Personnel Reduction and Recall Sample Clauses

Personnel Reduction and Recall. 1. In case of personnel reduction, probationary employees, including those deemed "temporary" by the Town, shall be laid off prior to any permanent employee. 2. For the purpose of this article, all employees who have achieved ten (10) years of service with the Department will be considered “tenured” and exempt from the layoff process until such time as all non-tenured employees have been laid-off. All non-tenured Unit members will form the initial list from which the personnel reduction will be made. Department seniority will be the primary, but not the only consideration in personnel reduction. 3. The Town agrees that no member of this Unit who was an employee on July 1, 2005 shall be subject to any layoff or demotions during their respective careers with the Town except for just cause. 4. All future reductions in workforce shall occur as outlined in this Agreement except that if there is any staffing reduction involving those members who were employed at the time of the consolidation or merger, or who were hired as a result of an East Derry layoff, or who were employed by the Derry Fire Department at the time those employees were hired, it shall be limited to attrition only. 5. It is understood that the Department must maintain certain numbers of members with specialized skills (i.e. paramedics, dispatchers) to satisfy contractual obligations. If layoffs would affect the Department's ability to provide these services, the employee possessing the required skills may be excluded, and the next member with the least seniority, without consideration of the employees Unit, could be affected. Should such a situation arise, the Union reserves the right to consultation with Management regarding the affected employee(s). 6. The names of employees laid off from the Unit will be maintained on a recall list for twenty-four (24) months. A copy of this list shall be forwarded to the Secretary of Local 4392 within ten (10) days. 7. Such employees will be offered recall when or if vacancies occur in the Unit. Employees shall be recalled in the order of their seniority and qualification. No new employee shall be hired until all laid-off employees have been given an opportunity to return to work. 8. If a laid-off employee is notified by certified letter, sent to his last known address on the records of the Fire Department to return to work, he must notify the Department in person, or by certified mail, within five (5) business days of the notification of his intention to a...
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Personnel Reduction and Recall. 1. In the case of a personnel reduction, the Town, after due consideration of past job performance and the needs of the Town, shall determine who shall be laid off first. Time in the service of their department shall be given consideration. Employees who are laid off shall be paid a severance in the amount of one week of salary for every completed year of service with the Town. 2. The names of employees laid off from the bargaining unit will be maintained on a recall list for twelve (12) months from the date of such lay-off by the Town. A copy of this list shall be forwarded to the Secretary of the Union within ten (10) business days. Such employees will be offered recall when or if vacancies occur in the bargaining unit. If a laid-off employee is notified by telephone or by certified letter sent to his or her last known address on the records of the Town to return to work, he/she must notify the Town within five (5) business days of his or her intention to comply or accept and must report to work within ten (10) business days of such notification or he/she shall cease to have any rights based on seniority and shall be terminated. Recalled employees who return to work will be credited with prior length of service, provided such employee has not withdrawn his or her contribution from the State Retirement System.
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Personnel Reduction and Recall. A. In the event it becomes necessary to lay off employees for any reason, the employees shall be laid off in the inverse order of their seniority within their classification. Employees who are laid off shall be permitted to bump (replace) the least senior employee within the specific classification. If there are no less senior employees within the specific classification, the employee may bump the least senior employee in an equal classification provided the employee is qualified at the entry level for that classification, to perform the job. (Equal classification should be determined by pay grade.) If there are no less senior employees in an equal classification, the employee may bump the least senior employee in a lower classification, provided the employee is qualified to perform the job. Employees shall be given fifteen (15) working days notice prior to the effective date of any such layoff. Employees may opt to accept layoff at any point in the bumping process rather than exercising their bumping rights. Note 1: In the event that there are no least senior head custodian positions available to bump into, then a head custodian could bump into a regular custodial position.
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Personnel Reduction and Recall. In the case of personnel reduction, the employee in the first classification affected with the least seniority shall be laid off first. However, if there is an employee in a lower classification with less seniority, the employee in the lower classification will be laid off if the employee affected by the initial layoff desires to work at the lower classification. No new employee shall be hired or promoted to a higher position until such time as all employees who have been laid off or temporarily shifted to a lower position within the preceding twelve (12) months have been given the opportunity to return to work or be reassigned to their higher position (if applicable), if such employee is physically qualified to perform available work at the time of recall or reassignment. Seniority, availability and qualifications in the City's fire service shall be given the utmost consideration in both layoffs and recall from layoffs. In the event the amount of time in the classification is equal, the order in which the employees are laid off or recalled will be at the discretion of the Fire Chief based on the employee's employment and professional record, provided that membership or non-membership in the Union shall not be considered by the Fire Chief. A joint committee consisting of six members shall meet to recommend which employee or employees are to be laid off or recalled to duty. The committee will also meet to discuss and select which employee or employees will be reassigned to a lower position or returned back to their original position. The committee will consist of the Fire Chief, the Human Resources Director, and an additional employee to be selected by the Fire Chief. The other three members will consist of the Union President or his designee and two additional Union members. Subject to approval by the City Manager, the Fire Chief will make the final recommendation for personnel reduction(s) and recall(s). When recalling a laid off employee to return to work, "availability" will be defined as the employee's ability to return to work within fifteen (15) business days (not including holidays and weekends).
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Personnel Reduction and Recall 
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Related to Personnel Reduction and Recall

  • In-Kind Benefits and Reimbursements Notwithstanding anything to the contrary in this Agreement, all (A) reimbursements and (B) in-kind benefits provided under this Agreement shall be made or provided in accordance with the requirements of Section 409A of the Code, including, where applicable, the requirement that (w) any reimbursement is for expenses incurred during the Executive’s lifetime (or during a shorter period of time specified in this Agreement); (x) the amount of expenses eligible for reimbursement, or in kind benefits provided, during a calendar year may not affect the expenses eligible for reimbursement, or in kind benefits to be provided, in any other calendar year; (y) the reimbursement of an eligible expense will be made no later than the last day of the calendar year following the year in which the expense is incurred; and (z) the right to reimbursement or in kind benefits is not subject to liquidation or exchange for another benefit.

  • Personnel Policies The School shall adopt, update, and adhere to personnel policies. These policies must be made readily accessible from the School’s website or school office, as described in Section 11.4. 1. If the policy is not available from the School’s website, the School shall submit the current policy to the Commission.

  • Contractor Responsibility for System Agency’s Termination Costs If the System Agency terminates the Contract for cause, the Contractor shall be responsible to the System Agency for all costs incurred by the System Agency and the State of Texas to replace the Contractor. These costs include, but are not limited to, the costs of procuring a substitute vendor and the cost of any claim or litigation attributable to Contractor’s failure to perform any Work in accordance with the terms of the Contract.

  • Provider Responsibilities The Private Child-Caring Facility (PCC) (a.k.a., Provider) must comply with the following requirements:

  • Access to Personnel Files All employees shall be allowed access to their personnel files during normal working hours for inspection and/or copies of documents which will be provided by the Employer. Such inspection shall be made subject to prior arrangement with the Employer.

  • Reduction in Force and Recall Section 13.1. It is the intent of the parties, through this article, to establish an objective procedure by which a reduction in force (i.e., layoff or job abolishment) may be accomplished, should the need arise, and supersede the provisions of ORC 124.321 to 124.328, 124.37, OAC 123: 1-41-01 to 123: 1-41-22, and all local rules and regulations of the City of East Cleveland Civil Service Commission governing work force reductions. Section 13.2. Employees may be laid off as a result of lack of work, lack of funds, or abolishment of position. In the event of a layoff, the Employer shall notify the affected employee thirty (30) calendar days in advance of the effective date of layoff. The Employer agrees to discuss with representatives of the FOP the impact of the layoff on the bargaining unit member. Any layoff in the bargaining unit shall be in accordance with departmental seniority, i.e., the most recent employee hired is the first employee laid off. Any employee laid off from a bargaining unit position may, at his option, displace a permanent part-time or intermittent employee in the same classification. Failure to bump or failure to accept a recall to a part-time or intermittent position shall not jeopardize an employee’s recall rights to a full-time position. Section 13.3. Employees who are laid off shall be placed on a recall list for a period of three (3) years. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff, provided they are presently qualified to perform the work in the work section to which they are recalled. Any recalled employee requiring additional training to meet the position qualifications in existence at the time of recall must satisfactorily complete the additional training required in this section. Such training shall be at the Employer’s expense. Section 13.4. The recalled employee shall have ten (10) calendar days following the date of recall notice to notify the Employer of his intention to return to work and shall have fifteen (15) calendar days following receipt of the recall notice in which to report for duty, unless a different date for return to work has been otherwise agreed upon.

  • Access to Personnel Records Upon written request to the Chief of Police, an employee shall have access to the employee's records during normal office hours of the records custodian. Such access to personnel records shall be within a reasonable time of said request. Such request shall not interfere with the employee's regularly scheduled working hours. Review of the records shall be made in the presence of the Chief or the Chief’s designated representative.

  • Compensation and Fringe Benefits (a) The Company shall, during the Term of Employment, pay to the Executive as compensation for the performance of his duties and obligations a salary of $240,000 per annum. This compensation is subject to annual review and adjustment, as appropriate in the judgment of the Company. The compensation payable pursuant to this Section 5(a) shall be payable in equal semi-monthly installments on the last day of each such pay period. (b) The Executive shall be enrolled and participate in any retirement, group insurance and other fringe benefit plans and arrangements which are applicable to the similarly situated personnel of the Company and in effect from time to time, if the Executive is eligible therefor, in each case in accordance with and subject to the provisions thereof.

  • Performing Agency Responsibility for System Agency’s Termination Costs If the System Agency terminates the Contract for cause, the Performing Agency shall be responsible to the System Agency for all costs incurred by the System Agency and the State of Texas to replace the Performing Agency. These costs include, but are not limited to, the costs of procuring a substitute vendor and the cost of any claim or litigation attributable to Performing Agency’s failure to perform any Work in accordance with the terms of the Contract.

  • Vacation and Fringe Benefits During the Employment Period, the Executive shall be entitled to paid vacation and fringe benefits at a level that is commensurate with the paid vacation and fringe benefits available to the Executive immediately prior to the Effective Date, or, if more favorable to the Executive, at the level made available from time to time to the Executive or other similarly situated officers at any time thereafter.

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