Common use of Priority Consideration for Re-Employment Clause in Contracts

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 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 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.occurred.‌