Notification/Alternatives Discussions. In the event the Employer determines that a permanent Reduction in Force is necessary, the Employer will provide the Union a minimum of sixty (60) days written notice of its decisions to permanently lay off Regular and Short-Hour employees for reductions in force that occur on or after August 1, 1996. A "permanent" Reduction in Force (layoff) is defined as a reduction in force of more than thirty (30) days. During this notification period, representatives of the Employer and the Union shall meet as soon as practicably possible to review the need for such permanent layoff and to explore other options available to avoid such layoffs. Such options may include consideration of hiring freezes, early retirement for eligible employees, leaves of absence, reduction in hours, transfers to other departments or facilities, reduction in the utilization of temporary employees or any other alternatives that meet the Employer's operational objectives that could be considered prior to the designated date(s) of the layoff. Any mutual agreement or alternative to layoffs prior to the designated date(s) of layoff, if any, shall be in writing and enforceable under the terms of this agreement. The selection of any alternatives or continuing with the layoff shall be at the discretion of the Employer. Additionally, the Employer will provide the Union with the identity of the position(s) to be eliminated, the seniority of the affected employee(s), the present work schedule and the date(s) of the layoff. The Employer will also provide to the Union reasonable, relevant information regarding the layoff in a timely manner. The Union shall put such information request(s) in writing to the Employer. Additionally, when layoffs are necessary, the Employer agrees to work with the Union to obtain available federal and state training and development funding to assist laid off workers in securing employment outside the Xxxxxx Permanente Medical Care Program.
