Reasons for Layoff. Layoff shall occur only for lack of work or lack of funds.
Reasons for Layoff. Layoff of a permanent employee shall be based upon any cause such as:
1. Lack of work
2. Lack of funds
3. Program elimination or modification
4. Good faith reorganization
5. Reduction in the number of work hours
6. Ineligibility to continue in a position that was reallocated
7. Termination of a project or contract
Reasons for Layoff. (a) The Employer shall be reasonable in the reason or reasons for a layoff decision. The reason or reasons for layoff must not be based on bad faith or discrimination against any employee or em- ployees.
(b) Layoff will occur only for just and reasonable cause. These reasons will not include technological change. These reasons will be:
(i) a change in UFV priorities such as deleting or adding a program;
(ii) change in community needs as demonstrated through factors such as declining enrolment and/or job opportunities;
(iii) curtailment of resources by circumstances outside the control of the Employer;
(iv) externally imposed regulations or controls;
(v) health or safety problems outside the control of the Employer;
(vi) change in organization or method of operation due to one or a combination of the preceding reasons;
(vii) any other reason which fits within the spirit and intent of the reasons stated above.
(c) The expiry of a specified term of appointment is neither a layoff nor a discharge and cannot be the subject of a grievance.
Reasons for Layoff. Faculty members who attain regular status may be laid off where there is insufficient available work of half time or more to
(1) continue with a two (2) year probationary regular appointment;
(2) convert a probationary position to a regular appointment; or
(3) continue a regular faculty member at half-time or more workload during the first two (2) calendar years of his/her post-probationary regular appointment.
Reasons for Layoff. The Employer may lay off employees in the bargaining unit for reasons of lack of work, lack of funds, or job abolishment (which may include abolishment for reorganization or for the efficient operation of the Office.) The Employer shall have the burden of establishing the need for a layoff. It is understood and agreed that no provisions of civil service law or rules shall apply to layoffs.
Reasons for Layoff. The Employer may lay off a Bargaining Unit member who holds a substitute appointment when the incumbent returns to the position, or by reason of abolition of the position, shortage of work or funds or other reasons outside of the member’s control which do not reflect discredit on the services of the member.
Reasons for Layoff. Employees may be laid off because of lack of work, economy, insufficient appropriation, a change in Branch organization, abolition of position or any other cause.
Reasons for Layoff. The University will determine when layoffs are necessary based on:
1. elimination of a position;
2. shortage of work;
3. shortage of funds;
4. material change in the duties of the position for which the Local 6070 Bargaining Unit Member lacks the necessary skills, knowledge, or aptitude; or
5. other reasons designated by the University which are outside the control of a Local 6070 Bargaining Unit Member.
Reasons for Layoff. Members of the bargaining unit may be laid off only for lack of work or lack of funds.
Reasons for Layoff. Permanent employees shall be subject to layoff whenever necessary due to lack of work or lack of funds. The Union and the District agree that an involuntary hours reduction is a form of layoff.
