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 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 department rejects an employee on the Re-Employment List, the written concurrence of the Director of University Human Resources must be obtained before considering individuals from outside of the Re-Employment List.

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 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. (Aa) 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- 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. (Bb) 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 department rejects an employee on the Re-Employment List, the written concurrence of the Director of University Human Resources must be obtained before considering individuals from outside of the Re-Re- Employment List.

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- 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-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-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- 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 department rejects an employee on the Re-Employment List, the written concurrence of the Director of University Human Resources must be obtained before considering individuals from outside of the Re-Employment List.three