Common use of Recall from Layoff Clause in Contracts

Recall from Layoff. Laid off employees shall remain on a layoff register for a period of two (2) years, shall have seniority continue to accrue, and shall have first preference, in order of seniority, for any available vacancy in a classification they were laid off from and preference over outside hiring for any vacancy in a classification for which they are qualified. Incumbent employees and employees in layoff status shall always have preference for job vacancies prior to candidates from outside of the Judicial Branch. Employees on the layoff register shall have all insurance coverage provided for three (3) months commencing on the first day of the month following the day of layoff. When recalling an employee, the Judicial Branch shall be required to provide only one (1) recall notice by certified mail to an employee to the last address on file with the AOC. Should an employee so notified, fail to respond within a period of seven (7) calendar days or, in responding, reject the offer of recall if such offer is to the same worksite or to one thirty-five (35) miles or less distant from the work site the employee was laid off from, that employee shall be deemed to have waived any and all recall rights, shall be removed from the recall list and shall be considered to have terminated service with the Judicial Branch; the Judicial Branch shall then proceed to notify the next most senior employee, and so on until the vacancy is filled or until the layoff list has been exhausted. Employees who are laid off due to the exhaustion of an approved qualified leave under the Family Medical Leave Act and/or 26 M.R.S.A section 844 and any associated approved Leave Without Pay are eligible to be placed on the recall list for a period not to exceed twelve (12) months. Such employees shall not be considered to have refused recall if the employee is unable to return to work due to health reasons. Employees in this category must be medically cleared to return to work, as outlined in the Judicial Branch Family Medical Leave Policy.

Recall from Layoff. Laid off employees shall remain on a layoff register for a period of two (2) years, shall have seniority continue to accrue, and shall have first preference, in order of seniority, for any available vacancy in a classification they were laid off from and preference over outside hiring for any vacancy in a classification for which they are qualified. Incumbent employees and employees in layoff status shall always have preference for job vacancies prior to candidates from outside of the Judicial Branch. Employees on the layoff register shall have all insurance coverage provided for three (3) months commencing on the first day of the month following the day of layoff. When recalling an employee, the Judicial Branch shall be required to provide only one one (1) recall notice by certified mail to an employee to the last address on file with the AOC. Should an employee so notified, fail to respond within a period of seven (7) calendar days or, in responding, reject the offer of recall if such offer is to the same worksite or to one thirty-five (35) miles or less distant from the work site the employee was laid off from, that employee shall be deemed to have waived any and all recall rights, shall be removed from the recall list and shall be considered to have terminated service with the Judicial Branch; the Judicial Branch shall then proceed to notify the next most senior employee, and so on until the vacancy is filled or until the layoff list has been exhausted. Employees who are laid off due to the exhaustion of an approved qualified leave under the Family family Medical Leave Act and/or 26 M.R.S.A M.R.S.A. section 844 and any associated approved Leave Without Pay are eligible to be placed on the recall list for a period not to exceed twelve (12) months. Such employees shall not be considered to have refused recall if the employee is unable to return to work due to health reasons. Employees in this category must be medically cleared to return to work, as outlined in the Judicial Branch Family Medical Leave Policy.

Recall from Layoff. Laid 1. Employees reduced from the Hospital workforce shall be recalled from layoff in line with their seniority to regular status jobs at the same or lower level they are qualified to perform in the seniority group from which they were laid off. 2. An employee shall retain the right to be recalled to the seniority group from which laid off employees shall remain on a layoff register from the Hospital workforce for a period of two equal to the employee’s accumulated seniority or twelve (212) years, months whichever occurs first. 3. An employee on layoff from a seniority group shall have be offered for a period equal to his accumulated seniority continue to accrue, and shall have first preferenceor twelve (12) months whichever occurs first, in order of line with his seniority, for any available vacancy a job he is qualified to perform in a classification they were laid off another seniority group provided there is no employee on layoff from and preference over outside hiring for any vacancy in a classification for which they are qualified. Incumbent employees and employees in layoff status shall always have preference for job vacancies prior that seniority group entitled to candidates from outside of the Judicial Branchrecall. 4. Employees on being recalled from layoff will be notified in the layoff register shall have all insurance coverage provided for three (3) months commencing on the first day of the month following the day of layoffmost convenient manner possible. When recalling an employee, the Judicial Branch shall Those who cannot be required contacted in such a manner or who do not respond to provide only one (1) recall notice such notification will be notified by certified mail to the address of record in their personnel file. A failure to accept an offered position will result in an employee’s forfeiture of recall rights. 5. An employee to who is impacted by a layoff will not accrue annual and sick leave hours while on layoff. However, such employee who is re-employed into a benefits eligible position will accrue sick leave and annual leave at the last address on file with same rate accrued at the AOC. Should an employee so notifiedtime of layoff, fail to respond if the re-employment occurs within a period of seven (7) 180 calendar days or, of the date of the layoff. Unused major sick leave in responding, reject the offer employees account at the time of recall if such offer is to layoff will be reinstated for employees who are re-employed within 180 calendar days. Employees rehired after the same worksite or to one thirty-five (35) miles or less distant from the work site the employee was laid off from, that employee shall be deemed to have waived any and all recall rights, shall be removed from the recall list and shall expiration of 180 calendar days as specified above will be considered to have terminated service with the Judicial Branch; the Judicial Branch shall then proceed to notify the next most senior employee, new hires for annual and so on until the vacancy is filled or until the layoff list has been exhausted. Employees who are laid off due to the exhaustion of an approved qualified sick leave under the Family Medical Leave Act and/or 26 M.R.S.A section 844 and any associated approved Leave Without Pay are eligible to be placed on the recall list for a period not to exceed twelve (12) months. Such employees shall not be considered to have refused recall if the employee is unable to return to work due to health reasons. Employees in this category must be medically cleared to return to work, as outlined in the Judicial Branch Family Medical Leave Policypurposes.

Recall from Layoff. Laid off employees (a) An employee who is laid off, or transferred as a result of layoffs in accordance with Section 10.7 of this Article shall remain on a layoff register have recall or return rights to their job classification in line of seniority for a period of two five (25) yearsyears following the effective date of the applicable reduction in force. (b) Where employees with seniority are to be laid off from an occupational group and probationary employees are working in other occupational groups, shall have seniority continue the Company will grant a permanent transfer to accrue, and shall have first preference, such employees considered qualified by the Company to fill the position held by the probationary employee. The offer to transfer will be made to the qualified employees in order of seniority, for any available vacancy in a classification they were laid off from and preference over outside hiring for any vacancy in a classification for which they are qualified. Incumbent employees and employees in layoff status shall always have preference for job vacancies prior to candidates from outside of the Judicial Branch. Employees on the layoff register shall have all insurance coverage provided for three (3) months commencing on the first day of the month following the day of layoff. When recalling an employee, the Judicial Branch shall be required to provide only one (1) recall notice by certified mail to Once an employee refuses an offer to transfer, he/she will follow the last address on file with normal layoff procedures. An employee accepting the AOC. Should an employee so notified, fail to respond within a period of seven transfer will have ninety (790) calendar days or, in responding, reject the offer of recall if such offer is to become acceptable to the same worksite Company in this new position or leave the new position because of personal dissatisfaction. This person will then go on layoff in the position that he/she held prior to one thirty-five the transfer and will only be called back when his/her original position becomes available. If he/she accepts the new position, they will cease to have recall rights to the former position. Any employee accepting the transfer to another job position will be paid the rate applicable to that job. (35c) miles Nothing in this section shall be subject to the grievance procedure by either the Company or less distant the Union. Before any new employees are hired, those employees on active layoff from the work site the employee was laid off from, that employee shall be deemed to have waived any and all recall rights, shall be removed from the recall list and shall be considered to have terminated service with the Judicial Branch; the Judicial Branch shall then proceed to notify the next most senior employee, and so on until the vacancy is filled or until the layoff list has been exhausted. Employees Company who are laid off due to considered qualified by the exhaustion of an approved qualified leave under the Family Medical Leave Act and/or 26 M.R.S.A section 844 Company for any Production and any associated approved Leave Without Pay Maintenance position that becomes available while they are eligible to on layoff will be placed on the recall list for offered that position. An employee accepting a period not to exceed twelve (12) months. Such employees shall not be considered to have refused recall if the employee is unable to return to work due to health reasons. Employees other than his/her original occupational group will have ninety (90) calendar days to become acceptable to the Company in this category must be medically cleared to new position or leave the new position because of personal dissatisfaction. The employee will then return to workactive layoff. If he/she accepts the position, as outlined in they will then be reclassified to the Judicial Branch Family Medical Leave Policynew position and cease to have recall rights to their former position.

Recall from Layoff. Laid off employees shall remain on a layoff register for a period of two (2) years, shall have seniority continue to accrue, and shall have first preference, in order of seniority, for any available vacancy in a classification they were laid off from and preference over outside hiring for any vacancy in a classification for which they are qualified. Incumbent employees and employees in layoff status shall always have preference for job vacancies prior to candidates from outside of the Judicial Branch. Employees on the layoff register shall have all insurance coverage provided for three (3) months commencing on the first day of the month following the day of layoff. When recalling an employee, the Judicial Branch shall be required to provide only one one (1) recall notice by certified mail to an employee to the last address on file with the AOC. Should an employee so notified, fail to respond within a period of seven (7) calendar days or, in responding, reject the offer of recall if such offer is to the same worksite or to one thirty-five (35) miles or less distant from the work site the employee was laid off from, that employee shall be deemed to have waived any and all recall rights, shall be removed from the recall list and shall be considered to have terminated service with the Judicial Branch; the Judicial Branch shall then proceed to notify the next most senior employee, and so on until the vacancy is filled or until the layoff list has been exhausted. Employees who are laid off due to the exhaustion of an approved qualified leave under the Family Medical Leave Act and/or 26 M.R.S.A section 844 and any associated approved Leave Without Pay are eligible to be placed on the recall list for a period not to exceed twelve (12) months. Such employees shall not be considered to have refused recall if the employee is unable to return to work due to health reasons. Employees in this category must be medically cleared to return to work, as outlined in the Judicial Branch Family Medical Leave Policy.twelve