LAYOFFS AND RESIGNATIONS. 5.1 The Agency shall decide when a layoff is necessary, and which classifications and positions will be affected. Reasonable alternatives will be analyzed, reduced to writing and presented to the Union at the meeting provided for between the agency and the union at Section 5.2 prior to laying off any front line bargaining unit employee(s). These alternatives shall include:
a. Eliminating unfilled, funded positions.
b. Reducing layers of bureaucracy and re-directing resources to the front-line positions.
c. Providing re-training/transfer opportunities within the agency.
d. Reducing the work force by attrition.
5.2 Within three workdays of issuing the layoff notices to affected employees, the Agency shall meet with the Union regarding the layoff. An overall layoff plan shall be provided to the Union at least five work days prior to the meeting between the Union and the Agency. The Union agrees to keep such advance information confidential until affected employees receive layoff notice from the Agency.
5.3 Each employee affected by a layoff shall be provided as much advance written notice as feasible, but shall not be provided notice less than fifteen workdays prior to the effective date of the layoff except in circumstances beyond the control of the Agency, such as: revenue shortfalls, loss of federal funds, and natural disasters.
5.4 The layoff notice shall be provided to affected employees fifteen workdays prior to the date of layoff, and shall at a minimum include:
a. the reason for the layoff;
b. the effective date of layoff;
c. the seniority list of bargaining unit members affected; and
x. xxxxxxx rights.
5.5 When a layoff occurs the following rules shall apply:
a. The Agency shall identify the affected classifications, positions, and work locations, and shall establish bumping rights, which are limited by facility, and/or geographical area, and/or bargaining unit, and/or by Division and/or by total Agency in order to provide the most efficient continued operation of the Agency. Such bumping limitations must be specifically defined and pre-set in the Agency layoff plan. If no other options exist, then under Section 5.6.c.6 and 5.6.c.7 the employee may bump agencywide.
b. The order of layoff will be based on service anniversary date as adjusted for leaves of absence, layoffs, suspensions, unpaid leaves of more than 14 calendar days, except for military leave. Time spent as an intermittent or temporary employee is not counted. If both employees have the s...
LAYOFFS AND RESIGNATIONS. 3.01 Layoffs
A. Employees shall be laid off in inverse order of their length of service within the affected job classification.
LAYOFFS AND RESIGNATIONS. 3.01 Layoffs
A. Employees shall be laid off in inverse order of their length of service within the affected job classification.
1. Length of service for the purpose of this Section is defined as an employee's continuous uninterrupted service within a classification from the effective date of appointment as a probationary or part-time employee in that classification.
2. An interruption in length of service within a classification shall occur as a result of any one of the following:
a. Discharge for cause
b. Voluntary resignation
c. Retirement for service or disability
d. Absence from work for twenty-four (24) consecutive months because of layoff
e. Failure to return from layoff as provided in Section 3.02, Layoffs Due to Contracting Work
f. Failure to return from an approved leave of absence upon the date specified for return at the time said approval was granted Provisional and acting appointments to a classification shall not be construed as service in such classification unless such provisional or acting appointment was contiguous with appointment to such classification in a probationary or part- time status.
3. Whenever the effective date of appointment to a classification is the same for two (2) or more employees, the original date of hire as a probationary or part-time employee with the City shall be used to determine which employee has greater length of service within the affected job classification. The employee with the earlier original date of hire with the City shall be considered to have the greater length of service within the affected job classification.
4. Whenever the effective date of appointment to a classification and the original date of hire as a probationary or part-time employee with the City is the same for two (2) or more employees, the employees’ position on the eligibility list for the classification shall be used to determine which employee has greater length of service within the affected job classification. The employee with the higher ranking on the eligibility list in the classification shall be considered to have the greater length of service within the affected job classification.
B. Within each affected job classification, all provisional employees shall be laid off before probationary employees and regular employees; provided however, that part-time employees whose length of service is less than any probationary or regular employee shall be laid off before such probationary or regular employee. Thereafter, if additional r...
LAYOFFS AND RESIGNATIONS. 10 Section 5.1 Generally 10 Section 5.2 Order of Layoffs 10 Section 5.3 Reduction Based on Seniority 10 Section 5.4 Re-Employment Register 10 Section 5.5. Resignations 10 Section 5.5.1 Resignation in Good Standing 11 Section 5.5.2 Absent Without Leave
LAYOFFS AND RESIGNATIONS. 3.01 Layoffs
