PERSONNEL REDUCTIONS Sample Clauses

PERSONNEL REDUCTIONS. Section 1 In recognition of the responsibility of management for the efficient operation of the Fire Department, all Privates, Engineers, Dispatchers, Fire/Life Safety Inspectors, and Fire/Health Inspectors shall be laid off first. It is understood that in all cases of decrease in workforce or recalls after layoffs, the following factors, as listed below, shall be considered. Only where both factors "A" and "B" are relatively equal shall classification seniority be the determining factor: a) Ability to perform the work; b) Physical fitness; c) Classification seniority. Section 2 Officers laid off under provisions of the ARTICLE, who at the time of layoff had existing and established work-connected injuries, may not be denied re-employment during any call-back because of those work-connected injuries as existing and established prior to the layoff.
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PERSONNEL REDUCTIONS. Section 13.1. In the event of a personnel reduction or job abolishment, the employee within the affected rank with the least amount of departmental seniority shall be laid off first. Any employee whose position is abolished shall have the right to displace or bump the least senior employee in the next lower rank based on the employees’ respective departmental seniority. The displaced employee shall then have the same right to displace or bump the least senior employee in the next rank below him/her based on the employees’ respective departmental seniority. This process may continue until the least senior employee in the firefighter rank is laid off. It is the intent of the Employer and the Union that all procedures relating to the reduction of personnel, job abolishments, layoffs, and recall of bargaining unit employees contained within this Agreement, shall supersede and replace any similar or conflicting regulations contained in Chapters 505 or 733 of the Ohio Revised Code. Section 13.2. Laid off employees shall be placed on a recall list and shall maintain recall rights for a period of twenty-four (24) months from the date of layoff. Employees shall be recalled in the reverse order of layoff, recalling the laid off employee with the most departmental seniority first, provided such employee remains certified as an EMT-P. Employees must maintain all required certifications in order to be eligible for recall. The laid off employee shall be sent the recall notice by certified mail, return receipt requested. The laid off employee shall notify the Employer in writing within seven (7) calendar days following delivery of the recall notice, of the employee’s intent to return work. The employee shall be deemed to have received the recall notice upon the date delivery is acknowledged by the employee or anyone at the employee’s home address, or three (3) days following the mailing of the notice by certified mail, whichever is earlier, provided a copy of the notice has also been provided to the local Union official. Any laid off employee refusing recall or failing to return to work within fourteen (14) calendar days following notice of recall shall be removed from the recall list. Section 13.3. No new employee shall be hired in a bargaining unit position until all laid off employees on the recall list have been given an opportunity to return to work. Section 13.4. In the event of a layoff, the recall list shall be posted with the seniority list. Section 13.5. The la...
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PERSONNEL REDUCTIONS. In the unlikely event that layoffs or staff reductions are necessary due to budgetary issues, the Township agrees that: 1. To pursue every available means to avoid layoffs or staff reductions including searching for grants, other funding sources, consideration of salary reductions and other means to avoid layoffs or staff reductions. 2. NOT to fill full time positions with volunteers or part-time workers except as necessary to maintain our Advance Life Support Certification. 3. Not to actively recruit for additional volunteers or part-time personnel during any period when there are full time personnel layed off. 4. Follow the procedures in the Merit Law and rules regarding lay-offs and call-backs from lay-offs.
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PERSONNEL REDUCTIONS. Upon written notice and in accord with the procedures of the above statute, staff changes due to layoffs, reassignments, and/or personnel reductions, the administrator's contract shall be terminated.
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PERSONNEL REDUCTIONS. Should the City decide to reduce the Augusta Fire Department personnel, then the reduction shall be made based on seniority. For a period of one (1) year following the layoff of any employee, said employee will be given an opportunity to return to work, by seniority, prior to employing new personnel.
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PERSONNEL REDUCTIONS. In the case of a personnel reduction, the employee with the least seniority on the Department shall be laid off first, (also refer to Article 15). Employees shall be recalled in the order of their seniority. No new employees shall be hired until the Employer directs a notice of recall to be sent by certified mail to any laid off employee’s last known address on the Employer's records, with a copy of said notice being sent to the F.O.P. The employees shall be allowed ten (10) working days from the date of mailing to accept the offer; the F.O.P. shall attempt to contact the employee during this period. Responsibility for informing the Employer of the employees' latest address and telephone number rests solely with the employee and the F.O.P.
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PERSONNEL REDUCTIONS. In case of personnel reduction employees shall be laid off in compliance with the provisions of Section 1.24.900 and 1.24.920 of the Tacoma Municipal Code.
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PERSONNEL REDUCTIONS 
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Related to PERSONNEL REDUCTIONS

  • 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 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. Section 2 Employees laid off under provisions of this ARTICLE, who at the time of layoff had existing and established work-connected injuries, may not be denied re-employment during the five (5) year call-back period because of these work-connected injuries as existing and established prior to the layoff. Section 3 Nothing in this ARTICLE shall limit the ability of the City to provide for a compliment of officers and departmental personnel deemed in the judgment of the Chief necessary for the proper administration of the affairs of the Department and as provided for within the Departmental budget. Collective Bargaining Agreement Dover Professional Firefighters Association FY12-FY14

  • Financial Reductions Notwithstanding any other provision of this Agreement, and at the discretion of the Funder, the HSP may be subject to a financial reduction in any of the following circumstances: its CAPS is received after the due date; its CAPS is incomplete; the quarterly performance reports are not provided when due; or financial or clinical data requirements are late, incomplete or inaccurate, where the errors or delay were not as a result of Funder actions or inaction or the actions or inactions of persons acting on behalf of the Funder. If assessed, the financial reduction will be as follows: if received within 7 Days after the due date, incomplete or inaccurate, the financial penalty will be the greater of (1) a reduction of 0.02 percent (0.02%) of the Funding; or (2) two hundred and fifty dollars ($250.00); and for every full or partial week of non-compliance thereafter, the rate will be one half of the initial reduction.

  • 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.

  • Optional Reductions The Borrower may, upon notice to the Administrative Agent, terminate the Aggregate Revolving Commitments, or from time to time permanently reduce the Aggregate Revolving Commitments to an amount not less than the Outstanding Revolving Amount of Revolving Loans, Swing Line Loans and L/C Obligations; provided that (i) any such notice shall be received by the Administrative Agent not later than 1:00 p.m., five (5) Business Days prior to the date of termination or reduction, (ii) any such partial reduction shall be in an aggregate amount of $2,000,000 or any whole multiple of $1,000,000 in excess thereof and (iii) the Borrower shall not terminate or reduce (A) the Aggregate Revolving Commitments if, after giving effect thereto and to any concurrent prepayments hereunder, the Total Revolving Outstandings would exceed the Aggregate Revolving Commitments, (B) the Letter of Credit Sublimit if, after giving effect thereto, the Outstanding Revolving Amount of L/C Obligations not fully Cash Collateralized hereunder would exceed the Letter of Credit Sublimit, or (C) the Swing Line Sublimit if, after giving effect thereto and to any concurrent prepayments hereunder, the Outstanding Revolving Amount of Swing Line Loans would exceed the Swing Line Sublimit.

  • DIRECT PERSONNEL EXPENSE 4.1. Direct Personnel Expense of employees engaged on the Project by the ARCHITECT/ENGINEER includes ARCHITECT/ENGINEERS, other engineers, designers, job captains, draftsmen, specification writers and typists, in consultation, research and design in producing Drawings, Specifications and other documents pertaining to the Project, and in services during construction at the site. 4.2. Direct Personnel Expense includes actual cost and of mandatory and customary financial benefits paid.

  • PERSONNEL FOLDERS ‌ An employee shall be entitled to review the contents of the employee’s official departmental personnel folder at reasonable intervals, upon request, during hours when the employee’s personnel office is normally open for business. Such review shall not interfere with the normal business of the department. No disciplinary document shall be placed in an employee’s official departmental personnel folder without providing said employee with a copy thereof.

  • Managers Compensation Any or all Managers may receive such reasonable compensation for their services, whether in the form of salary or otherwise, with expenses, if any, as the Board may reasonably determine. Any such compensation and expense will be paid by the Member.

  • WORKFORCE REDUCTION SECTION 1 Layoffs (A) When employees are to be laid off as defined in the F.S., the state shall implement such layoff in the following manner: (1) The competitive area for the bargaining unit shall be statewide unless the Department and PBA agree otherwise. (2) Layoff shall be by class or occupational level within the Security Services Bargaining Unit. (3) An employee who has not attained permanent status in his current position may be laid off without applying the provision for retention rights. (4) No employee with permanent status in his current position shall be laid off while an employee who does not hold permanent status in his current position is serving in that class or level unless the permanent employee does not elect to exercise his retention rights or does not meet the selective competition criteria. (5) All employees who have permanent status in their current positions shall be ranked on a layoff list for the affected class or level based on the total retention points derived as follows: (a) Length of service retention points shall be based on one point for each month of continuous service in a Career Service position. 1. An employee who resigns from one Career Service position to accept employment in another Career Service position is not considered to have a break in service. 2. An employee who has been laid off and is reemployed within one year from the date of the layoff shall not be considered to have a break in service. 3. Moving from Career Service to Selected Exempt Service or Senior Management Service and back to Career Service does not constitute a break in service unless the employee’s break in service is more than 31 calendar days. Only time spent in the Career Service is counted in calculating retention points. (b) Retention points deducted for performance not meeting performance standards or work expectations defined for the position shall be based on the five years immediately prior to the agency’s established cutoff date. Five points shall be deducted for each month an employee has a rating below performance expectations. (6) The layoff list shall be prepared by totaling retention points. Employees eligible for veterans’ preference pursuant to section 295.07(1)(a) or (b), F.S., shall have 15 percent added to their total retention points, those eligible pursuant to section 295.07(1)(c), (d), or (e), F.S., shall have 10 percent added to their total retention points, and those eligible pursuant to section 295.071(1)(f), or (g), F.S., shall have five percent added to their total retention points. (7) The employee with the highest total retention points is placed at the top of the list, and the employee with the lowest retention points is placed at the bottom of the list. (8) The employee at the top of the list shall bump the employee at the bottom of the list. The next highest employee on the list and the remaining employees shall be handled in the same manner until the total number of filled positions in the class to be abolished is complete. (9) Should two or more employees have the same combined total of retention points, the order of layoff shall be determined by giving preference for retention in the following sequence: (a) The employee with the longest service in the affected class. (b) The employee with the longest continuous service in the Career Service. (c) The employee who is entitled to veterans’ preference pursuant to section 295.07(1), F.S. (10) An employee who has permanent status in his current position and is to be laid off shall be given at least 14 calendar days’ notice of such layoff or two weeks’ pay, or a combination of days of notice and pay. Any payment will be made at the employee’s current hourly base rate of pay. The notice of layoff shall be in writing and sent to the employee by certified mail, return receipt requested. Within seven calendar days after receiving the notice of layoff, the employee shall have the right to request, in writing, a lateral action, reassignment, or demotion within the competitive area in lieu of layoff to a position in a class within the bargaining unit in which the employee held permanent status, or to a position in a class at the level of or below the class in the bargaining unit in which the employee held permanent status. (11) An employee’s request for lateral action, reassignment, or demotion shall be granted unless it would cause the layoff of another employee who possesses a greater total of retention points. (12) An employee adversely affected as a result of another employee having a greater number of retention points shall have the same right of lateral action, reassignment or demotion under the same procedure as provided in this section. (13) If an employee requests a lateral action, reassignment, or demotion in lieu of layoff, the same formula and criteria for establishing retention points for that class shall be used as prescribed in this section. (B) If there is to be a layoff of employees, the state shall take all reasonable steps to place any adversely affected employees in existing vacancies for which they are qualified. (C) If work performed by employees in this unit is to be performed by non-state employees, the state agrees to encourage the employing entity to consider any adversely affected unit employees for employment in its organization if the state has been unable to place the employees in other positions within the State Personnel System.

  • Personnel Data The School shall maintain accurate and complete personnel and payroll information and shall provide such information to the Commission, in the format and timeframe prescribed by the Commission, as required for the Legislature or any State agency including but not limited to the Department of Budget & Finance, Employees' Retirement System, and the Hawaii Employer-Union Health Benefits Trust Fund. The School shall ensure each employee receiving State benefits qualifies for such benefits.

  • Personnel Selection Leave 35.6.1 Where an employee participates in a personnel selection process for a position in the Public Service, as defined in the Financial Administration Act, the Council shall grant leave of absence with pay for the period during which the employee's presence is required for purposes of the selection process, and for such further period as the Council considers reasonable for the employee to travel to and from the place where his presence is so required.

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