Common use of MANDATORY REEMPLOYMENT RIGHTS Clause in Contracts

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights: (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” established before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights: (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within with the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” established before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1a), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights: (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit (except positions in the State Police) position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” established before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights: (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified ODG bargaining unit position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified ODG service from which such employee was laid off or from which such employee exercised vertical displacement rights within the two (2) two-year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” established before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the DepartmentODG, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights: (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” ―parameters‖ established before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights: (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit (except positions in the State Police) position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” ―parameters‖ established before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights: (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within with the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” ―parameters‖ established before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1a), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights: (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” established before implementation of these reemployment rights (e.g., full-time-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official of ficial notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights:rights:‌ (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from se rvice f rom which such employee su ch em ployee was laid off of f or from which such employee exercised f rom w hich su ch em ployee ex ercised vertical displacement rights within the two (r ights with t he t wo ( 2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness w illingness for the job t he j ob by stating st ating so in i n “parameters” established before implementation est ablished bef ore i mplementation of these reemployment rights t hese r eemployment r ights (e.g., fullf ull-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights m andatory r eemployment r ights an employee may em ployee m ay at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection su bsection (1a), aboveabov e, management shall have the right to first fill vacant m anagement sh all hav e t he r ight t o f irst f ill v acant classified bargaining unit positions posi tions by promotionpr omotion, demotiondem otion, or lateral transfer l ateral t ransfer of classified cl assified employees from within the Departmentw ithin t he D epartment, so long l ong as such actions act ions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights:rights:‌ (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit (except positions in the State Police) position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” established before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights: (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within with the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” established before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1a), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights:rights:‌ (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within with the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” established before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1a), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.

MANDATORY REEMPLOYMENT RIGHTS. An employee with permanent status who has received an official notice of layoff, and who is about to be laid off under the Reduction in Force Article, shall have the following mandatory reemployment rights: (a) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, such employee will have mandatory reemployment rights to any vacant classified bargaining unit position when management intends to fill it, provided: (1) Such position is at the same or lower pay grade as the position from which the employee was laid off, or up to the highest position in classified service from which such employee was laid off or from which such employee exercised vertical displacement rights within with the two (2) year period prior to the next scheduled effective date of layoff; and (2) The employee meets the minimum qualifications for the position; and (3) The employee has indicated a desire and willingness for the job by stating so in “parameters” established d before implementation of these reemployment rights (e.g., full-time, part-time, limited service, permanent, type of position, department, occupation, etc.) During the period of mandatory reemployment rights an employee may at any time change these reemployment parameters for the remainder of the period. (b) Notwithstanding subsection (1a), above, management shall have the right to first fill vacant classified bargaining unit positions by promotion, demotion, or lateral transfer of classified employees from within the Department, so long as such actions produce a different vacant bargaining unit position which management intends to fill. (c) An employee who exercises mandatory reemployment rights to a higher pay grade under this subsection shall not be considered to have been promoted thereto for pay purposes. (d) If the class from which the employee was laid off has been reassigned to a higher or lower pay grade between the time the employee was laid off and the time a job offer is made pursuant to this Article, the employee has reemployment rights at the higher pay grade.