Notification to Permanent Employees. A. Except for temporary reduction in work hours and temporary layoffs as provided in Section 35.5, permanent employees will receive written notice at least thirty (30) calendar days before the effective layoff date. The notice will include:
1. The basis for the layoff;
2. The employee’s layoff option(s) including any requirement for the employee to serve a transition review period;
3. The specific layoff lists for which the employee is entitled to placement; and
4. The date by when an employee must select a layoff option and the employee’s right to grieve the layoff. The Union will be provided with a copy of the notice.
B. Except for temporary reduction in work hours and temporary layoffs as provided in Section 35.5, if the Employer chooses to implement a layoff action without providing thirty (30) calendar days’ notice, the employee will be paid their salary for the days that they would have worked had full notice been given.
C. Employees may request, and the University may agree, to a layoff action prior to the expiration of the thirty (30) calendar day minimum notice if a vacant funded option is available.
D. Employees will be provided five (5) calendar days to accept or decline, in writing, any option provided to them. This time period will run concurrent with the thirty
Notification to Permanent Employees. A. Except for temporary reduction in work hours and temporary layoffs as provided in Section 35.6, permanent employees will receive written notice at least twenty
Notification to Permanent Employees.
A. Except for temporary reduction in work hours and temporary layoffs as provided in Section 36.5, permanent employees will receive written notice at least thirty (30) days before the effective layoff date. Notice will be provided by certified mail or personal delivery with a copy to the employee’s work e-mail. The notice will include:
1. The basis for the layoff;
2. The effective date of the layoff;
3. The employee’s layoff unit option and any institution-wide options;
4. Specific information about the employee’s layoff unit option, including:
a. Department/Division;
b. Work location;
c. Work hours/schedule (subject to change in accordance with Article 7);
d. FTE of the position;
e. Whether the position is cyclic;
f. Job classification;
g. Salary, range and step pursuant to Article 36.11;
h. Supervisor; and
i. Existing job description, including any required qualifications/certifications.
5. Notification that the employee may request specific information contained in Article 36.10(4)(a) through (i), above, regarding offered institution-wide option(s);
6. The specific layoff lists for which the employee is entitled to placement;
7. The date by when an employee must select a layoff option; and
8. The process, including timelines, by which the employee is entitled to challenge the layoff.
B. The Union will be provided with a copy of the notice.
C. Except for temporary reduction in work hours and temporary layoffs as provided in Section 36.5, if the Employer fails to provide thirty (30) days’ notice, the employee will be paid their salary for the days that they would have worked had full notice been given.
D. Employees will be provided seven (7) days to accept or decline, in writing, any option provided to them. This time period will run concurrent with the thirty (30) days’ notice of layoff provided by the Employer to the employee.
Notification to Permanent Employees. Section18.10.1 Except for temporary reduction in work hours and temporary layoffs as provided in Section 18.5, permanent employees will receive written notice at least thirty (30) days before the effective layoff date. Notice will be provided by certified mail or personal delivery. The notice will include:
1. The basis for the layoff;
2. The effective date of the layoff;
3. The employee’s layoff unit option and any institution-wide options;
4. The specific layoff lists for which the employee is entitled to placement;
5. The date by when an employee must select a layoff option; and
6. The process, including timelines, by which the employee is entitled to challenge the layoff.
Notification to Permanent Employees. A. Except for temporary reduction in work hours and temporary layoffs as provided in Section 36.5, permanent employees will receive written notice at least thirty (30) days before the effective layoff date. Notice will be provided by certified mail or personal delivery. The notice will include:
1. The basis for the layoff;
2. The effective date of the layoff;
3. The employee’s layoff unit option and any institution-wide options;
4. The specific layoff lists for which the employee is entitled to placement;
5. The date by when an employee must select a layoff option; and
6. The process, including timelines, by which the employee is entitled to challenge the layoff.
B. The Union will be provided with a copy of the notice.
C. Except for temporary reduction in work hours and temporary layoffs as provided in Section 36.5, if the Employer fails to provide thirty (30) days’ notice, the employee will be paid his or her salary for the days that he or she would have worked had full notice been given.
D. Employees will be provided seven (7) days to accept or decline, in writing, any option provided to them. This time period will run concurrent with the thirty
Notification to Permanent Employees. A. Permanent employees will receive written notice at least twenty-one (21) calendar days before the effective layoff date. The notice will include (a) the basis for the layoff; (b) the employee’s layoff options; (c) the specific layoff lists for which the employee is entitled to placement; (d) the date by when an employee must select a layoff option; and (e) the process, including timelines, by which the employee is entitled to challenge the layoff. The Union will be provided with a copy of the notice.
B. If the Employer chooses to implement a layoff action without providing twenty-one
Notification to Permanent Employees. Except for temporary reduction in work hours and temporary layoffs as provided in Section 32.5, permanent employees will receive written notice at least twenty (20) calendar days before the effective layoff date. The notice will include: The basis for the layoff; The employee’s layoff option(s) including any requirement for the employee to serve a transition review period; The specific layoff lists for which the employee is entitled to placement; and The date by when an employee must select a layoff option and the employee’s right to grieve the layoff. The Union will be provided with a copy of the notice. Except for temporary reduction in work hours and temporary layoffs as provided in Section 32.5, if the Employer chooses to implement a layoff action without providing twenty (20) calendar days’ notice, the employee will be paid their salary for the days that they would have worked had full notice been given. Employees will be provided up to five (5) calendar days to accept or decline, in writing, any option provided to them. This time period will run concurrent with the twenty (20) calendar days’ notice provided by the Employer to the employee. Days are calendar days, and will be counted by excluding the first day and including the last day of timelines. When the last day falls on a Saturday, Sunday or holiday, the last day will be the next day which is not a Saturday, Sunday or holiday.
