Order of Layoff & Bumping Sample Clauses

Order of Layoff & Bumping. Performance evaluations shall not be a factor in layoffs. Layoffs shall occur in inverse order of Treasurer of State bargaining unit seniority. Within the classification(s) where layoffs shall occur, layoffs shall be in the following appointment type order: intermittent, part-time, full-time. The affected employee may bump the least senior employee within the Treasurer's Office in a position in an equal or lower pay range, in the same, similar, or related classification grouping as defined in Appendix B, provided that the affected employee is qualified to perform the duties. An employee is qualified to perform the duties if he/she meets and is able to demonstrate proficiency in the classification minimum qualifications and is able to perform the duties of the position with minimal instruction. Displacement shall occur in the following manner: 1. After the formal notice of layoff has been issued an employee may volunteer to accept a lay off. At any time, an employee can choose an available vacancy in lieu of bumping another employee. An employee shall not be required to accept a position with a lesser appointment type until the employee has had the opportunity to exercise displacement rights. 2. Bump the person with the least Treasurer of State seniority in the same classification title. 3. Bump the person with the least Treasurer of State seniority in a classification in the same or equal pay range. 4. Bump the person with the least Treasurer of State seniority in a lesser pay range. If the affected employee is not qualified to perform the duties of the least senior person, the employee will be able to displace the next least senior person to a position he/she is qualified to perform. Bumping rights shall be exercised solely within the employee's headquarters county as designated by the Employer and represented on the employee's position description. Upon the effective date of this Agreement, all Treasurer's Office employees who have been working in a non-bargaining unit position or classification shall not have any bumping rights back into any bargaining unit position or classification. Bargaining unit employees shall not have any bumping rights into non-bargaining unit positions or classifications.
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Order of Layoff & Bumping. 2 a. The order of layoff of unit member(s) shall be determined by length of 3 5 affected classification including time employed in a higher classification, if 6 applicable, shall be laid off first. Unit members who are subject to layoff shall 7 8 have the right to exercise bumping rights into a classification previously held 9 for at least three (3) consecutive months by the unit member, providing that 10 11 the classification into which he/she is bumping is equal to or lower than 12 the 13 classification currently held. 15 b. Unit members desiring to exercise their option to “bump” shall submit 16 their request in writing, via certified mail, to the Personnel Office within a ten 17 18 (10) calendar day period from the date the notice of layoff was personally 19 served or mailed or the date of the postmark on the envelope if the letter is 20 21 returned marked “undeliverable” by the Post Office. 22 c. For purposes of this Article, length of service shall mean date of hire(s) as 23 determined by the governing board. Date of hire(s) shall mean the first date 24 25 (effective date of employment as determined by the Board of Trustees) of paid 26 service as a unit member in one or more classification(s) in which the unit 27 28 member actually worked for a period of at least three (3) consecutive months 2 immediately following the first date of paid service in the classification. The 3 4 hire date shall not be interpreted to mean any service performed prior to 5 entering into probationary status in the classified service of the district. 6 d. In the case of two or more unit members having the same length of service, 7 8 the order of layoff of such unit members shall be determined first by length of
Sample 1
Order of Layoff & Bumping. A. The order of layoff of unit member(s) shall be determined by length of service. The unit member who has been employed the shortest time in the affected classification including time employed in a higher classification, if applicable, shall be laid off first. Unit members who are subject to layoff shall have the right to exercise bumping rights into a classification previously held for at least three
Sample 1
Order of Layoff & Bumping. A. The order of layoff of unit member(s) shall be determined by length of service. The unit member who has been employed the shortest time in the affected classification including time employed in a higher classification, if applicable, shall be laid off first. Unit members who are subject to layoff shall have the right to exercise bumping rights into a classification previously held for at least three (3) consecutive months by the unit member, providing that the classification into which he/she is bumping is equal to or lower than the classification currently held. B. Unit members desiring to exercise their option to “bump” shall submit their request in writing, via certified mail, to the Human Resources Department within a ten (10) calendar day period from the date the notice of layoff was personally served or mailed via certified mail. C. For purposes of this Article, length of service shall mean date of hire(s), which is defined as the first date of paid service in the classification subject to layoff. The hire date shall not be interpreted to mean any service performed prior to entering into probationary status in the classified service of the district. D. In the case of two or more unit members having the same length of service, the order of layoff of such unit members shall be determined first by length of service in the same job classification, next by original hire date, and finally by lot.
Sample 1

Related to Order of Layoff & Bumping

  • Order of Layoff Employees shall be laid off in order of seniority pursuant to Government Code Sections 19997.2 through 19997.7 and applicable State Personnel Board and Department of Personnel Administration rules.

  • Order of Business The order of business at all meetings of stockholders shall be as determined by the chairman of the meeting.

  • Mail Order Catalog Warnings In the event that, the Settling Entity prints new catalogs and sells units of the Products via mail order through such catalogs to California consumers or through its customers, the Settling Entity shall provide a warning for each unit of such Product both on the label in accordance with subsection 2.4 above, and in the catalog in a manner that clearly associates the warning with the specific Product being purchased. Any warning provided in a mail order catalog shall be in the same type size or larger than other consumer information conveyed for such Product within the catalog and shall be located on the same display page of the item. The catalog warning may use the Short-Form Warning content described in subsection 2.3(b) if the language provided on the Product label also uses the Short-Form Warning.

  • Bumping (a) The Employer will identify the date that the layoff will begin. (b) The laid off employee and the first two employees affected by bumping may choose: (1) to be placed on the casual call-in and recall lists with no loss of seniority; or (2) to bump any employee with less seniority if they are qualified to satisfactorily perform the work. An employee can bump up, but not into a supervisory position. (c) Subsequent employees affected by bumping who are qualified to satisfactorily perform the work may choose: (1) (i) to bump the least senior employee in either their classification or a similar classification whose weekly hours are up to four hours more or less than the employee's or

  • Layoff Order Seasonal employees shall be seasonally laid off in inverse order of Classification Seniority (State Seniority for Units 4 and 6) within the employment condition, seniority unit and principal place of employment of the affected position(s) unless waived by mutual agreement between the employee and the Appointing Authority.

  • Hearing Procedures The hearing shall be held at the earliest convenient date, taking into consideration the established schedule of the Board or hearing officer and the availability of the CSEA representative, counsel and witnesses. The parties shall be notified of the time and place of the hearing after ensuring availability of all necessary parties. The employee shall be entitled to appear personally, produce evidence, and have CSEA representation. The employee shall be entitled to a public hearing if he/she demands it when the Board is hearing the appeal. 18.12.1 The complainant may also be represented by counsel. The procedure entitled "Administrative Adjudication" commencing with Government Code 11500 shall not apply to any such hearing before the Board or a hearing officer. Neither the Board nor a hearing officer shall be bound by rules of evidence used in California courts. Informality in any such hearing shall not invalidate any order or decision made or approved by the hearing officer or the Board. 18.12.2 All hearings shall be heard by a hearing officer (who shall be an attorney licensed in the State of California) except in those cases where the Board determines to hear the appeal itself. In any case in which the Board hears the appeal, the Board may use the services of its counsel or a hearing officer in ruling upon procedural questions, objections to evidence, and issues of law. However, the Board must employ separate counsel from the one presenting the case for the complainant. 18.12.3 If the appeal is heard by the Board, the Board shall affirm, modify or revoke the recommended personnel action. 18.12.4 If the appeal is heard by a hearing officer, he/she shall prepare a proposed decision in a form that may be adopted by the Board as the decision in the case. A copy of the proposed decision shall be received and filed by the Board and furnished to each party within ten days after the proposed decision is filed by the Board. After furnishing the proposed decision to each party, the Board may: 18.1.4.1 Adopt the proposed decision in its entirety. 18.1.4.2 Reduce the personnel action set forth in the proposed decision and adopt the balance of the proposed decision. 18.1.4.3 Reject a proposed reduction in personnel action, approve the disciplinary action sought by the complainant or any lesser penalty, and adopt the balance of the proposed decision. 18.1.4.4 Reject the proposed decision in its entirety. 18.12.5 If the Board rejects the proposed decision in its entirety, each party shall be notified of such action and the Board may decide the case upon the record including the transcript, with or without the taking of additional evidence, or may refer the case to the same or another hearing officer to take additional evidence. If the case is so assigned to a hearing officer, he/she shall prepare a proposed decision, as provided in item Section 18.12.4 above, upon the additional evidence and the transcript and other papers which are part of the record of the prior hearing. A copy of this proposed decision shall be furnished to each party within 10 days after the proposed decision is filed by the Board. 18.12.6 In arriving at a decision or a proposed decision on the propriety of the proposed disciplinary action, the Board or the hearing officer may consider the records of any prior disciplinary action proceedings against the employee in which a disciplinary action was ultimately sustained and any records that were contained in the employee's personnel files and introduced into evidence at the hearing.

  • Layoffs Section 1. All employees will be laid off in line of least seniority and hired in reverse order. No employee will be hired by the City as long as there are employees laid off who have seniority. If employees are to be laid off, a thirty (30) calendar day written notice shall be given to the affected employee and the Union prior to the date that the services of that employee shall no longer be required. Section 2. Employees who are subject to layoff within their classification and who are qualified to perform duties of the next lower classification in declining sequence, may, in order at which they are laid off, occupy vacant positions of such lower classifications, or may displace employees who hold positions of such lower classifications. Section 3. An employee who voluntarily requests demotion or another position in order to remain in the classified service following a reduction in force shall be placed at a rate of the new classification pay range which ensures a five percent (5%) reduction in salary, unless a larger reduction is necessary for the officer to be placed in the highest step in the lower classification. Section 4. Where, by virtue of a reduction of the workforce, an employee takes a position in a lower classification in accordance with Section 2 and 3 hereof, and a reduction in force becomes necessary in such lower classification, such employee shall be credited with seniority earned in his classification. Section 5. Any employee who is laid off due to a reduction in work force and thereafter, within a period of four (4) years, reinstated to City service, shall, to the extent possible for purposes of all rights and benefits, be deemed to have been on leave without pay. Section 6. When the work force is increased after a layoff, employees will be recalled in reverse order of layoff. Notice of recall shall be sent to the employee at the last known address by registered or certified mail. If an employee fails to report for work within thirty (30) calendar days of the date of mailing of the recall notice, he shall be considered to have voluntarily terminated with the City. Section 7. When the work force is increased after a layoff, those persons who have voluntarily taken a lower classification as provided in Section 2 and 3 herein, shall have the option of occupying positions which open up in their former classification with no loss of seniority in that classification. This option shall

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