Reasons for and Notice of Layoff. The Employer may reduce the workforce for legitimate reasons. Reasons for a reduction in force shall include: a current or projected deficiency of funding to maintain current or to sustain projected levels of staffing or operations; a current or projected temporary decrease in the workload; and the abolishment of positions for efficiency of operation or reasons of economy; or for lack of work. The exclusive procedure that the Employer shall follow in determining whether a reduction in the workforce is justified, shall be to notify the Union, in writing, no less than twenty (20) work days prior to the effective date of a reduction in force, of the nature of the reasons for the reduction and a specification of the number of positions in each classification that will be reduced; and, upon request, to provide any requested relevant information and to meet with the Union. (The procedures required under and pursuant to O.R.C. §124.321 are inapplicable.) The parties may mutually agree to discuss options such as reduced hours in order to avoid or minimize a reduction in force. If such discussions occur, they will occur within a timeframe set by the Employer.
Reasons for and Notice of Layoff. When the Employer determines either due to lack of funds, lack of work, reorganization, or for reasons of efficiency, that a long-term layoff or job abolishment is necessary, the Employer shall notify affected employees five (5) days in advance of the effective date of the layoff or job abolishment. Employees will be notified of the Employer’s decision to implement any short-term layoff, lasting seventy-two (72) hours or less, again based on the reasons outlined above, as soon as possible. Layoffs are not to be used for any disciplinary action. The Employer, upon request from the OPBA agrees to discuss, with representatives of the OPBA, the impact of the layoff on bargaining unit employees.
