– PROMOTIONS, LAYOFF, RECALL Sample Clauses

– PROMOTIONS, LAYOFF, RECALL. 13.01 The Employer shall fill job vacancies from within the office before hiring new Employees providing Employees are available with the necessary qualifications to fill the vacant position.
Sample 1Sample 2
AutoNDA by SimpleDocs
– PROMOTIONS, LAYOFF, RECALL. A. Line of progression - Entry level jobs in line of progression shall be posted for the information of employees who shall have the right to request transfer to such jobs. Such jobs and vacancies shall be posted within seven (7) working days and shall be posted for a period of seventy-two (72) hours and all requests must be made in writing. Employee on excused leave not to exceed five (5) days will have up to forty-eight (48) hours upon return to bid on any job posted in their absence. Employees will be selected on basis of qualifications and if qualifications are equal plant seniority will be used. Employees in the following job classifications shall be selected on a basis of plant seniority: 1st Helper Gluer 1st Helper Die Cut Employees awarded job bids at entry level in a line of progression may be required to stay on their present job at their present pay until someone is trained to fill that position, but such employees will be paid the rate of the newly bid job no later than fifteen (15) calendar days following bid selection or placement in the new position, whichever occurs earlier. Employees in a line of progression will be required to move to the next job in the line based on job seniority. Employees who fail to qualify will be returned to their former job classification. If an employee fails to qualify a second time in the same classification the employee will be required to leave the line of progression and go back to the General classification based upon the employee’s plant seniority. Based upon prevailing operating requirements, the Company may not post a particular vacancy, but will advise the Union Vice President within ten (10) days of such vacancy. In certain circumstances employees may not be required to move up, if a less senior qualified employee in the line of progression desires to move up to that position. However, any such move-ups must be approved by management.
Sample 1

Related to – PROMOTIONS, LAYOFF, RECALL

  • Layoff Recall Section 1. Bargaining unit employees shall be laid off and recalled on the basis of available work within each job classification. Layoffs shall be in reverse order of seniority and recalls shall be in order of seniority; provided however, that in order to avoid layoff and in order to be subject to recall, the most senior employee within the affected classification must be qualified, in the judgment of the University, to perform all available work. Any gross abuse of the University's discretion to judge qualifications shall be subject to the grievance procedure. Any employee who would otherwise be laid off may bump (i.e., replace) the least senior employee in another bargaining unit job classification if they previously held such job with the University and remain qualified, in the judgment of the University, to perform all work available in the job into which they are bumping. An employee who elects not to bump shall not lose their right to recall to the employee’s regular job, but shall lose their bumping rights for the duration of the layoff. When it becomes necessary to lay off an employee, such employee shall, if possible, be notified at least ten (10) work days before the layoff occurs; provided, however, such notice shall not be required with respect to temporary layoffs or lack of work occasioned by breakdown of machinery, floods, fires, utility failures, Acts of God, or other causes beyond the University's control. When an employee is to be recalled from layoff, the University shall notify the employee by telephone (confirmed by certified or hand delivered letter, copy to Chief Xxxxxxx) specifying the time to report back to work, which notice shall, if possible, not be less than five (5) work days prior to the reporting time. In order to be eligible for recall, any employee who is laid off must keep the University currently advised in writing of their current whereabouts, address and telephone number, and any temporary changes thereof. The employee shall, within twenty-four (24) hours after receiving notice of recall, notify the University if for any reason the employee cannot report for work at the specified time. In the event an employee is unable to return to work due to illness or injury certified by a physician, the employee shall not lose their right to subsequent recall but the University may pass them over in order to fill an available position.

  • Layoff and Recall (a) A layoff of employees shall be made on the basis of seniority, based on an integrated seniority list of all hours paid since date of last hire. It is understood and agreed that through the bumping procedure the first to be laid off are probationary employees followed by those who work casual part-time shifts. No agency or new hires will be used when there is an employee on layoff provided that the employees on layoff will meet the staffing requirements of the Home. An employee will not be laid off out of seniority order if her lack of qualification for a junior employee’s shift can be remedied by a three (3) day orientation to that shift. An employee will not be denied recall to a shift if her lack of qualification for the recall opportunity can be remedied by a three (3) day orientation to that shift.

  • Recall When it is determined by the Agency to fill a vacancy or to recall employees in a classification where the layoff occurred, the following procedure shall be adhered to: The laid off employee with the most State seniority from the same, similar or related classification series for whom the position does not constitute a promotion as defined in Article 17, and who prior to his/her layoff, held a classification which carried with it the same or higher pay range as the vacancy, shall be recalled first (see Appendix I). All employees who are laid off or displaced out of their classification shall be placed on the recall list by the effective date of their layoff. An employee shall be recalled to a position provided the affected employee is qualified to perform the duties. Any employee recalled under this Article shall not serve a new probationary period, except for any employee laid off who was serving an original or promotional probationary period which shall be completed. Employees shall have recall rights for a period of twenty-four (24) months. Notification of recall shall be by certified mail to the employee’s last known address or hand delivered to the employee with proof of receipt. Employees shall maintain a current address on file with the Agency. Recall rights shall be within the Agency and within recall jurisdictions as outlined in Appendix J. If the employee fails to notify the Agency of his/her intent to report to work within seven (7) days of receipt of the notice of recall, he/she shall forfeit recall rights. Likewise, if the recalled employee does not actually return to work within thirty (30) days, recall rights shall be forfeited. Any employee accepting or declining recall to the same, similar or related classification series and the same appointment category (type) from which the employee was laid off or displaced shall be removed from the recall and reemployment list if recalled to his/her original classification and appointment category (type). Except that any employee declining recall to a different appointment category (type) than that from which he/she was laid off or displaced shall be removed from the recall list for that appointment category (type).

  • Time Off for Union Activities A. Conventions and Conferences Union-designated employees may be allowed time off without pay to attend union-sponsored conventions or conferences. Approval for the time off must be granted in advance of the absence and in accordance with the Employer’s leave policies. Approval will not be granted if the absence interferes with the Employer’s ability to provide coverage during the requested time off or the operating needs of the agency cannot be met.

  • Labor/Management Meeting Any other concerns, not specifically covered herein regarding health and/or safety factors shall be addressed through the county-level Labor Management Committee meetings, Article Thirty, Section G.

Time is Money Join Law Insider Premium to draft better contracts faster.