Common use of Purpose and Notice Clause in Contracts

Purpose and Notice. The University may lay off employees when it determines that lack of funds, lack of work, or good faith reorganizations make such an action necessary. In the event that it determines a layoff is necessary, the University will identify the specific position(s) affected by the layoff, and will provide a minimum of thirty (30) days notice to the employee(s) holding positions designated for layoff. During the notice period, employees and the Union may suggest alternatives to the layoff. For purposes of this article, a reduction in the regularly scheduled hours of a position of greater than two-tenths (0.2) FTE will be considered a layoff, and will permit an affected employee to exercise the rights identified in Section 14.3 below.

Purpose and Notice. The University may lay off employees when it determines that lack of funds, lack of work, or good faith reorganizations make such an action necessary. In the event that it determines a layoff is necessary, the University will identify the specific position(s) affected by the layoff, and will provide a minimum of thirty (30) days notice to the employee(s) holding positions designated for layoff. During the notice period, employees and the Union may suggest alternatives to the layoff. For purposes of this article, a reduction in the regularly scheduled hours of a position of greater than two-tenths (0.2) FTE will be considered a layoff, and will permit an affected employee to exercise the rights identified in Section 14.3 24.2 below.

Purpose and Notice. The University may lay off employees when it determines that lack of funds, lack of work, or good faith reorganizations make such an action necessary. In the event that it determines a layoff is necessary, the University will identify the specific position(s) affected by the layoff, and will provide a minimum of thirty (30) days notice to the employee(s) holding positions designated for layoff. During the notice period, employees and the Union Federation may suggest alternatives to the layoff. For purposes of this article, a reduction in the regularly scheduled hours of a position of greater than two-tenths (0.2) FTE will be considered a layoff, and will permit an affected employee to exercise the rights identified in Section 14.3 below.