Priority Consideration for Re-Employment. Employees who are laid off under the provisions of this Section shall be placed on a recall list for a period of three (3) years from the effective date of the layoff or until the time the employee receives a reinstatement offer under the provisions of this Section to a position offering:
(A) the equivalent full or part-time percentage as was held at the time of layoff; and,
(B) for a salary comparable to the base salary earned at the time of layoff (that is, within 5%),whichever occurs first. In order to be considered for recall, the employee must notify the Department of University Human Resources in writing within thirty (30) days of the effective date of the layoff and provide address updates as needed. However, if the employee was unable to perform the essential functions of the position held at the time of layoff, the employee shall not be placed on the priority consideration list for re-employment until the employee has provided satisfactory medical substantiation (as determined by the Director of University Human Resources) of the individual’s ability to perform all of the essential functions of the position held at layoff. In the event of recall, employees who are still on the recall list shall be recalled first, in inverse order of their layoff, in the unit of layoff, and the title and function in which the layoff occurred.
Priority Consideration for Re-Employment. Employees who are laid off under the provisions of this Section shall be eligible for priority consideration for re-employment for a period of three (3) years from the effective date of the layoff or until the employee refuses a re- employment offer under the provisions of this Section. In order to be considered for re-employment, the employee must notify the Department of University Human Resources (UHR) in writing and file an Application of Employment within fifteen (15) days of the effective date of the layoff. However, if the employee was unable to perform the essential functions of the position held at the time of layoff, the employee shall not be placed on the priority consideration list for re-employment until the employee has provided satisfactory medical substantiation (as determined by the Director of University Human Resources) of the individual’s ability to perform all of the essential functions of the position held at layoff. The employee's name will be placed on a list of laid-off University employees eligible for priority consideration for re-employment ("Re-Employment List"). Employees on the Re-Employment List shall receive priority consideration for any open Nonexempt job classification in which they have held satisfactory regular status (or any lower-rated position in those job series, if any) at the University, as described below. Once an employee accepts another position with the University at the same or higher pay range or upon expiration of a period of three (3) years from the effective date of the layoff (whichever occurs first), the employee's name shall be removed from the Re-Employment List.
(A) In the event of a vacancy in the same position in the same department held at the time of the layoff (or any lower-rated position in the job series) or in any other job classification in which the employee held satisfactory regular status in the department from which the employee was laid off during the 90- day layoff notification period or the three (3) year period following the effective date of the layoff, the employee with the greatest number of total points at the time of the layoff will be offered the position.
(B) In the event of a vacancy in another department during the 90-day notification period or the three (3) year period following the effective date of the layoff, employees on the Re-Employment List will be given priority consideration over candidates from outside the University and other University staff. If the hiring depa...
Priority Consideration for Re-Employment. Vacant regular positions in SEIU represented classifications that a Department elects to fill shall be offered first to SEIU represented persons, by seniority, who have been permanently laid-off from another SEIU represented classification for a period not exceeding two (2) years from the date of their initial lay-off provided that such person has the ability, qualifications, experience, availability and satisfactory work performance to fulfill the requirements of the position. If the Department Head or designate does not select a candidate that has been laid off from an SEIU classification, upon request, they shall provide justification, in writing, to the Human Resources Department as to the reasons for that decision. It is understood and agreed that the matter of determining the ability, qualifications, experience, availability and satisfactory work performance shall be made by the Department Head or designate responsible for the hiring decision and that the Human Resource Department official may also perform such an assessment. It is further understood that any assessment of an individual’s ability, qualifications, experience, availability and satisfactory work performance will be measured against the posting requirements for the position. The County agrees to maintain a seniority list of laid-off SEIU members who are entitled to be considered for re- employment under this provision. SEIU members must make themselves available within seven (7) calendar days following the date they are notified.
Priority Consideration for Re-Employment. Employees who are laid off under the provisions of this Section shall be placed on a recall list for a period of three (3) years from the effective date of the layoff or until the time the employee refuses to accept a reinstatement offer under the provisions of this Section, whichever occurs first. In order to be considered for recall, the employee must notify the Department of University Human Resources in writing within thirty (30) days of the effective date of the layoff and provide address updates as needed. In the event of recall, employees who are still on the recall list shall be recalled first, in inverse order of their layoff, in the unit of layoff, and the title and function in which the layoff occurred.
Priority Consideration for Re-Employment. Employees who are laid off under the provisions of this Section shall be placed on a recall list for a period of three (3) years from the effective date of the layoff or until the time the employee receives a reinstatement offer under the provisions of this Section to a position offering:
(a) the equivalent full or part-time percentage as was held at the time of layoff; and,
(b) for a salary comparable to the base salary earned at the time of layoff (that is, within 5%), whichever occurs first. In order to be considered for recall, the employee must notify the Department of University Human Resources in writing within thirty (30) days of the effective date of the layoff and provide address updates as needed. In the event of recall, employees who are still on the recall list shall be recalled first, in inverse order of their layoff, in the unit of layoff, and the title and function in which the layoff occurred.
