Project Employee Layoff Rights. Project employees designated for layoff shall have layoff rights within their project. Options will be determined using the procedure outlined in Article 32.4 above with the exception of Sub-Article 32.4.A.7. Permanent status employees who left regular classified positions to accept project employment without a break in service have layoff rights based on the job classification in which they held permanent status immediately prior to accepting project employment.
Project Employee Layoff Rights. Project employees designated for layoff shall have layoff rights within their project. Options will be determined using the procedure outlined in Article 32.4 above with the exception of Sub-Article 32.4.A.7. Permanent status employees who left regular classified positions to accept project employment without a break in service have layoff rights based on the job classification in which they held permanent status immediately prior to accepting project employment. Layoff Lists Layoff lists for bargaining unit positions shall be kept by each job classification with employees ranked by seniority. The names of permanent employees who have been laid off shall be placed on layoff lists for jobs in which they held permanent status and all lower positions in the class series which the employee was laid off within PSE bargaining units. Additionally, if an employee selects an option to layoff which is not comparable to the job classification held at the time of layoff, as determined by Human Resources, the employee may request placement on the layoff list for the job classification held at the time of layoff. If an employee accepts a position from the layoff list that is less than the FTE the employee held at the time of placement on the layoff list, and that employee is still active on the layoff list, then if that employee is subsequently laid off from the lesser FTE position, their bumping rights are to a position at the same FTE as that of their layoff list status. Employees will remain on the layoff list for up to three (3) years. However, an employee who is offered a comparable position and refuses the offer will have their name removed from the appropriate layoff list after three (3) refusals. When a vacancy occurs and where there are names on the appropriate layoff list, the Employer will consider laid-off employees in accordance with Article 27, who have the skills and abilities to perform the duties of the position to be filled regardless of appointment percentage or FTE. When the Employer intends to accomplish work with a temporary appointment, requiring ten (10) working days or more in a month, the Employer will offer the temporary appointment to the employee on the layoff list who was performing that work prior to their layoff. If the temporary appointment requires work for less than ten
