on the district's employment website as temporary summer positions become available. 5.10.4 Employees shall be eligible for summer employment according to the employee's classification, district wide seniority, training, experience, and skills and the needs of the district.

  • in Employment If the total value of this contract is in excess of $10,000, Pur- chaser agrees during its performance as follows:

  • Probationary Employment All employees will initially be engaged on a three month probationary period on a Grade as nominated by the employer with monthly reviews during which time the employee's suitability for continued employment will be assessed. During this period the employer undertakes to provide monthly feedback to the employee in terms of the employee's progress. At the end of this three month period or before at the discretion of the employer should performance not be satisfactory the employee's services will be terminated by giving one (1) days notice. Should the employee choose to resign one (1) weeks notice must be provided to the employer. This period can be extended with the mutual agreement of both the employer and employee prior to completion of the probationary period. Upon satisfactory completion of the probationary period, the employee's position will be confirmed in writing

  • Continuing Employment (a) Continuing employment means full-time or fractional-time employment that does not have a fixed end date or a contingency upon which the employment contract will come to an end. (b) All employment other than fixed-term employment and casual employment will be continuing employment. (c) Notwithstanding subclause 16.0(b) above, the University may employ a person in Continuing (Contingent Funded Research) employment on a full-time or fractional-time basis in accordance with the terms of this Agreement.

  • Non-Discrimination in Employment 9.3.1 CONTRACTOR shall comply with Executive Order 11246, entitled “Equal Employment Opportunity,” as amended by Executive Order 11375, and as supplemented in Department of Labor regulations (Title 41 CFR Part 60). 9.3.2 All solicitations or advertisements for employees placed by or on behalf of CONTRACTOR shall state that all qualified applicants will receive consideration for employment without regard to race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, military and veteran status, or any other protected group, in accordance with the requirements of all applicable federal or State laws. Notices describing the provisions of the equal opportunity clause shall be posted in a conspicuous place for employees and job applicants. 9.3.3 CONTRACTOR shall refer any and all employees xxxxxxxx of filing a formal discrimination complaint to: California Department of Fair Employment 0000 Xxxxxx Xxxxx, Xxxxx 000 Elk Grove, CA 95758 Telephone: (000) 000-0000 (000) 000-0000 (TTY)

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