Common use of PERSONNEL REDUCTION Clause in Contracts

PERSONNEL REDUCTION. Section 1 In the event of layoffs in connection with decreasing the work force, and the recall to work of people so laid off, the following consideration shall govern. Skill and ability as determined by reference to the employee's work record, and length of service shall be the determining factors; however, employees shall be laid off by category of seniority. There shall be three (3) seniority categories: probationary, 1 year to 5 years seniority, and over 5 years seniority. In case of layoff, all employees in the lowest seniority category shall be laid off before proceeding to layoff of anyone in a more senior category. Where skill and ability within a category are approximately equal, length of service shall govern. Employees having the same seniority within a category shall draw lots to determine the order of layoff. No new employees shall be hired until all laid off employees have been given the opportunity to be re-hired. Employees who have been laid off will be offered re-employment in the inverse order of layoffs when they are needed again, provided they are physically qualified and possess sufficient training and experience to perform the duties of the available work. The City shall give laid off employees ten (10) days notice of its intention to rehire. The employees shall within ten (10) days period notify the City of their intention to, or not to, return to the employ of the City, and shall report to work no later than fifteen (15) days from receipt of said notice to rehire. If an employee fails to notify the City within the ten (10) calendar day period of his/her intentions to return to work, or fails to report to work within fifteen (15) calendar days from the date of notice, he/she shall be considered permanently severed from the employ of the City. At the time of a layoff the City shall provide all laid off employees with a complete physical examination. At the time of rehire, the City may require a physical examination prior to the employee's return to duty, and it is expressly understood that any employee found physically unfit to return to duty may be refused re-employment and removed from the employment list. The City shall not be obligated to rehire laid off employees who have been laid off for five (5) or more consecutive calendar years, beginning from the date of layoff.

PERSONNEL REDUCTION. Section 1 In the event of layoffs in connection with decreasing the work force, and the recall to work of people so laid off, the following consideration shall govern. Skill and ability as determined by reference to the employee's work record, and length of service shall be the determining factors; however, employees shall be laid off by category of seniority. There shall be three (3) seniority categories: probationary, 1 year to yearto 5 years seniority, and over 5 years seniority. In case of layoff, all employees in the lowest seniority category shall be laid off before proceeding to layoff of anyone in a more senior category. Where skill and ability within a category are approximately equal, length of service shall govern. Employees having the same seniority within a category shall draw lots to determine the order of layoff. No new employees shall be hired until all laid off employees have been given the opportunity to be re-hired. Employees who have been laid off will be offered re-employment in the inverse order of layoffs when they are needed again, provided they are physically qualified and possess sufficient training and experience to perform the duties of the available work. The City shall give laid off employees ten (10) days notice of its intention to rehire. The employees shall within ten (10) days period notify the City of their intention to, or not to, return to the employ of the City, and shall report to work no later than fifteen (15) days from receipt of said notice to rehire. If an employee fails to notify the City within the ten (10) calendar day period of his/her intentions to return to work, or fails to report to work within fifteen (15) calendar days from the date of notice, he/she shall be considered permanently severed from the employ of the City. At the time of a layoff the City shall provide all laid off employees with a complete physical examination. At the time of rehire, the City may require a physical examination prior to the employee's return to duty, and it is expressly understood that any employee found physically unfit to return to duty may be refused re-employment and removed from the employment list. The City shall not be obligated to rehire laid off employees who have been laid off for five (5) or more consecutive calendar years, beginning from the date of layoff.

PERSONNEL REDUCTION. Section 1 In The City recognizes the event principle of layoffs seniority. Seniority means that period from the employee’s most recent first day of compensated work for the City in connection with decreasing a position covered by this Agreement. An employee’s seniority can be broken so that no prior period of employment is counted. The employee’s seniority shall cease upon: • Justifiable discharge; • Voluntary quit; • Failure of the work force, and the recall employee to return to work after expiration of people so laid off, a temporary disability leave; • Leaving the following consideration shall governbargaining unit to accept a position with the City outside of the bargaining unit; • Failure of the employee to notify the City of his/her willingness to return to work upon recall from an indefinite layoff within fourteen (14) calendar days after receipt of written notice from the City at his last known address appearing on the City’s records; or • Xxxxxx (a reduction in force) exceeding eighteen (18) months. Skill and ability as determined by reference May be extended at the discretion of the Fire Chief for up to one (1) additional year. The employee with the employee's work record, and shortest length of continuous service shall be the determining factors; however, employees in a position covered by this Agreement shall be laid off by category of seniority. There shall be three (3) seniority categories: probationary, 1 year to 5 years seniority, and over 5 years seniority. In case of layoff, all employees in the lowest seniority category shall be laid off before proceeding to layoff of anyone in a more senior category. Where skill and ability within a category are approximately equal, length of service shall govern. Employees having the same seniority within a category shall draw lots to determine the order of layoff. No new employees shall be hired until all laid off employees have been given the opportunity to be re-hired. Employees who have been laid off will be offered re-employment in the inverse order of layoffs when they are needed again, provided they are physically qualified and possess sufficient training and experience to perform the duties of the available workfirst. The City shall give provide two (2) weeks’ written notice to an employee prior to layoff. In the case of recall, those employees laid off employees ten (10) days notice last shall be recalled first. An employee on layoff must keep both the City and the Union informed of its intention the address and telephone number where he or she may be contacted. When the City is unable to rehire. The employees contact an employee who is on layoff for recall, the City shall within ten (10) days period notify the City of their intention to, or not to, return to the employ of the City, and shall report to work no later than fifteen (15) days from receipt of said notice to rehireUnion in writing. If an employee fails to notify neither the Union nor the City is able to contact the employee within the ten fourteen (10) calendar day period of his/her intentions to return to work, or fails to report to work within fifteen (1514) calendar days from the date of noticetime the Union is notified, he/she shall be considered permanently severed from the employ of the City. At ’s obligation to recall the time of a layoff the City employee shall provide all laid off employees with a complete physical examination. At the time of rehire, the City may require a physical examination prior to the employee's return to duty, and it is expressly understood that any employee found physically unfit to return to duty may be refused re-employment and removed from the employment listcease. The City shall have no obligation to recall an employee after he/she has been on continuous layoff for a period of one (1) year. Should an employee not be obligated return to rehire laid off employees who work within fourteen (14) calendar days after recall, the City shall have been laid off for five (5) or more consecutive calendar years, beginning from no further obligation to the date of layoffemployee to recall.

PERSONNEL REDUCTION. Section 1 In the event of layoffs in connection with decreasing the work force, and the recall to work of people so laid off, the following consideration shall govern. Skill and ability as determined by reference to the employee's work record, and length of service shall be the determining factors; however, Probationary employees shall be laid off by category of seniority. There shall be three (3) seniority categories: probationary, 1 year entitled to 5 years seniority, recall and over 5 years seniority. In case of layoff, all employees in the lowest seniority category shall be laid off before proceeding to layoff of anyone in a more senior category. Where skill and ability within a category are approximately equal, length of service shall govern. Employees having the same seniority within a category shall draw lots to determine the order of layoff. No new employees shall be hired until all laid off employees have been given the opportunity to be re-hired. Employees who have been laid off will be offered re-employment in the inverse order of layoffs when they are needed again, provided they are physically qualified and possess sufficient training and experience required to perform the duties of the available work. The City shall give laid off employees ten (10) days notice of its intention to rehire. The employees shall within ten (10) days period notify the City of their intention to, or not to, return to the employ of the City, and shall report to work no later than fifteen (15) days from receipt of said notice to rehire. If an employee fails to notify the City within the ten (10) calendar day period of complete his/her intentions remaining probationary period upon recall. An employee bumping into or being rehired per this Section 3.3.H into a temporary position will assume the status of a temporary employee without the loss of recall rights. Furthermore, any laid off employee that refuses to return to work, accept a temporary position shall not lose his or fails to report to work within fifteen (15) calendar days her recall rights. Employees hired back in a temporary status shall not have the recall rights extended from the date of notice, he/time that he or she shall be considered permanently severed has been terminated from the employ of the Citytemporary position. At the time of a layoff the City The twenty-four (24) month recall period shall provide all laid off employees with a complete physical examination. At the time of rehire, the City may require a physical examination prior to remain in effect from the employee's return to duty, and it is expressly understood that any employee found physically unfit to return to duty may be refused re-employment and removed from the employment list’s original layoff date. The City shall not be obligated to rehire laid off All employees who have been laid off shall also have the right to apply and compete for five any vacancies posted for recruitment in the City. Employees applying for a position within the bargaining unit which they have not previously held, and who meet the minimum qualifications for the job, shall be given preferential consideration over other applicants outside the bargaining unit when the position is filled. Preferential consideration shall be limited to twenty-four (524) months. Refusal to accept or more consecutive calendar yearsacceptance of regular full-time (or regular part-time if the employee was laid off from a regular part-time position) employment offered by the City of Kent during this period in the classification occupied at the time of layoff, beginning from shall terminate the date employee’s recall right. Acceptance of a lower compensated position within the bargaining unit shall not terminate the incumbent’s recall right. If an employee is recalled to a classification in the pay range they occupied prior to the layoff, the employee shall return to the salary step occupied prior to the layoff and given credit for time spent within that salary step. The employee shall have three (3) working days to either accept or refuse the recall position. Employees recalled to a lower compensated classification shall be compensated at a salary range of the position they are transferred to. Placement within the salary range shall be at the step closest but not lower than the employee’s previous compensation unless the previous salary exceeds the top step of the new salary range. At which time, the employee shall be placed at the top step of the new pay range. The employee shall be given credit for time served within the salary step. Employees recalled within the twenty-four (24) month period shall be credited with any leave amounts that were not cashed out at time of layoff.

PERSONNEL REDUCTION. Section 1 In the event case of layoffs in connection with decreasing the work force, and the recall to work of people so laid offa personnel reduction, the following consideration shall govern. Skill and ability as determined by reference to the employee's work record, and length of service shall be the determining factors; however, employees employee who has already entered DROP shall be laid off first (starting 10-1-18), followed by category of the Employee with the least seniority. There Employees shall be three (3) seniority categories: probationary, 1 year to 5 years seniority, and over 5 years recalled in the order of their seniority. In case With the exception of the DROP employees, no new employee shall be hired until the laid off employee has been given ample opportunity (in writing) to return to work. The employer shall notify the union of the need to reduce the number of employees who are within the bargaining unit at least 180 days before the effective date of the layoff. Such notice shall be given in writing addressed to the Union by certified mail. The notice shall disclose the number of positions affected and the effective date of the layoff. Immediately after issuing the notice, the District shall give the Union a reasonable period of time, of not less than 14 days, within which it shall meet and confer with the Union to discuss such action. The District shall respond to any proposal which the Union may make in response to the subject matter of notice. Each employee who is to be laid off as a consequence of reduction in force shall be given written notice, at least 120 days before such action is to occur, the date, purpose and the nature of the action that is to be taken with regard to him or her. A copy of this notice shall be delivered to the Union in a timely manner. An employee who is laid off shall be paid for all earned and unused time off, holiday and severance pay. While on layoff, it is the responsibility of the employee to maintain all employees in licenses and certifications which are required by the lowest seniority category job description to be eligible for recall. Bargaining Unit Employees shall be laid off before proceeding to layoff of anyone in a more senior category. Where skill and ability within a category are approximately equal, length of service shall govern. Employees having the same seniority within a category shall draw lots to determine the reverse order of layoff. No new employees departmental seniority; the least senior employee within the bargaining unit shall be hired until all laid off employees have been given the opportunity first, without regard to be re-hired. Employees who have been laid off will be offered re-employment in the inverse order of layoffs when they are needed again, provided they are physically qualified and possess sufficient training and experience to perform the duties of the available work. The City shall give laid off employees ten (10) days notice of its intention to rehire. The employees shall within ten (10) days period notify the City of their intention to, rank or not to, return to the employ of the City, and shall report to work no later than fifteen (15) days from receipt of said notice to rehire. If an employee fails to notify the City within the ten (10) calendar day period of his/her intentions to return to work, or fails to report to work within fifteen (15) calendar days from the date of notice, he/she shall be considered permanently severed from the employ of the City. At the time of a layoff the City shall provide all laid off employees with a complete physical examination. At the time of rehire, the City may require a physical examination prior to the employee's return to duty, and it is expressly understood that any employee found physically unfit to return to duty may be refused re-employment and removed from the employment list. The City shall not be obligated to rehire laid off employees who have been laid off for five (5) or more consecutive calendar years, beginning from the date of layoffclassification.

PERSONNEL REDUCTION. Section 1 8.1 In the event of layoffs personnel reduction in connection with decreasing the work working force, and the recall to work of people so laid off, the following consideration shall govern. Skill and ability as determined by reference to the employee's ’s work record, and length of service shall be the determining factors; however, employees shall be laid off by category of seniority. There shall be three (3) seniority categories: probationary, 1 year to 5 years seniority, and over 5 years seniority. In case of layoff, all employees in the lowest seniority category shall be laid off before proceeding to layoff of anyone in a more senior category. Where skill and ability within a category are approximately equal, length of service shall govern. For the purposes of personnel reduction, part-time employees, then probationary, then full-time employees shall be terminated, in this order, provided there are available employees remaining in the group with seniority who are willing and qualified to efficiently perform the work of those displaced. Employees having the same seniority within a category shall draw lots to determine the order of layofflay-off. No new employees shall be hired until all laid off employees have been given the opportunity to be re-hiredrehired. Employees who have been laid off will be offered re-employment in the inverse order of layoffs lay off when they are needed again, provided they are physically qualified and possess sufficient training and experience to perform the duties of the available work. The City CITY shall give laid off employees ten (10) calendar days notice of its intention to rehire. The employees shall shall, within this ten (10) days period day period, notify the City CITY of their intention to, or not to, return to the employ of the City, CITY and shall report to work no later than fifteen (15) days from the receipt of said notice to rehire. If an employee fails to notify the City CITY within the ten (10) calendar day period of his/her his intentions to return to work, or fails to report to work within the fifteen (15) calendar days from the date of notice, he/she he shall be considered permanently severed from the employ of the CityCITY. At the time of a layoff rehire the City shall provide all laid off employees with a complete physical examination. At CITY may require, at the time of rehireCITY’S expense, the City may require a physical examination prior to the employee's ’s return to duty, and it is expressly understood that any employee found physically unfit to return to duty may be refused re-employment reemployment and removed from the employment list. The City CITY shall not be obligated to rehire laid off employees who have been laid off for five more than eighteen (518) or more consecutive calendar yearsmonths, beginning from the date of layofflay off.

PERSONNEL REDUCTION. Section 1 In The City recognizes the event principle of layoffs seniority. Seniority means that period from the employee’s most recent first day of compensated work for the City in connection with decreasing a position covered by this Agreement. An employee’s seniority can be broken so that no prior period of employment is counted. The employee’s seniority shall cease upon:  Justifiable discharge;  Voluntary quit;  Failure of the work force, and the recall employee to return to work after expiration of people so laid off, a temporary disability leave;  Leaving the following consideration shall governbargaining unit to accept a position with the City outside of the bargaining unit;  Failure of the employee to notify the City of his/her willingness to return to work upon recall from an indefinite layoff within fourteen (14) calendar days after receipt of written notice from the City at his last known address appearing on the City’s records; or  Layoff (a reduction in force) exceeding eighteen (18) months. Skill and ability as determined by reference May be extended at the discretion of the Fire Chief for up to one (1) additional year. The employee with the employee's work record, and shortest length of continuous service shall be the determining factors; however, employees in a position covered by this Agreement shall be laid off by category of seniority. There shall be three (3) seniority categories: probationary, 1 year to 5 years seniority, and over 5 years seniority. In case of layoff, all employees in the lowest seniority category shall be laid off before proceeding to layoff of anyone in a more senior category. Where skill and ability within a category are approximately equal, length of service shall govern. Employees having the same seniority within a category shall draw lots to determine the order of layoff. No new employees shall be hired until all laid off employees have been given the opportunity to be re-hired. Employees who have been laid off will be offered re-employment in the inverse order of layoffs when they are needed again, provided they are physically qualified and possess sufficient training and experience to perform the duties of the available workfirst. The City shall give provide two (2) weeks’ written notice to an employee prior to layoff. In the case of recall, those employees laid off employees ten (10) days notice last shall be recalled first. An employee on layoff must keep both the City and the Union informed of its intention the address and telephone number where he or she may be contacted. When the City is unable to rehire. The employees contact an employee who is on layoff for recall, the City shall within ten (10) days period notify the City of their intention to, or not to, return to the employ of the City, and shall report to work no later than fifteen (15) days from receipt of said notice to rehireUnion in writing. If an employee fails to notify neither the Union nor the City is able to contact the employee within the ten fourteen (10) calendar day period of his/her intentions to return to work, or fails to report to work within fifteen (1514) calendar days from the date of noticetime the Union is notified, he/she shall be considered permanently severed from the employ of the City. At ’s obligation to recall the time of a layoff the City employee shall provide all laid off employees with a complete physical examination. At the time of rehire, the City may require a physical examination prior to the employee's return to duty, and it is expressly understood that any employee found physically unfit to return to duty may be refused re-employment and removed from the employment listcease. The City shall have no obligation to recall an employee after he/she has been on continuous layoff for a period of one (1) year. Should an employee not be obligated return to rehire laid off employees who work within fourteen (14) calendar days after recall, the City shall have been laid off for five (5) or more consecutive calendar years, beginning from no further obligation to the date of layoffemployee to recall.