Common use of Order of Layoff Clause in Contracts

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department shall determine the order of layoff for these employees. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head Agency Head shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department agency except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. 2. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. C. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Agency Second - New Probationary Determined by Agency/Department Agency Third - Regular/Promotional Probationary Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department agency shall determine the order of layoff for these employees. E. D. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. E. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head the Court Executive Officer shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, , 3. length of continuous service with the Countyservice. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations Court Executive Officer may authorize a layoff by specialty within the class. C. 2. Where appropriate, the Chief of Employee Relations Court Executive Officer may authorize a layoff by division or smaller unit of an agency/departmentunit. D. C. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - – Temporary Promotion Determined by Agency/Department Superior Court Second - – New Probationary Determined by Agency/Department Superior Court Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion and new probationary employees have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department Superior Court shall determine the order of layoff for these employees. E. D. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. E. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head the Court Executive Officer shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, , 3. length of continuous service with the Countyservice. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations Court Executive Officer may authorize a layoff by specialty within the class. C. 2. Where appropriate, the Chief of Employee Relations Court Executive Officer may authorize a layoff by division or smaller unit of an agency/departmentunit. D. C. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - – Temporary Promotion Determined by Agency/Department Superior Court Second - – New Probationary Determined by Agency/Department Superior Court Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion and new probationary employees have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department Superior Court shall determine the order of layoff for these employees. E. D. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. E. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, 3. length of continuous service with the County. B. Layoffs shall be made by class classification within an agency/a department except that: 1. Where or a class has group of departments identified as a dual or multiple concept, group in the Chief County Ordinance at the time of Employee Relations may authorize a layoff by specialty within the classlayoff. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, (a) Layoffs among regular employees shall be subject to layoff made on the basis of seniority determined by the employee’s current beginning (hire) date of continuous service in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee regular position with the lowest number County. In the event of layoff points shall be subject to layoff first. When a tie in total time of continuous County service between two (2) or more employees have the same number of layoff pointsemployees, the agency/department shall determine the order of layoff for these employeesshall be determined at the discretion of the appointing authority. E. If (b) Before any reduction in the work force of regular employees occurs, all extra-help, recurrent, provisional, probationary, unclassified or other individuals without regular status in the affected classifications within the affected non-group department/group shall be terminated. For purposes of layoff, trainees and most recently hired dual appointments shall be treated the same as probationary employees. Employee status will be determined as of the date the layoff plan is approved by the Director of Human Resources. (c) Probationary employees and employees assigned to a layoff is going vacant higher level position, pursuant to be made the Temporary Performance of Higher Level Duties Article, who have regular status in a class from which an employee has left through a temporary promotionanother classification, the employee on temporary promotion shall be returned to his or her their former class and shall classification where they will be subject to layoff under provisions applicable to other employees in accordance with this procedurethat classification. Underfills shall have layoff rights in the underfill classification. F. OCEA (d) When a classification has a dual concept or multiple options including extended range, the Director of Human Resources may designate authorize layoffs by specialty or option within the classification. (e) Regular employees whose positions have been deleted shall be allowed to exercise their options, based on seniority, to select either a vacant position or to bump into any one of the filled junior positions within their current classification. Filled junior positions will be defined as the number of filled positions within the affected classification equal to the number of positions identified for deletion within that classification in the approved layoff plan, but not less than 20, if they exist. An employee who are elects not to bump into any position within the collective group of vacant and filled junior positions, thereby retaining his/her existing classification, shall be provided the opportunity to select from those options identified in (i) of this Article. (f) If a regular OCEA officers or grievance representatives employee whose position is to receive special be deleted does not have sufficient seniority for to bump another employee in their current classification within the non-group department/group and has previously held regular status in a lower classification, reduction in classification (bumping) within the affected non-group department/group shall be approved. Reductions in classification shall first be made to the next lower classification in which the employee has regular status. For purposes of layoff. The bumping, the number of positions filled by the least senior employees in the affected classification(s) equal to the number of employees so designated bumping into the classification shall be identified. Additionally, all vacant positions in the affected classification shall be made available to the affected employees. This collective group of positions shall then be subject to the bumping process. (g) In the event a junior employee is bumped pursuant to (e) or (f) above, the junior employee being bumped will be separated or reduced in classification. If the classification to which an eligible employee is first considered for reduction is not exceed two authorized in the non-group department/group, or if the employee does not have seniority in that classification, reduction shall then be made to the next lower classification in which the employee has regular status. This procedure shall continue until all reductions in classification and the ultimate separations are completed. (h) Employees in unclassified positions do not have a right to bump employees in classified positions. A classified employee may refuse to bump into an unclassified position without waiving the right to bump a more junior employee in the same or lower classification. (i) If bumping results in an assignment which the employee considers to be undesirable, such employee may request: (1) A voluntary demotion to a vacant position. (2) percent A leave of absence without right to return to work, but placement on an eligible list. (3) To voluntarily resign. Options (1) and (2) require the approval of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3Director of Human Resources or designee., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, 1. All extra help and provisional employees in regular positions and those occupying limited-term positions at the direction of their agency/department head shall be laid off off, in an order based on consideration of: 1. employment status,determined by the appointing authority, before any probationary employees. 2. past performanceAll part-time probationary employees shall be laid off, in an order determined by the appointing authority, before any full-time probationary employees. 3. length of continuous service with All full-time probationary employees shall be laid off, in an order determined by the Countyappointing authority, before any regular employee. B. 4. All part-time regular employees shall be laid off, in an order determined by the appointing authority, before any regular full-time employees. 5. When it becomes necessary to reduce the force in any department by layoff of regular, full-time employees, seniority and performance shall be the determining factors. For the purpose of applying this section only, performance shall be defined as annual or probationary performance evaluations submitted at least 90 days prior to the issuance of a layoff notice. Layoffs shall be made by class within an agency/classification and by department except that: 1. Where a class has a dual or multiple concept, in accordance with the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff following procedure and in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new : a. All employees within the classification of a position that is being abolished whose most current annual or final probationary employees and employees on temporary promotion have been removed from performance report was less than overall "Distinguished" rating shall be laid off before any employee in the same classification whose performance report, as defined above, was overall "Distinguished" rating. Within this group, a class within a layoff unit, the less senior employee shall be laid off before an employee with more seniority. b. Whenever it becomes necessary to layoff employees whose performance report, as defined above, was overall "Distinguished" rating the lowest number said layoffs shall also provide for a less senior employee to be laid off before an employee with more seniority. c. Except as otherwise provided, any employee who has been displaced as a result of the application of the provisions of this section shall be permitted to exercise bumping rights into a lower classification within the same classification series and within the same department. If an employee should elect to exercise his/her bumping rights as provided herein, then such employee shall be judged against all employees within the said lower classification in accordance with the foregoing methodology, giving proper weight to the factors of performance and seniority. Such bumping right must be exercised within ten (10) days of the date of layoff points notice. In the case of a tie in seniority pursuant to this section, such tie shall be subject to layoff firstbroken by counting all time in District service. When two (2) or more employees have the same number If this method of layoff pointsbreaking ties in seniority results in a tie, the agency/department shall determine the order of layoff for these employeesshall be determined by lot as drawn by the General Manager/CEO or designee. E. If a layoff is going d. Any employee bumped pursuant to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion (c) above shall be returned permitted to his or her former class and shall be subject to layoff exercise bumping rights into an existing lower classification in accordance with this procedurewhich they have held status, where applicable. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌Employees in a class are to be laid off based on seniority points, as calculated pursuant to Section B.2. above. If someone in a classification is to be laid off, then the person with the least seniority points in that classification will be laid off first. A. When a. Defining “Divisions” for Layoff Purposes For purposes of layoffs and recalls under these provisions, the University shall be divided into six (6) divisions, as follows: Administration/Finance; Student Life; Institutional Advancement; Academic Affairs; Information Technology; and the President’s Office, which includes entities that report directly to the President. The University shall inform the Union of any change in this organizational scheme, as well as any impact such change has on the order of layoff. In the event that an employee’s division placement is changed due to a reduction management-initiated reorganization, the employee’s division seniority in the work force original division shall be transferred to the new division and become the new division seniority. b. When an Employee Is to Be Laid Off in a Division When an employee is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head shall to be laid off in an a division, the order based on consideration of: 1. employment status, 2. past performance, 3. length of continuous service layoff begins with the Countyperson with the least number of seniority points in a classification within that division. The next person to be laid off will be the person with the second least number of seniority points within that division and so on up the scale of seniority points within a classification within that division. B. Layoffs shall be made by class within an agency/department except that: 1. Where c. Tie-Breakers In the rare event that there is a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff tie in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff seniority points shall be subject to layoff first. When between two (2) or more employees have employees, then the same number decision on who will be laid off first will be decided by who has the least amount of layoff pointsState employment, including USM service. If, applying these factors, there is still a tie, then the agency/department shall Division Vice President, with approval of the President, will determine the order of layoff for these employees. E. If a layoff is going employee(s) to be made in retained, based upon a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent reasonable written evaluation of the employees in specific objective skills, knowledge, and abilities of each employee as they relate to the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3specific job, prepared by the Division Head, Department Head, or Chairperson., below.

Order of Layoff. ‌ A. When there is a reduction decrease in the work force is necessaryin a department, employees layoff will occur by classifications. Employees in regular positions and those occupying limited-term positions at the direction of their agency/department head shall each classification will be laid off or terminated in an the following order based on consideration ofsubject to the remaining employees’ current ability to satisfactorily perform the work available: 1a. Probationary employees will be terminated. b. Employees will be scheduled for layoff in the inverse order of their Bargaining Unit seniority. employment status,Notwithstanding the above, when there is a decrease in the work force which affects Bargaining Unit members in Laboratory Technician I, Laboratory Technician II, and Laboratory Technician III classifications, layoff will occur in the primary research area (i.e., the grant which primarily funds the position). 2. past performancea. Employees, 3. length of continuous service except as in (b) below, who are scheduled for layoff in accordance with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple conceptabove may, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff their current ability to satisfactorily perform the work available, exercise their unit seniority in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary : i. Fill any vacancies in the same classification. ii. Fill any vacancies in the same salary grade. iii. Replace the least-senior employee in the same classification. iv. Replace the least-senior employee in the same salary grade. v. Fill any open vacancy in the next lower salary grade. vi. Replace the least-senior employee in the next lower salary grade. vii. Repeat the two prior steps in consecutively lower salary grades. b. Bargaining Unit employees in Laboratory Technician I, Laboratory Technician II, Laboratory Technician III and employees on temporary promotion have been removed from a class within a Electron Microscopy Technician classifications who are scheduled for layoff unitmay, the employee with the lowest number of layoff points shall be subject to layoff firsttheir current ability to satisfactorily perform the work available, exercise their unit seniority as in (i) through (vii) above. When two However, these employees will not be required to follow the procedures outlined in (2iii), (iv) or more employees have the same number of layoff points, the agency/department shall determine the order of layoff for these and (vi) above. This will in no way affect their status as laid-off employees. E. If c. Employees scheduled for layoff shall respond to the designated option(s) resulting from the application of (i) through (vii) above within five (5) days of notification of such option(s), with the understanding that they will not be precluded from accepting a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff more appropriate option in accordance with this proceduresteps (i) through (vii) above, if such more appropriate option becomes available prior to implementation of the earlier declared option. F. OCEA may designate employees d. Employees who are regular OCEA officers or grievance representatives have not requested and have not obtained approval for a personal leave of absence without pay and choose not to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of follow the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition procedure above will be considered to layoff points computed pursuant to Section 3have voluntarily terminated their employment., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department shall determine the order of layoff for these employees. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When there is a reduction decrease in the work force is necessaryin a department, employees layoff will occur by classifications. Employees in regular positions and those occupying limited-term positions at the direction of their agency/department head shall each classification will be laid off or terminated in an the following order based on consideration ofsubject to the remaining employees’ current ability to satisfactorily perform the work available: 1a. Temporary or casual employees doing Bargaining Unit work. b. Probationary employees will be terminated. c. Employees will be scheduled for layoff in the inverse order of their Bargaining Unit seniority. employment status,Notwithstanding the above, when there is a decrease in the work force which affects Bargaining Unit members in Laboratory Technician I, Laboratory Technician II, and Laboratory Technician III classifications, layoff will occur in the primary research area (i.e., the grant which primarily funds the position). 2. past performancea. Employees, 3. length of continuous service except as in (b) below, who are scheduled for layoff in accordance with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple conceptabove may, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff their current ability to satisfactorily perform the work available, exercise their unit seniority in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary : i. Fill any vacancies in the same classification. ii. Fill any vacancies in the same salary grade. iii. Replace the least-senior employee in the same classification. iv. Replace the least-senior employee in the same salary grade. v. Fill any open vacancy in the next lower salary grade. vi. Replace the least-senior employee in the next lower salary grade. vii. Repeat the two prior steps in consecutively lower salary grades. b. Bargaining Unit employees in Laboratory Technician I, Laboratory Technician II, Laboratory Technician III and employees on temporary promotion have been removed from a class within a Electron Microscopy Technician classifications who are scheduled for layoff unitmay, the employee with the lowest number of layoff points shall be subject to layoff firsttheir current ability to satisfactorily perform the work available, exercise their unit seniority as in (i) through (vii) above. When two However, these employees will not be required to follow the procedures outlined in (2iii), (iv) or more employees have the same number of layoff points, the agency/department shall determine the order of layoff for these and (vi) above. This will in no way affect their status as laid-off employees. E. If c. Employees scheduled for layoff shall respond to the designated option(s) resulting from the application of (i) through (vii) above within five (5) days of notification of such option(s), with the understanding that they will not be precluded from accepting a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff more appropriate option in accordance with this proceduresteps (i) through (vii) above, if such more appropriate option becomes available prior to implementation of the earlier declared option. F. OCEA may designate employees d. Employees who are regular OCEA officers or grievance representatives have not requested and have not obtained approval for a personal leave of absence without pay and choose not to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of follow the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition procedure above will be considered to layoff points computed pursuant to Section 3have voluntarily terminated their employment., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-limited term positions at the direction of their agency/department head Department Head shall be laid off in an order based on consideration of: 1. employment status,; 2. past performance, ; 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations Human Resources Officer may authorize a layoff by specialty within the class. C. 2. Where appropriate, the Chief of Employee Relations Human Resources Officer may authorize a layoff by division or smaller unit of an agency/department. D. C. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - – Temporary Promotion Determined by Agency/Department Second - – New Probationary Determined by Agency/Department Third - – Regular/Promotional Probationary Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department shall determine the order of layoff for these employees. E. D. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA X. XXXX may designate employees who are regular OCEA OCAA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When a reduction For the purposes of this section, tenured faculty members shall be referred to as Group I; faculty members employed pursuant to tenure track appointments who are in their probationary period shall be referred to as Group II; faculty members employed pursuant to rolling term appointments shall be referred to as Group III; and faculty members employed pursuant to term appointments shall be referred to as Group IV. Faculty members shall not be laid off if Xxxxxxxxxx College can provide the work force is necessarycourses and services Management determines are to be offered by retaining faculty members and laying off part-time personnel. Groups I, employees in regular positions II and those occupying limitedIII faculty members shall not be laid off if Xxxxxxxxxx College can provide the courses and services Management determines are to be offered by retaining such faculty members and laying off Group IV faculty members or part-term positions at time personnel. Group I and II faculty members shall not be laid off if Xxxxxxxxxx College can provide the direction of their agency/department head courses and services Management determines are to be offered by retaining such faculty members and laying off Group III or IV faculty members or part-time personnel. Group I faculty members shall not be laid off if Xxxxxxxxxx College can provide the courses and services Management determines are to be offered by retaining such faculty members and laying off Group II, III or IV faculty members or part-time personnel. Within Groups I, II, III, or IV faculty members shall be laid off in an inverse order based on consideration of: 1. employment status, 2. past performanceof qualifications; provided that, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When if two (2) or more employees have the same number of layoff pointsfaculty members are equally qualified, the agency/department least senior faculty member shall determine be laid off. In lieu of layoff, Management shall assign faculty members to vacant positions which Management intends to fill, if the order of layoff for these employees. E. If faculty member is qualified to fill such position. In determining whether a layoff faculty member is going qualified to teach a course or perform a service which Management determines is to be made in a class from which an employee has left through a temporary promotionoffered, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff faculty member must meet the minimum qualifications, in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes effect at the time of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition , for initial appointment to layoff points computed pursuant to Section 3perform such functions., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head the Chief Executive Officer shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, , 3. length of continuous service with the Countyservice. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations Executive Officer may authorize a layoff by specialty within the class. C. 2. Where appropriate, the Chief of Employee Relations Executive Officer may authorize a layoff by division or smaller unit of an agency/departmentunit. D. C. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - – Temporary Promotion Determined by Agency/Department Superior Court Second - – New Probationary Determined by Agency/Department Superior Court Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion and new probationary employees have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department Superior Court shall determine the order of layoff for these employees. E. D. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. E. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When a reduction For the purposes of this section, tenured faculty members shall be referred to as Group I; faculty members employed pursuant to tenure track appointments who are in their probationary period shall be referred to as Group II; faculty members employed pursuant to rolling term appointments shall be referred to as Group III; and faculty members employed pursuant to term appointments shall be referred to as Group IV. Faculty members shall not be laid off if Xxxxxxxxxx College can provide the work force is necessarycourses and services Management determines are to be offered by retaining faculty members and laying off part- time personnel. Groups I, employees in regular positions II and those occupying limitedIII faculty members shall not be laid off if Xxxxxxxxxx College can provide the courses and services Management determines are to be offered by retaining such faculty members and laying off Group IV faculty members or part-term positions at time personnel. Group I and II faculty members shall not be laid off if Xxxxxxxxxx College can provide the direction of their agency/department head courses and services Management determines are to be offered by retaining such faculty members and laying off Group III or IV faculty members or part-time personnel. Group I faculty members shall not be laid off if Xxxxxxxxxx College can provide the courses and services Management determines are to be offered by retaining such faculty members and laying off Group II, III or IV faculty members or part-time personnel. Within Groups I, II, III, or IV faculty members shall be laid off in an inverse order based on consideration of: 1. employment status, 2. past performanceof qualifications; provided that, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When if two (2) or more employees have the same number of layoff pointsfaculty members are equally qualified, the agency/department least senior faculty member shall determine be laid off. In lieu of layoff, Management shall assign faculty members to vacant positions which Management intends to fill, if the order of layoff for these employees. E. If faculty member is qualified to fill such position. In determining whether a layoff faculty member is going qualified to teach a course or perform a service which Management determines is to be made in a class from which an employee has left through a temporary promotionoffered, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff faculty member must meet the minimum qualifications, in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes effect at the time of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition , for initial appointment to layoff points computed pursuant to Section 3perform such functions., below.

Order of Layoff. ‌ A. When a reduction in the work force workforce is necessary, employees in impacted positions shall be considered for layoff in the following order: 1. Part-time employees in impacted classifications shall be laid off first, unless they were previously regular, full-time employees in those classifications and transitioned to part-time status without a break in service. Such employees must be able and willing to return to full-time employment in the same classification or occupational series in order to have seniority rights considerations, on a pro rata basis, for purposes of layoff; otherwise, they shall be laid off next, if necessary, according to seniority; and 2. Full-time regular employees shall be the next category to be laid off, if necessary. Employees in regular positions and those occupying limitedin part-term time positions at who meet the direction criteria in Section 2.A.1. of their agency/department head this Article shall be laid off in an order based on consideration of: 1. employment a. Employment status, 2. past b. Past performance, 3. length c. Length of continuous service with the County.service B. Layoffs shall be made by class within an agency/department class, except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations Assistant Chief/Human Resources Director may authorize a layoff by specialty within the class. C. 2. Where appropriate, the Chief of Employee Relations Assistant Chief/Human Resources Director may authorize a layoff by division or smaller unit of an agency/departmentunit. D. 3. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Authority Second - New Probationary Determined by Agency/Department Authority Third - Regular/Promotional Layoff Points Probationary Determined by Authority After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department Authority shall determine the order of layoff for these employees. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. C. The OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Uniteach respective Unit covered by this AgreementMOU. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3. of this Article. D. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, belowthe employee on temporary promotion shall be returned to his/her former class and shall be subject to layoff in accordance with this procedure.

Order of Layoff. ‌ A. When a the Sheriff determines that layoffs are necessary due to reduced finances, reduced workload, or programmatic changes, he shall layoff employees according to which program area of the Department can best afford the reduction in personnel. Any laid off employee shall then have the work force option of bumping an employee of less seniority within the same classification/or agreeing to the layoff. If the laid off employee has the lowest seniority within the classification, he may bump into the next lower classification (See appendix A). Such bumping shall continue in the manner described until the least senior employee in the unit is necessarylaid off. An employee who is bumped is considered laid off for the purpose of this article. Bumping shall occur according to seniority in classification. For this purpose, employees an employee's seniority in regular positions any given classification shall be determined by the time elapsed since promotion to that classification, including all time served in higher classifications. Any employee utilizing the displacement rights provided by this Article and those occupying limited-term positions subsections thereof, must be able to perform the required work. (It is understood by the parties that the individual must meet the minimum qualifications for said position). If a laid off employee (in any classification) does not meet the minimum qualifications at the direction time of their agency/department head layoff to allow him to exercise his bumping rights, but subsequently takes the necessary steps through training, etc., to meet those minimum qualifications, he may at the conclusion of the necessary training, etc., exercise his bumping rights. An employee who has bumped into a new position shall be laid off in removed from that position and re-enter the bumping system if he has not demonstrated an order based on consideration of: 1ability to perform the new duties satisfactorily within thirty (30) days. employment status, 2. past performanceIf an employee is, 3. length by exercise of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concepthis seniority, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject unable to layoff displace anyone in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the he may utilize departmental seniority to displace an employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department shall determine the order of layoff for these employees. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special less departmental seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed Non-Supervisory Unit pursuant to Article 9, Section 37, of that collective bargaining Agreement., below.

Order of Layoff. ‌ A. When a reduction For the purposes of this section, tenured faculty members shall be referred to as Group I; faculty members employed pursuant to tenure track appointments who are in their probationary period shall be referred to as Group II; faculty members employed pursuant to rolling term appointments shall be referred to as Group III; and faculty members employed pursuant to term appointments shall be referred to as Group IV. Faculty members shall not be laid off it Xxxxxxxxxx College can provide the work force is necessarycourses and services Management determines are to be offered by retaining faculty members and laying off part-time personnel. Groups I, employees in regular positions II and those occupying limitedIII faculty members shall not be laid off it Xxxxxxxxxx College can provide the courses and services Management determines are to be offered by retaining such faculty members and laying off Group IV faculty members or part-term positions at time personnel. Group I and II faculty members shall not be laid off it Xxxxxxxxxx College can provide the direction of their agency/department head courses and services Management determines are to be offered by retaining such faculty members and laying off Group III or IV faculty members or part-time personnel. Group I faculty members shall not be laid off if Xxxxxxxxxx College can provide the courses and services Management determines are to be offered by retaining such faculty members and laying off Group II, III or IV faculty members or part-time personnel. Within Groups I, II, III, or IV faculty members shall be laid off in an inverse order based on consideration of: 1. employment status, 2. past performanceof qualifications; provided that, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When if two (2) or more employees have the same number of layoff pointsfaculty members are equally qualified, the agency/department least senior faculty member shall determine be laid off. In lieu of layoff, Management shall assign faculty members to vacant positions which Management intends to fill, if the order of layoff for these employees. E. If faculty member is qualified to fill such position. In determining whether a layoff faculty member is going qualified to teach a course or perform a service which Management determines is to be made in a class from which an employee has left through a temporary promotionoffered, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff faculty member must meet the minimum qualifications, in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes effect at the time of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition , for initial appointment to layoff points computed pursuant to Section 3perform such functions., below.

Order of Layoff. ‌ A. When a reduction in I f the work force is necessaryreduced within a department, division, or office for reasons of change in duties or organization, abolition of position, shortage of work or funds, or completion of work, employees in regular positions and those occupying limited-term positions at with the direction shortest length of their agency/department head shall service will be laid off in an order first so long as employees retained are fully qualified, trained, and capable of performing remaining work. Length of service for the purpose of this article will be based on consideration of: 1current service hire date of record in a regular classification with no adjustment for leaves of absence. employment status, 2Length of service ties will be determined by lot in a method agreeable to both parties. past performance, 3Employees laid off due to the above reasons will be given written notice at least thirty days prior to the reduction in force. length A copy of continuous service with such notice will be given to the County. B. Layoffs shall be made by class within an agency/department except that: 1Union. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, Such employees shall be subject offered priority employment rights to layoff regular positions which are requisitioned and for which the employees are qualified for a period beginning with notification and ending sixty (60) days following the reduction in force. Employees transferred or reclassified under this section will be assigned to the step in the following order: Employment Status Layoff Order First new classification salary range closest to the employee's salary range at the time of reclassification. Employees laid off pursuant to this section shall receive the balance of all regular City compensation owed and severance pay equal to one month's salary at the employee's final rate of pay at termination. This does not include any amounts payable under Article V, Section 6, or PERS contribution refunds, i f any. Section 4 - Temporary Promotion Determined by AgencySeniority/Bumping Rights. Employees identified for layoff who have seniority (bumping) rights to their current or previously held classifications within the representation unit must declare their intention to exercise these rights in writing and submit to the Human Resources Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from within seven (7) working days after written notification of layoff, otherwise bumping rights will automatically terminate. Bumping may occur within the representation unit, only to the least senior incumbent of the current or a class within a layoff unitpreviously held classification. To bump, the employee with must be fully qualified, trained, and perform all work in the lowest number position. For purposes of layoff points shall be subject to layoff first. When two (2) or more employees have this section of the same number of layoff pointsAgreement, the agency/department term "working days" shall determine the order mean Mondays through Fridays, exclusive of layoff for these employeesholidays. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department departmentdepartment head shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department departmentdepartment except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/departmentdepartmentdepartment. D. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Departmentdepartment Second - New Probationary Determined by Agency/Department Departmentdepartment Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department departmentdepartment shall determine the order of layoff for these employees. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When a reduction one or more employees working in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head shall same job classification are to be laid off in an order based on consideration of: 1. employment status, 2. past performancefor lack of work, 3. length reorganization or purposes of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concepteconomy, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department shall determine the order of layoff for these shall be as follows: a. All temporary employees. E. If b. All probationary employees. c. All permanent employees in the inverse order of their seniority subject to the following conditions: (1) A permanent employee may voluntarily transfer or demote to a layoff is going to be made vacant position in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class job classification or to a vacant position in another job classification previously held by that employee and for which Employee, in the sole and absolute discretion of the Executive Director, is qualified to resume employment with minimum training. (2) An employee who has prior work experience in another job classification within the AUTHORITY held by another employee with less seniority and who can, in the sole and absolute discretion of the Executive Director, perform the duties of that job classification with minimum training may, in lieu of layoff, request a demotion or transfer to that other job classification. (3) An employee who voluntarily demotes or transfers pursuant to subparagraphs (1) or (2) immediately hereinabove, shall, in the order of seniority, retain the right to fill the first vacancy in the classification from which he or she demoted or transferred, for a period of twenty- four (24) consecutive months from the date of demotion or transfer. When such a vacancy occurs, the AUTHORITY shall give written notice to the most senior employee eligible to fill that vacancy. If the eligible employee with the most seniority fails to notify the AUTHORITY within seventy-two (72) hours of receipt of notice of a vacancy in the classification from which he or she demoted or transferred, then notice of that vacancy shall be subject given by the AUTHORITY to layoff other eligible employees in descending order of seniority who shall each have the right to accept or reject the offer to fill that vacancy within seventy-two (72) hours of receipt of notice from the AUTHORITY. Salary of an employee that returns to the classification from which he or she demoted or transferred, shall be the same as the salary that employee earned immediately prior to demotion or transfer, unless a wage increase was implemented in the meantime. If none of the employees elect to fill the first vacancy in the classification from which they demoted or transferred, the AUTHORITY shall be permitted to offer that vacancy to any other employee on the re-employment list in accordance with this procedureSection 11.6 hereinafter. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. 2. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. C. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department shall determine the order of layoff for these employees. E. D. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. E. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When In the event the District in its discretion, determines that a reduction in the work force is necessaryappropriate, employees employees, whom have their total hours worked in regular positions and those occupying limited-term positions at the direction of their agency/department head shall a year reduced by more than 10 percent, will be laid off in an the reverse order of their District seniority within the classification group levels found in section 5 effected by the layoff. Bus Driver daily hours will be set based on consideration ofroute distribution made during the yearly routing meeting as described in Article 17 Section 5. Any route changes after they have been set that alter a driver’s route time by more than 15 min will be re-distributed before layoff language takes effect. The District and Association along with an employee can agree to reduce hours and not cause this article to go into effect. Laid off employees shall be informed in writing at least ten (10) working days in advance. Employees so laid off will "bump" or displace employees from a lower group level if the following conditions are met: a. The laid off employee must provide the District with a written request to bump (within five (5) days of notice of layoff) and specify the class or classifications to which he/she wishes to bump. b. The employee proposing to bump must have greater District seniority than the least senior employee working in the classification group level to which he/she proposes to bump. c. The employee must be fully qualified as determined by the District to perform the work in the classification to which he/she proposes to bump. d. No more than one bump shall be permitted for one eliminated position. e. An employee will bump a less senior employee assigned to a single student only when deemed appropriate at the sole discretion of the Superintendent of Schools. f. Layoffs after the beginning of any Fiscal year; fringe will not be cut if reduction in time is less than one (1) hour. g. A laid-off employee who previously worked in a different classification group for the District, will bump an employee in the other classification group as long as two conditions are met: 1. employment status,The laid-off employee has greater classification seniority than the person to be bumped 2. past performance, 3The laid-off employee had at least satisfactory evaluations in the previous classification group. length of continuous service with the County. B. Layoffs Employees retreating shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees placed on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, step they were on before the agencylayoff/department shall determine the order of layoff for these employeesbump. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌ A. When a the Sheriff determines that layoffs are necessary due to reduced finances, reduced workload, or programmatic changes, he shall lay off employees according to which program area of the Department can best afford the reduction in personnel. Any laid off employee shall then have the work force option of bumping an employee of less seniority within the same classification/or agreeing to the layoff. If the laid off employee has the lowest seniority within the classification, he may bump into the next lower classification (See appendix A). Such bumping shall continue in the manner described until the least senior employee in the unit is necessarylaid off. An employee who is bumped is considered laid off for the purpose of this article. Bumping shall occur according to seniority in classification. For this purpose, employees an employee's seniority in regular positions any given classification shall be determined by the time elapsed since promotion to that classification, including all time served in higher classifications. Any employee utilizing the displacement rights provided by this Article and those occupying limited-term positions subsections thereof, must be able to perform the required work. (It is understood by the parties that the individual must meet the minimum qualifications for said position). If a laid off employee (in any classification) does not meet the minimum qualifications at the direction time of their agency/department head layoff to allow him to exercise his bumping rights, but subsequently takes the necessary steps through training, etc., to meet those minimum qualifications, he may at the conclusion of the necessary training, etc., exercise his bumping rights. An employee who has bumped into a new position shall be laid off in removed from that position and re- enter the bumping system if he has not demonstrated an order based on consideration of: 1ability to perform the new duties satisfactorily within thirty (30) days. employment status, 2. past performanceIf an employee is, 3. length by exercise of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concepthis seniority, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject unable to layoff displace anyone in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the he may utilize departmental seniority to displace an employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department shall determine the order of layoff for these employees. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special less departmental seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed Non-Supervisory Unit pursuant to Article 9, Section 37, of that collective bargaining Agreement., below.

Order of Layoff. ‌ A. When a reduction Whenever it is necessary to lay off one or more employees, employees with less seniority in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head affected classification shall be laid off before those with greater seniority in an order the affected classification. Seniority is based on consideration of: 1. employment status, 2. past performance, 3. length date of hire and continuous service with to the County. B. Layoffs shall be made by class within District in the same or a higher classification except as provided below. When an agency/department except that: 1. Where a class has a dual or multiple conceptemployee is absent on an approved unpaid leave, other than Family Leave, for more than one month during the regular school year, the Chief beginning date for accrual of Employee Relations may authorize a layoff seniority will be adjusted by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, one day for each day the employee with is on the lowest number approved unpaid leave, other than Family Leave. An employee whose position is being eliminated or whose hours are being reduced has the right to displace a less senior employee and assume the duties of layoff points shall the less senior employee. The less senior employee so displaced will be subject to layoff firstthe employee actually laid off. When two (2) or more employees in the same classification have the same number of layoff pointsemployment date or promotion date in the same classification, the agency/department shall a lottery system will be held to determine the order of layoff for these employees. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority ranking for purposes of layoff. For purposes of this section the classifications of Instructional Aide I & II Special Education, Instructional Aide I and Instructional Aide II are considered the same classification. All other positions are separate classifications and will not be considered the same for purposes of layoff An employee who is not being laid off may not bump another employee out of a position. Such employee may submit a voluntary transfer request to the District which will be considered, and may be granted or denied, taking into account the educational needs of the District and whether or not there are any existing vacancies. The number of District may also involuntarily transfer employees so designated shall not exceed two (2) percent of long as the employees District follows the contract language on involuntary transfers. If the District reduces hours for a 3.5 hour Instructional Assistant position, the least senior employee in the Representation Unita 3.5 Instructional Assistant position will have their hours reduced. Employees may be involuntarily transferred in such circumstances, so designated shall receive two hundred sixty (260) layoff points long as such transfers are in addition accordance with the contract. If the District reduces hours for a 3.0 hour Instructional Assistant position, the least senior employee in a 3.0 Instructional Assistant position will have their hours reduced. Employees may be involuntarily transferred in such circumstances, so long as such transfers are in accordance with the contract. If the District increases hours for a 2.5 hour Instructional Assistant position, the most senior employee in a 2.5 Instructional Assistant position will be offered the opportunity to layoff points computed pursuant move into the position with increased hours. Employees may be involuntarily transferred in such circumstances, so long as such transfers are in accordance with the contract. If a 3.5 or a 3.0 hour position is being eliminated the least senior Instructional Assistant will be laid off. If the least senior Instructional Assistant employee is a 3.5 hour employee, that employee will be laid off. If the least senior Instructional Assistant employee is a 3.0 hour employee, that employee will be laid off. If a 2.5 or less Instructional Assistant employee is the least senior employee, that employee will be laid off, and then c. & d. apply to Section 3the 3.5 or 3.0 hour employee., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head Tenured teachers shall be placed on layoff in inverse order of seniority provided that there is a qualified teacher on staff to teach any remaining classes that were taught by the teacher subject to layoff. The School District retains, consistent with the provisions of this Agreement, the right to assign teachers to positions for which they are endorsed The School District shall not be required to transfer a more senior teacher to an assignment requiring a different endorsement in order to accommodate the seniority claim of a teacher proposed for layoff. (effective 7/ 1/ 1 7) In the event the District determines to reduce the staff, a tenured teacher shall not be placed on layoff if there is probationary (non-tenured ) teacher employed in a position for which that tenured teacher is qualified. If the determined reduction is not accomplished by Subsection A hereof and the non-renewal of non-tenured teachers, the School District may place on layoff tenured teachers in order of inverse seniority within certification and qualification as defined in this Article. (effective 7/1/17) No new teacher shall be employed by the School District in a position for which a laid off in an order based on consideration of: 1tenured teacher is qualified. employment status, 2. past performance, 3. length of continuous service with the County. B. Layoffs Tenured teachers shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject recalled to layoff vacant positions in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department shall determine the reverse order of layoff provided that such teacher(s) is qualified for these employees. E. If the position(s). When placed on layoff, a layoff is going to be made in teacher shall maintain a class from which an employee has left through current address with the School District and if a temporary promotionposition becomes available for the teacher on layoff, the employee on temporary promotion School District shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoffprovide written notice by Registered Mail, Return Receipt Requested. The number teacher shall have seven (7) calendar days from the date of employees so designated shall not exceed two receipt of such notice to accept re-employment within twenty (220) percent calendar days of receipt of recall notice. Failure on the part of the employees teacher to accept re-employment within seven (7) calendar days of receipt of recall notice, or failure of the teacher to report for duty within twenty (20) days of the receipt of recall notice, shall constitute forfeiture on the part of the teacher to any further rights of re-employment or reinstatement. If the School District is unable to effect delivery of a Registered letter, Return Receipt Requested at the last address left with the School district by the teacher, the District after five (5) days shall send a notice by Certified Mail, and the seven day period provided herein, shall commence running at the time the notice by Certified Mail is sent. Re-employment rights shall automatically cease twenty-four (24) months from the last day of work in the Representation Unit. Employees so designated bargaining unit for the School District and no further rights to reinstatement shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3exist., below.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head Agency Head shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department agency except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. 2. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. C. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Agency Second - New Probationary Determined by Agency/Department Agency Third - Regular/Promotional Probationary Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department agency shall determine the order of layoff for these employees. E. D. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. E. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌A. Organizational units for the purpose of layoff for positions in this bargaining unit shall be the following: Division Location Job Classification* Position Status *For purposes of broad-banded job classes, “job classification” shall include all positions within the band. Such bands generally consist of two or three pay ranges. These bands shall be identified when the job class is created. In the event of the consolidation of two or more organizational units, all positions shall be combined into a single pool prior to determining the order of layoff. A. When B. In instances where computation of layoff seniority and the establishment of a reduction layoff order are required, the Director of the Division of Personnel shall certify a list to the appointing authority with a copy to CEA. Confidentiality of information shall be respected. C. Layoff seniority shall be computed based upon the employee's length of probationary and permanent time in the work force is necessary, classified service. D. The order of layoff shall be: 1. Employees shall be listed in ascending order of layoff seniority. 2. Those employees in regular positions entitled to super seniority under the terms of this Agreement shall head the seniority list and those occupying limited-term positions at shall be the direction of their agency/department head shall last to be laid off in an order based on consideration of:the organizational unit. 1. employment status, 2. past performance, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When If two (2) or more employees have identical layoff seniority, a veteran shall be given preference for the same number of layoff points, the agency/department shall determine the order of layoff for these employeesposition over a non-veteran. E. 4. If a layoff is going to case cannot be made in a class from which an employee has left through a temporary promotiondetermined by the application of the above provisions, the employee on temporary promotion it shall be returned at the Employer's discretion to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent determine which of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3lay off., below.

Order of Layoff. ‌ A. When a reduction in the work force workforce is necessary, employees in impacted positions shall be considered for layoff in the following order: 1. Part-time employees in impacted classifications shall be laid off first, unless they were previously regular, full-time employees in those classifications and transitioned to part-time status without a break in service. Such employees must be able and willing to return to full-time employment in the same classification or occupational series in order to have seniority rights considerations, on a pro rata basis, for purposes of layoff; otherwise, they shall be laid off next, if necessary, according to seniority; and 2. Full-time regular employees shall be the next category to be laid off, if necessary. Employees in regular positions and those occupying limitedin part-term time positions at who meet the direction criteria in Section 2.A.1. of their agency/department head this Article shall be laid off in an order based on consideration of: 1. employment a. Employment status, 2. past b. Past performance, 3. length c. Length of continuous service with the County.74 B. Layoffs shall be made by class within an agency/department class, except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations Human Resources Director may authorize a layoff by specialty within the class. C. 2. Where appropriate, the Chief of Employee Relations Human Resources Director may authorize a layoff by division or smaller unit of an agency/departmentunit. D. 3. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Authority Second - New Probationary Determined by Agency/Department Authority Third - Regular/Promotional Layoff Points Probationary Determined by Authority After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department Authority shall determine the order of layoff for these employees. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. C. The OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Uniteach respective Unit covered by this Agreement. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3. of this Article. D. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, belowthe employee on temporary promotion shall be returned to his/her former class and shall be subject to layoff in accordance with this procedure.

Order of Layoff. ‌ A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department departmentdepartment head shall be laid off in an order based on consideration of: 1. employment status, 2. past performance, 3. length of continuous service with the County. B. Layoffs shall be made by class within an agency/department departmentdepartment except that: 1. Where a class has a dual or multiple concept, the Chief of Employee Relations Human Resources Officer may authorize a layoff by specialty within the class. C. 2. Where appropriate, the Chief of Employee Relations Human Resources Officer may authorize a layoff by division or smaller unit of an agency/departmentdepartmentdepartment. D. C. Within a class, employees shall be subject to layoff in the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department DepartmentDepartment Second - New Probationary Determined by Agency/Department DepartmentDepartment Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have the same number of layoff points, the agency/department departmentdepartment shall determine the order of layoff for these employees. E. D. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA E. Teamsters Local 952 may designate employees who are regular OCEA Union officers or grievance representatives shop stewards to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points in addition to layoff points computed pursuant to Section 3., below.

Order of Layoff. ‌(a) Layoffs of employees shall be made in a work unit by job title in order of bargaining unit seniority. Provided, however, that where layoffs of employees in a job title occur in Food Service Dining Commons work areas only on varying dates within fourteen (14) calendar days, the specific date of layoff for each such employee shall be the date the employee’s specific job is curtailed and such employee shall not be subject to bumping during that period. A. When a reduction (b) In the event the jobs being curtailed are performed by senior employees in that job title, such employees shall replace the employees with the least bargaining unit seniority in that job title in the work force is necessary, unit. (c) In the event the employees so replaced have more bargaining unit seniority than other employees within the same or lower grade in the work unit such employees shall bump the least senior employees in regular positions and those occupying limited-term positions the work unit in the same or the next two lower grades. Bumps of the least senior employees beyond the next two lower grades shall be at the direction option of their agency/department head the employees. The employees so bumped shall have the same bumping obligations and options so that the least senior employees in the work unit shall be the first laid off off. Provided, however, that any employee bumping into a different job title shall be capable of performing the work and, except when bumping into grade 9 through 12, shall meet the minimum qualifications for the position. The University is not obligated to train an employee in an order based on consideration of: 1. employment status, 2. past performance, 3. length of continuous service with to qualify the Countyemployee for bumping. B. Layoffs (d) In 10.2(b) and (c) above, an employee shall be made by class within fill an agency/department except that: 1available vacancy in a job title, in lieu of the announcement procedure, rather than displace or bump another employee. Where a class has a dual or multiple conceptnumber of eligible employees bump into the same job title concurrently, the Chief choice of Employee Relations may authorize a layoff by specialty within the class. C. Where appropriate, the Chief of Employee Relations may authorize a layoff by division or smaller unit of an agency/department. D. Within a class, employees available jobs in that job title shall be subject offered to layoff employees in accordance with bargaining unit seniority. The senior employee need not bump a least senior employee who has fewer regularly scheduled hours of work, but, in that event, may bump the following order: Employment Status Layoff Order First - Temporary Promotion Determined by Agency/Department Second - New Probationary Determined by Agency/Department Third - Regular/Promotional Layoff Points Probationary After all new probationary employees and employees on temporary promotion have been removed from a class within a layoff unit, the least senior employee with the lowest number of layoff points shall be subject to layoff first. When two (2) or more employees have who has the same number of layoff pointshours of regularly scheduled work. (e) Once all bumps occur in 10.2 (a), (b), (c), and (d) above, the agency/department shall determine the order work schedules of layoff for these employees. E. If a layoff is going to be made in a class from which an employee has left through a temporary promotion, the employee on temporary promotion shall be returned to his or her former class and shall be subject to layoff in accordance with this procedure. F. OCEA may designate employees who are regular OCEA officers or grievance representatives to receive special seniority for purposes of layoff. The number of employees so designated shall not exceed two (2) percent of the employees in the Representation Unit. Employees so designated shall receive two hundred sixty (260) layoff points affected job titles will be set in addition to layoff points computed pursuant to Section 3work unit seniority order., below.