Notification of Layoff or Reduction in Force Sample Clauses

Notification of Layoff or Reduction in Force. 1. In the event that the Board of Trustees anticipates a layoff of employees, the Board of Trustees will notify the Association no later than June 1. Such notice will be in writing and will include the specific positions to be affected, the proposed time schedule, and the reasons for the proposed action, as well as all relevant data and information pertaining to the proposed action. Additional pertinent information will be given upon written request.
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Notification of Layoff or Reduction in Force. A. In the event that the Board anticipates a layoff of employees, the Board will notify the SVTO in writing no later than March 15th. Such notice will not include individual teacher names or specific positions affected.
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Notification of Layoff or Reduction in Force. In the event that DCC anticipates a layoff of employees, DCC will notify DCCU and the affected employee at least 30 calendar days prior to the proposed layoff. Such notice will be in writing and will include the specific positions to be affected, the proposed time schedule, and the reasons as well as all relevant data and information for the proposed action and a listing of all other positions, which the Employee is or may be qualified to fill.
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Notification of Layoff or Reduction in Force. 1. In the event that the Board anticipates a layoff of employees, the Board will notify the Association no later than the first Wednesday after school election in May.
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Related to Notification of Layoff or Reduction in Force

  • Notification of Layoff A bargaining unit member to be laid off shall be notified, in writing, at least fifteen (15) work days prior to the effective date of layoff, except that when emergency funding situations exist, this notification period can be shortened. The notification shall include:

  • Reduction in Force and Recall In the event a RIF (reduction in force) is necessary, any employee who is laid off and is a member of the retirement plan may withdraw the employee's total contribution without forfeiture of the employee's vested portion of the City's contribution. The vested portion of the City's contribution must remain in the employee's account with the carrier of the retirement plan or roll that vested portion over into an authorized XXX plan.

  • REDUCTION IN FORCE It is understood and agreed that in addition to the above designated and related duties, full-time professional staff shall participate fully in the activities of institutional councils and/or committees. The employment status of the Employee shall be as follows: Executive/Managerial Appointment , not subject to tenure. Professional/Managerial Appointment , not subject to tenure. Other conditions of Employment:

  • Reduction in Force Procedure Should a situation arise which could result in a layoff of Faculty Members, the District shall provide the Federation with a written statement of the basis for the decision with supporting data and projected reductions that may be needed. Upon the request of either party, the District and the Federation shall meet promptly to discuss the impact of such action and any possible alternative courses of action. In the case of a reduction in force, the District shall notify the Federation in writing of the names of all Faculty Members to be laid off. This notice shall be given simultaneously with notification to the affected Faculty Members. This procedure shall also include all notifications of re-employment following a layoff.

  • REDUCTION IN FORCE (RIF If the Board determines it necessary to reduce the number of teaching positions, the following procedures shall apply: A RIF may occur for the reasons set forth in Ohio Revised Code 3319.17, as well as for curriculum changes and/or financial reasons.

  • Demotion in Lieu of Layoff The appointing authority shall determine by class, subject to review by the Director, whether demotion shall be afforded employees as an option in lieu of layoff. At the request of the appointing authority, a permanent employee shall, in lieu of layoff, be afforded the option of demotion within the same department to a position in a lower class, provided that no such demotion shall in turn require the layoff or demotion from such lower class of any employee whose layoff rating is at least as high as that of the demoting employee. A probationary employee may be afforded the opportunity to accept a demotion within the same department to a position in a lower class provided no such demotion shall in turn require the layoff of any employee in the lower class. Such probationer shall not become permanent in the lower class by this action except by completing a new full probation period in such lower class.

  • Notice to Union of Long Term Layoff In the event of a pending layoff of a permanent or long-term nature, the Home will:

  • Definition of Layoff A layoff shall be defined as a reduction in the work force or a reduction in the regular hours of work as defined in this Agreement.

  • Notification of Change The Union shall be notified in advance when possible of any extended change in the present working schedule; however, the provisions of this Contract shall not be considered as a guarantee by the Company of a minimum number of hours per day or per week or pay in lieu thereof, nor a limitation on the maximum hours per day or per week which may be required to meet operating conditions.

  • Staff Reduction In the event the District adopts a reduced educational program by reason of financial necessity, including but not limited to, levy failure and/or decreased State or Federal support, certificated employees who will be retained to implement the District’s reduced or modified program and those certificated employees who will be non-renewed from employment or adversely affected in contract status shall be identified by the provisions contained in this Article. If the District is only reducing provisional employees, the following procedures do not need to be implemented.

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