Common use of Procedure for Layoff Clause in Contracts

Procedure for Layoff. A) When employees are removed from a classification for the purpose of reducing the work force of that classification, the employee with the least seniority in the affected classification and bargaining unit shall be removed first. For the purpose of this Article persons of different rank shall be considered to be in separate classifications. B) All employees under the Merit Commission will be covered by this Article. Where provisions of this Article conflict with any applicable federal or state law, the provisions of such law shall prevail. C) A removed employee shall be transferred, conditioned upon being qualified to perform the work available in the following order of priority: 1) To a vacancy, if any, in another classification in the same grade within the same bargaining unit. 2) To replace an employee with less seniority, if any, in another classification in the same pay grade within the same bargaining unit. 3) To a vacancy, if any, in a classification assigned to the next lower pay grade with the same bargaining unit. 4) To replace an employee with less seniority, if any in a classification assigned to the next lower pay grade within the same bargaining unit. D) A removed employee not transferred as provided in C above shall have the procedure set forth in C3 above applied to classifications assigned to each succeeding next lower pay grade until he/she is transferred or laid off. E) The procedure set forth in C and D above shall be applied for an employee who is replaced as a result of the application of the above procedure until he/she is transferred or laid off. F) In applying the procedures set forth in C, D, and E above, a removed or replaced full-time employee shall be transferred to another full-time position. A removed or replaced part-time employee shall be transferred to either a full-time or part-time position. G) In applying the above procedures, full-time probationary employees shall be removed from the affected classification or replaced, as the case may be, prior to removing or replacing full-time, non-probationary employees, and part-time probationary employees shall be removed or replaced prior to removing or replacing part-time, non-probationary employees. H) Temporary employees shall be laid off prior to the layoff of any full-time or part-time employees.

Procedure for Layoff. A) When employees are removed from a classification for the purpose of reducing the work force of that classification, the employee with the least seniority in the affected classification and bargaining unit shall be removed first. For the purpose of this Article persons of different rank shall be considered to be in separate classifications. B) All employees under the Merit Commission will be covered by this Article. Where provisions of this Article conflict with any applicable federal or state law, the provisions of such law shall prevail. C) A removed employee shall be transferred, conditioned upon being qualified to perform the work available in the following order of priority: 1) To a vacancy, if any, in another classification in the same grade within the same bargaining unit. 2) To replace an employee with less seniority, if any, in another classification in the same pay grade within the same bargaining unit. 3) To a vacancy, if any, in a classification assigned to the next lower pay grade with the same bargaining unit. 4) To replace an employee with less seniority, if any in a classification assigned to the next lower pay grade within the same bargaining unit. D) A removed employee not transferred as provided in C above shall have the procedure set forth in C3 above applied to classifications assigned to each succeeding next lower pay grade until he/she is transferred or laid off. E) The procedure set forth in C and D above shall be applied for an employee who is replaced as a result of the application of the above procedure until he/she is transferred or laid off. F) In applying the procedures set forth in C, D, and E above, a removed or replaced full-time employee shall be transferred to another full-time position. A removed or replaced part-part- time employee shall be transferred to either a full-time or part-time position. G) In applying the above procedures, full-time probationary employees shall be removed from the affected classification or replaced, as the case may be, prior to removing or replacing full-time, non-probationary employees, and part-time probationary employees shall be removed or replaced prior to removing or replacing part-time, non-non- probationary employees. H) Temporary employees shall be laid off prior to the layoff of any full-time or part-time employees.

Procedure for Layoff. A) A. When employees are removed from a classification for the purpose of reducing the work force of that classification, the employee with the least seniority in the affected classification and bargaining unit shall be removed first. For the purpose of this Article persons of different rank shall be considered to be in separate classifications. B) All employees under the Merit Commission will be covered by this Article. Where provisions of this Article conflict with any applicable federal or state law, the provisions of such law shall prevail. C) B. A removed employee shall be transferred, conditioned upon being qualified to perform the work available in the following order of priority: 1) . To a vacancy, if any, in another classification in the same grade within the same bargaining unit. 2) . To replace an employee with less seniority, if any, in another classification in the same pay grade within the same bargaining unit. 3) . To a vacancy, if any, in a classification assigned to the next lower pay grade with the same bargaining unit. 4) . To replace an employee with less seniority, if any in a classification assigned to the next lower pay grade within the same bargaining unit. D) C. A removed employee not transferred as provided in C B above shall have the procedure set forth in C3 B3 above applied to classifications assigned to each succeeding next lower pay grade until he/she is transferred or laid off. E) D. The procedure set forth in B and C and D above shall be applied for an employee who is replaced as a result of the application of the above procedure until he/she is transferred or laid off. F) E. In applying the procedures set forth in B, C, D, and E D above, a removed or replaced full-time employee shall be transferred to another full-time position. A removed or replaced part-part- time employee shall be transferred to either a full-time or part-time position. G) F. In applying the above procedures, full-time probationary employees shall be removed from the affected classification or replaced, as the case may be, prior to removing or replacing full-time, non-probationary employees, and part-time probationary employees shall be removed or replaced prior to removing or replacing part-time, non-probationary employees. H) G. Temporary employees shall be laid off prior to the layoff of any full-time or part-part- time employees.

Procedure for Layoff. A) When employees are removed A. The appointing authority or designated management representative shall request from a classification the Seattle Human Resources Director an order of layoff for the purpose incumbents of reducing the work force of that position(s), by classification, affected by the employee with layoff and the least seniority effective date of layoff. The Seattle Human Resources Director shall provide to the appointing authority an order of layoff for the affected classification(s). B. The order of layoff shall show each affected employee's length of continuous service in the classification as determined by the Seattle Human Resources Director based upon the employee's regular straight-time pay hours, projected through close of business on the effective date of the layoff. The appointing authority shall notify the Seattle Human Resources Director if any employee's relative position on the order of layoff is subject to change prior to its implementation as a result of a change in work hours, unpaid leave of absence, etc. C. Upon approval of the authorizing legislation or direction by the appropriate authority, the appointing authority or designated management representative shall officially notify an affected classification employee that his or her position is being abrogated or unfunded and bargaining unit he or she is subject to layoff on the effective date of such action. D. Where regular or trial service employment is terminated by layoff, when possible, 30 calendar days notice shall be removed first. For given the purpose of this Article persons of different rank affected employee(s), and at least 15 calendar days notice shall be considered to be in separate classifications. B) All employees under the Merit Commission will be covered by this Article. Where provisions of this Article conflict with any applicable federal or state law, the provisions of such law shall prevail. C) A removed employee shall be transferred, conditioned upon being qualified to perform the work available in the following order of prioritygiven unless: 1. Delaying the layoff would cause the employing unit to exceed its revenue for personal services for the affected work program; or 2. The layoff is 1 of a number of layoffs and delaying the layoff would cause serious financial detriment to the City; or 3. The layoff is caused by fire, storm damage, earthquake, destruction of property, strike, or any other such event that could not reasonably have been foreseen, or by peremptory state or federal legislation. Nothing in this Rule shall preclude transfer in accordance with Rule 4.3.5 or reduction in accordance with Rule 4.3.3. E. Upon receiving formal notification of layoff, the affected employee(s) To a vacancyshall, if anywithin 3 working days, in another classification submit an option selection form to the appointing authority specifying his or her irrevocable selection of 1 of the following options insofar as the option is available: 1. Transfer to avoid layoff (bumping) within the employing unit to the position held by the least senior employee in the same grade within classification as the same bargaining unit.employee who has received notification of layoff; or 2) To replace an employee . Accept layoff with less seniority, if any, in another placement of the employee's name on a reinstatement list for the classification in the same pay grade within the same bargaining unit. 3) To a vacancy, if any, in a classification assigned to the next lower pay grade with the same bargaining unit. 4) To replace an employee with less seniority, if any in a classification assigned to the next lower pay grade within the same bargaining unit. D) A removed employee not transferred as provided in C above shall have the procedure set forth in C3 above applied to classifications assigned to each succeeding next lower pay grade until he/she is transferred or from which laid off. F. Failure of the employee to submit a completed option form to the appointing authority or designated management representative within 3 working days shall be construed as a resignation unless another time limit is approved by the appointing authority. G. The appointing authority or designated management representative may give an affected employee informal notification before a proposed action is finalized that the action may result in the employee's layoff. The employee is not obligated to select an option as provided in Rule 6.2.6 (E) The procedure set forth in C and D above until he or she receives formal notification of layoff. An employee who has received informal notification shall be applied for an employee who is replaced as a result of the application of the above procedure until he/she is transferred or laid offeligible to participate in any formal referral program(s). F) In applying the procedures set forth in C, D, and E above, a removed or replaced full-time employee shall be transferred to another full-time position. A removed or replaced part-time employee shall be transferred to either a full-time or part-time position. G) In applying the above procedures, full-time probationary employees shall be removed from the affected classification or replaced, as the case may be, prior to removing or replacing full-time, non-probationary employees, and part-time probationary employees shall be removed or replaced prior to removing or replacing part-time, non-probationary employees. H) Temporary employees shall be laid off prior to the layoff of any full-time or part-time employees.

Procedure for Layoff. A) A. The Employer will determine the timing of layoffs, the number of employees to be laid off, and in which classifications layoffs will be effected. When employees are removed from a classification for the purpose of reducing the work force of in that classification, the employee with the least seniority in the affected classification and bargaining unit shall be removed first. For the purpose of this Article persons of different rank shall be considered to be in separate classifications. B) All employees under the Merit Commission will be covered by this Article. Where provisions of this Article conflict with any applicable federal or state law, the provisions of such law shall prevail. C) B. A removed employee shall be transferred, conditioned upon being ability to learn the work available within a reasonable period, if the Employer determines that a vacancy exists in accordance with Article 19 of this Agreement, to a vacancy in another classification within the bargaining unit, if the Employer deems the employee to be qualified for such position and the employee shall have sixty (60) days to demonstrate to the satisfaction of the Employer that the employee is qualified to perform the work available functions of that classification. Nothing contained herein shall require the Employer to fill any positions that the Employer determines to leave vacant, but in the following order event that the Employer determines to fill a vacant position, the provisions of priority: 1) To this Article and Article 19 shall apply. If no such vacancies exist, a vacancy, if any, in another classification removed employee may replace the least senior employee in the same grade within the same bargaining unit. 2) To replace an employee with less seniority, if any, in another classification in the same pay grade within the same bargaining unit. 3) To a vacancy, if any, unit in a position classification assigned covered by this Agreement if the employee has previously worked in such classification for the Village, and the employee shall have sixty (60) days to demonstrate, to the next lower pay grade with satisfaction of the same bargaining unit. 4) To replace an Employer, that the employee with less seniority, if any in a classification assigned is qualified to perform the next lower pay grade within the same bargaining unit. D) A removed employee not transferred as provided in C above shall have the procedure set forth in C3 above applied to classifications assigned to each succeeding next lower pay grade until he/she is transferred or laid off. E) The procedure set forth in C and D above shall be applied for an functions of that classification. Any employee who is replaced as transferred to a result position classification pursuant to the terms of this Article 18 and who fails to demonstrate, to the satisfaction of the application Employer, that the employee is qualified to perform the functions of the above procedure until he/she is transferred or laid off. F) In applying the procedures set forth in Cclassification, Dshall thereafter be placed on lay-off status, and E abovethe provisions of this Sub-section B of Section 1 of Article 18 shall thereafter not be utilized by that employee unless the employee is recalled pursuant to Section 3 of Article 18. Nothing contained herein shall require the Employer to fill any positions that the Employer determines to leave vacant, but in the event that the Employer determines to fill a removed or replaced fullvacant position, the provisions of this Article and Article 19 shall apply, and employees who have been laid-time employee off shall be transferred to another full-time position. A removed or replaced part-time employee shall be transferred to either a full-time or part-time position. G) In applying the above procedures, full-time probationary employees shall be removed from the affected classification or replaced, as the case may be, prior to removing or replacing full-time, non-probationary given preference over current employees, in the event a conflict between a laid-off employee and part-time probationary employees shall be removed or replaced prior to removing or replacing part-time, non-probationary employeesa current employee arises. H) Temporary employees shall be laid off prior to the layoff of any full-time or part-time employees.