Out of Order Layoff Sample Clauses
Out of Order Layoff. At any time following the notice described in Subdivision 4 of this Section, a tenured or NTT faculty member not identified for layoff may propose to the President/designee that the proposing faculty member be laid-off without regard to the provisions of Subdivision 3 of this Section. Within fifteen (15) days of receiving such a proposal, the President/designee will in writing decline or agree to the proposal. Once timely accepted by the President/designee, such proposals become effective as notices of retrenchment and may not be rescinded except upon written notice from the President. Provided that the faculty member otherwise satisfies the eligibility criteria, a faculty member who is laid off by operation of this subdivision shall be deemed to have been laid-off and have provided timely notice of separation for purposes of the benefits described in Article 11, Section C, Article 35, Section C, Subd. 3, and Article 16. Faculty laid off by operation of this subdivision shall not be afforded the rights and benefits described in Sections C-F of this Article, but shall be allowed to continue insurance as provided in Section F, Subd. 2. In circumstances where the President determines that the originally noticed layoff would have been rescinded, the President/designee shall so notify the relevant proposing faculty member. The proposing faculty member shall have ten (10) days to notify the President in writing the proposal is rescinded.
Out of Order Layoff. Upon a showing by the appointing authority that the operating needs of an employing unit require such action, the Seattle Human Resources Director may authorize an exception to the normal order of layoff and the retention in active employment of any employee who has some critically necessary special experience, training or skill. If the Seattle Human Resources Director approves the retention of the least senior employee, the more senior employee shall be allowed to bump the next least senior employee, continuing in sequential order as necessary until the Seattle Human Resources Director determines that the more senior employee has the required skills to satisfactorily perform the work of the position within a reasonable period of time.
Out of Order Layoff. At any time following the notice described in Subdivision 4 of this Section, a tenured or NTT faculty member not identified for layoff may propose to the President/designee that the proposing faculty member be laid-off without regard to the provisions of Subdivision 3 of this Section. Within fifteen (15) days of receiving such a
Out of Order Layoff. A. Upon a showing by the appointing authority that the operating needs of an employing unit require such action, the Seattle Human Resources Director may authorize an exception to the normal order of layoff and the retention in active employment of any employee who has some critically necessary special experience, training or skill.
B. A written request for an out-of-order layoff, signed by the appointing authority, shall be accompanied by documentation that shows that the employee who would be retained over the more senior employee was recruited specifically for his or her special experience, training or skill; or has been specially trained by the employing unit to fulfill a critical business need of his or her position.
C. In addition, a request for an out-of-order layoff must include compelling evidence that the more senior employee does not possess the special experience, training or skill required to perform the work of the position and could not be expected to satisfactorily perform the work of the position within a reasonable period of time.
D. If the Seattle Human Resources Director approves the retention of the least senior employee, the more senior employee shall be allowed to bump the next least senior employee, continuing in sequential order as necessary until the Seattle Human Resources Director determines that the more senior employee has the required skills to satisfactorily perform the work of the position within a reasonable period of time.
Out of Order Layoff. The Employer may layoff out of the order set forth within Section 13.3 due to: The need to retain an employee with a special qualification, training, skill or experience; provided:
a) That the special qualification, training, or skill could not be easily obtained through a short orientation or familiarization period; and
b) That a more senior employee who possesses the special qualification, training, or skill is not denied a bump to a position occupied by a less senior employee.