Procedure Regarding Lay-Off Sample Clauses

Procedure Regarding Lay-Off. For classified non-management employees only (added 9/28/11): A. When classified employees are laid off for lack of work or lack of funds, the order of lay-off within the class shall be determined by seniority. The employee who has been employed the shortest time in the class, plus higher classes, shall be laid off first. Seniority will be based on date of hire without consideration of total numbers of hours worked, regardless of any leaves of absence. B. In the case of a tied seniority date in the current classification, the employee with the earliest date of hire at SLOCOE will have the higher seniority. Should a tie still exist, the employee with the highest number based on the last 4 digits of the social security number will receive the higher seniority (for example, 5819 is higher than 3515). Should the digits (and, therefore, the number created) be identical, the first number to the left will be included (for example, 65819 would be higher than 55819). C. Emergency, limited-term and provisionally appointed employees shall be laid off before any regular classified employees within a classification. D. An employee who is laid off due to lack of work or lack of funds shall have the right to displace (bump) the least senior employee with the same or greater total compensation in the current classification. (Total compensation is based on months and hours worked plus benefit costs for the position). If there is no equal or greater position available in the current classification, the employee will be given the option of displacing into the position with the greatest total compensation in their current or previously held classification. E. Any classified employee who is displaced (bumped) by an employee with greater seniority shall have displacement (bumping) rights outlined above as though s/he were laid off for lack of work or funds. F. An employee who has accepted a voluntary demotion in lieu of layoff shall be granted the same rights as persons laid off and shall retain eligibility to be considered for reemployment for an additional period of up to 24 months; provided that the same tests of fitness under which they qualified for appointment to the class shall still apply. G. An employee who has accepted a voluntary demotion or transfer to a previously held position in lieu of layoff shall be placed at the step closest to their current salary without exceeding the salary for the range of the new classification. H. An employee who has accepted a voluntar...
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Related to Procedure Regarding Lay-Off

  • Procedure for taking possession - The Promoter, upon obtaining the occupancy certificate* from the competent authority shall offer in writing the possession of the [Apartment/Plot], to the Allottee in terms of this Agreement to be taken within two months from the date of issue of occupancy certificate. [Provided that, in the absence of local law, the conveyance deed in favour of the allottee shall be carried out by the promoter within 3 months from the date of issue of occupancy certificate]. The Promoter agrees and undertakes to indemnify the Allottee in case of failure of fulfilment of any of the provisions, formalities, documentation on part of the Promoter. The Allottee, after taking possession, agree(s) to pay the maintenance charges as determined by the Promoter/association of allottees, as the case may be after the issuance of the completion certificate for the project. The promoter shall hand over the occupancy certificate of the apartment/plot, as the case may be, to the allottee at the time of conveyance of the same.

  • Prior Procedure Required No grievance shall be considered by the arbitrator which has not been first duly processed in accordance with the grievance procedure and appeal provisions.

  • GRIEVANCE PROCEDURE AND ARBITRATION 8.01 Any employee or the Union has the right to lodge a grievance with respect to any matter arising out of the interpretation, application or alleged violation of this Agreement. 8.02 At the time formal discipline is imposed or at any stage of the grievance procedure, including the complaint stage, a nurse is entitled to be represented by her/his union representative. In the case of suspension or discharge, the Employer shall notify the nurse of this right in advance. The Employer also agrees, as a good labour relations practice, it will also notify the Bargaining Unit. 8.03 It is the intent of the parties that complaints of employees shall be adjusted as quickly as possible, and it is understood that the Union has no grievance concerning an individual nurse until the Director of Care or her/his designate has been given an opportunity of adjusting the complaint. Such complaint shall be discussed with the Director of Care within fifteen (15) working days after the circumstances giving rise to it have occurred. This discussion may include consultation, advice and assistance from others. If there is no settlement within nine (9) working days, it shall then be taken up as a grievance within nine (9) working days in the following manner and sequence: The Union may present the grievance to the Administrator, or her/his designate, who shall render her/his decision within five (5) working days after the presentation of the grievance to her/him. The parties may, if they so desire, meet to discuss the grievance at a time and place suitable to both parties. If the decision is unsatisfactory, then the grievance may be presented in the following manner: Within ten (10) working days after the decision is given at Step No. 1, the aggrieved employee, and/or the Grievance Committee shall meet with a committee appointed by the Board of Directors of the Manor to consider the grievance. At this stage the employee and/or the Grievance Committee may be accompanied by a representative of the Union. The decision of the committee of the Board of Directors will be rendered in writing to the Labour Relations Officer and the bargaining unit representative within ten (10) working days following such a meeting.

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