Recall Procedures.
A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order:
1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or,
2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or
3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work.
4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall.
B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal.
C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement.
D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available pos...
Recall Procedures. The offer of reemployment shall be made personally or by certified mail, return receipt requested, and the teacher shall be notified that if he/she wishes to accept, he/she must do so in writing within five (5) calendar days of receipt of notice or within ten (10) calendar days of the postmark on the envelope in which the offer is mailed, whichever is shorter. Failure to receive timely acceptance of the offer of reemployment eliminates all reemployment rights of the teacher.
Recall Procedures a) If work is available in a discipline/program, the recall shall be within the term of the affected appointment and the sequence for recall shall be:
(i) Non-regular type 2 faculty members laid off from that discipline/program who are on the qualified faculty list for the work available according to reverse order of lay-off;
(ii) Non-regular type 2 faculty members laid off from another discipline/program who are on the qualified faculty list for the work available according to reverse order of lay-off;
(iii) Non-regular type 2 faculty members laid off from any discipline/program who have the necessary qualifications, experience and abilities according to reverse order of lay-off.
b) Notwithstanding Article 4.04(d), non-regular type 2 faculty members on lay-off shall, within the term of their original appointment, be entitled to compile a workload equal to that of their original appointment, prior to issuing work to non-regular type 1 faculty members within their original discipline or program area.
c) To remain eligible for recall under this clause, the laid-off faculty member must keep the Human Resource Services Department informed of his or her telephone number, and promptly report any changes.
d) The faculty member will accept or reject notice of recall from the employer within 5 calendar days of receipt of such notice. In the event the faculty member rejects the offer of recall, or fails to respond to the time-limit above, the employer will offer that work to the next qualified person in reverse order of lay- off.
e) Salaries and other entitlements are to be readjusted when the laid-off faculty member is recalled for work which meets the criteria for non-regular type 2 status under Article 1.05(d).
Recall Procedures. (i) It shall be the responsibility of laid-off regular employees on the recall list to maintain their current telephone number and postal address with the Human Resources Department. When filling regular vacancies under Article 14.08 (ii), and before offering employment to a new employee, the Employer shall attempt to contact a laid off regular employee on the recall list having the required qualifications, experience, skill and ability to perform the work in question, at the telephone number so provided, to instruct the employee of the date and time to report for work. Failing personal contact, the Employer shall send a registered letter to the employee's current postal address. Should the Employer be unable to contact the employee within ten (10) working days from the postal registration date, or should the employee either not accept the recall, or fail to report on the date and time required, the employee shall, subject to clause (iv) below, lose all rights to recall.
(ii) The date and time to report may be extended by a maximum of ten (10) working days, upon the approval of the Employer, should the employee have extenuating personal circumstances which make it impossible to report as required, provided always that the operational requirements of the Employer permit.
(iii) Employees on the recall list shall notify the Employer when they are to be temporarily away to provide a temporary phone number and address where the Employer will be able to contact them during such absence.
(iv) Employees shall have the right to refuse two (2) recalls to employment during their twelve (12) month recall period before losing their recall rights.
Recall Procedures a. A teacher on the priority recall list shall be notified in writing in the inverse order of layoff of any vacancy which occurs in his/her field of certification and prior employment status (e.g. full time, part time). A teacher on the priority recall list who was part time when terminated under this section will not be entitled to a position with more time unless conditions in D.2 of this article apply.
b. The notification shall be by certified return receipt mail sent to his/her address on file in the Office of Human Resources.
c. The teacher so notified shall respond to the Director of Human Resources in writing within ten (10) calendar days after receipt of the notification of the vacancy as to whether or not he/she will accept or reject the offer of the position. A nonresponse or a response received after ten (10) calendar days will be deemed as a rejection.
(1) If the teacher rejects the position or cannot begin the new assignment within thirty (30) calendar days from the date of offer, the teacher shall have deemed to have waived his/her claim to that position provided. However, a laid-off employee who has accepted employment in another Maryland public school system and is unable to obtain a release from his/her employment contract may decline an offer to return to work and maintain recall rights for one year if the offer is issued later than July 1 for a position which will become available at the beginning of or during the following school year.
(2) A teacher on the priority recall list may decline the offer of employment once within his/her area of certification and prior employment status (e.g. full time, part time).
(3) By the end of one year from the date of being notified of the layoff, it is the teacher’s responsibility to notify the Director of Human Resources in writing if he/she desires to remain on the priority recall list for the second year.
Recall Procedures. The offer of reemployment shall be made personally and by certified mail, return receipt requested, and the teacher shall be notified in such notice that if the teacher wishes to accept, the teacher must do so in writing within five (5) calendar days of his receipt of notice. It is the responsibility of the teacher to keep full, accurate and current mailing addresses / phone numbers up-to-date with the Superintendent’s Office of the District. Failure to receive acceptance within five (5) calendar days or rejection of the offer of reemployment eliminates all reemployment rights of the teacher.
Recall Procedures. (a) Employees who are laid off shall be placed on a Recall List.
(b) Subject to consideration of ability, experience, qualifications, or where the Employer establishes that special skills or qualifications are required, according to objective tests or standards reflecting the functions of the job concerned, employees placed on the Recall List shall be recalled by order of seniority to any position for which the employee is deemed to be qualified. Positions pursuant to this section shall include all positions in all bargaining units.
(c) The Employer shall give notice of recall by registered mail to the employee’s last recorded address. Employees are responsible for keeping the Employer informed of their current address.
(d) An employee entitled to recall shall return to the services of the Employer within two (2) weeks of notice of recall, unless on reasonable grounds she is unable to do so. An employee who has been given notice of recall may refuse to exercise such right without prejudicing the right of any future recall, except in the case of recall to the employee’s same position classification title or position classification title series, in which event she will be struck from the Recall List, unless she refuses in accordance with Article 35.02(e). However, an employee’s refusal to accept recall to her same position classification title or position classification title series at the time of layoff will not result in loss of recall rights in the case of recall for occasional work or for employment of short duration of time during which she is employed elsewhere.
(e) Employees on the Recall List shall be given first option of filling vacancies normally filled by casual workers, providing they possess the necessary qualifications, skills, and abilities, as determined by the Employer, reflecting the functions of the job concerned. A permanent employee who accepts such casual work retains her permanent status.
Recall Procedures. The City shall notify employees to be recalled by United States First Class mail. All employees on layoff shall have the obligation of providing the City with their correct mailing address where such notice shall be mailed. A recalled employee shall immediately inform the City of his/her intent to accept or reject the recall offer. If the recalled employee does not respond to the recall offer within seven (7) calendar days after the City mailed the recall notice, or the employee notifies the City of acceptance of recall but fails to report at the specified time, or the employee accepts or rejects any employment with the City, or the employee has been on layoff for a period of one (1) year, the employee's name shall be removed from the re-employment list.
Recall Procedures. A. Employees who are notified of layoff, apply for, and secure another TOTEM position prior to the effective date of the layoff, will not be considered in layoff status and will not have recall rights.
B. Employees in layoff status shall be entitled to return to their former job title, when available or if reestablished. Recall shall occur in inverse order of layoff by job title and full or part-time status from which they were laid off.
C. Once a recall offer is made by the District, the employee has until 9:00 AM on the second workday after receipt of official notification to accept.
D. Employees who reject recall to the job title from which they were laid off shall relinquish all rights provided in this Agreement.
E. Employees accepting recall shall have two (2) weeks from the offer to return to work.
F. Employees who had medical and/or life insurance benefits at time of layoff and who are recalled to a medical and/or life insurance benefits eligible position, shall receive benefit coverage on the first day of the month following their return to work from layoff status. Employees will be eligible for recall for a period of one (1) year from the effective date of layoff. The employee in layoff status has the responsibility to ensure the District has the correct address and phone number. Failure to keep this information current will release the District from any recall obligations. Employees who were laid off and then recalled pursuant to this section shall not lose seniority. Employees who return to work from recall status shall be placed at the same step as occupied at the time of layoff. To be eligible for step movement the following July 1, an employee must be recalled prior to December 31 of the year preceding the year in which the contract grants step movement, unless the parties negotiate otherwise. The requirements of this section supersede the provisions of Section 606 Vacancies whenever there are employees on layoff status eligible for vacancies. 610 EMERGENCY CLOSURE If the Superintendent determines that an emergency closure of school(s) and/or other District facilities is necessary, Association employees may or may not be required to report to work. Compensatory time, annual leave or unpaid leave (in that order) will be used by those employees who do not report to work. Employees on unpaid leave may modify their regular scheduled workday, with principal/supervisor approval, to make up the lost time. If the emergency closure is due to inclemen...
Recall Procedures. (a) If there is a vacancy for a regular faculty member's position in a specific discipline/program, the Employer shall offer re-appointment to those faculty members who have been laid off under Article 7 within the past two years and who have the necessary qualifications, experience and abilities for the position. Judgment of qualifications, experience and abilities shall be made by the appropriate Search Committee as per Article
