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Common use of Recall Clause in Contracts

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool for two years from the date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 9 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement

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Recall. The process of bringing Tenured faculty members laid-off in accordance with this article shall be eligible for recall to the same or substantially equivalent vacant position in the same university from which the faculty member was laid off employees back to work or increasing hours for three (3) years following the effective date of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needstheir layoff. The following provisions shall apply. a. Employees Subd. 1. When a vacant position is to be filled, laid-off faculty members who are eligible for the position shall remain be offered reemployment in the re-employment pool for two years inverse order of their layoff from the date of layoff System. In the event that two (2) or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they more faculty members were laid off fromat the same time, prior then that person with the greater seniority shall have priority for recall. If the vacant position is temporary or less than full-time, the laid-off faculty who are eligible shall be offered the position, but their accepting or declining the offer shall not jeopardize their recall rights as established in this article. Subd. 2. Persons offered reemployment pursuant to new employees being hired into this section must accept such offer within fifteen (15) days after such offer, such acceptance to take effect on a date specified by the District into President which will not require a faculty member to be at work earlier than the beginning of the academic semester, following the date such offer was made or thirty (30) days, whichever is later. Subd. 3. Persons who decline such offers of reemployment waive all rights of recall as established in this article and shall have their names removed from the retrenchment list. If the vacant position is temporary or less than full-time, the qualified faculty member may accept or refuse the position without in any way altering or affecting the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needsfaculty member’s rights as established in this article. c. Employees in Subd. 4. All recall rights established herein shall expire at the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance conclusion of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. three (3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1years (thirty-six (36) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2months) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the effective date of the certified mail was officially postmarked, to report to work or the offer is considered rejectedfaculty member's layoff. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 4 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement

Recall. The process of bringing A. Employees laid off employees back through this procedure as stated in this Section shall be maintained on a recall list for a period not to work exceed two (2) calendar years from date of layoff. B. Recall shall be in like order of the employee's seniority to openings as they occur with like or increasing less months/hours of employees whose hours were previously reduced, within the last two years, due position classification (or to economic or programmatic needsa lower classification) and division. a. Employees C. Those employees who have been adversely affected by an involuntary reduction in hours/months or transfer to a lower position and classification shall remain be placed by seniority in the re-employment pool first position available, in the same division and classification which will afford them the same number of hours/months worked prior to the reduction of the work force. In case of layoff or reduction of hours/months, the affected employees shall have 24 hours to accept or decline offered positions. If an employee refuses to revert to the classification and/or the same number of hours/months worked prior to the reduction of the work force, the position s/he holds will be considered her/his permanent position. D. A posting will not be made for two years a position and classification in the division from which an employee has been laid off or displaced until all laid off or displaced employees from that position, classification and division have been recalled. X. Xxxxxx will be by written certified notice, return receipt requested, to the employee's last known address on file with the Human Resource Office or a direct phone call to the laid off employee and shall require that the employee report for work within three (3) work days after the date of layoff phone call, delivery or reductionproof of non-delivery. b. Employees X. Xx employee recalled from layoff to a lower position and classification in her/his division will maintain her/his original position, classification and division as vacancies occur to which her/his seniority entitles her/him. X. Any employee who refuses to return to a position with comparable classification, hours/months and/or shift to the re-employment pool one from which the employee was laid off, will be an automatic resignation. Any employee who refuses to return to work when recalled to a position non- comparable in classification, hours/months and/or shift from which the employee was laid off shall be placed back into at the position for which their hours were reduced, or they were laid off from, prior bottom of the recall list. It is understood that the Board will not have to hire new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they promote other employees as long as there are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown qualified Union members on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 3 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement

Recall. The process of bringing 1. When any bargaining unit member is laid off employees back to work or increasing hours of employees whose hours were previously reducedoff, within the last two yearsDistrict will recall bargaining unit members, due to economic or programmatic needs. a. Employees shall remain using the same consideration set forth in the re-employment pool for two years from foregoing layoff provisions. In the date absence of any of those considerations, the inverse order of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transferfollowed. 2. The right to be recalled shall be continued for twenty-seven (27) Any months following the employee's last District duty day, unless the employee on layoff status has resigned, in writing, earlier, has signed an employee contract with another school district during the twenty-seven (27) month period, or reduced hours who rejects an offer of re- employment into failed to respond to a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the Districtrecall notice. 3) Any employee on reduced hours who rejects an offer . Notice of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice recall shall be sent by via personal email, (District Rejects CEA Proposal 2/29/24) phone call and (CEA Proposal 2-08-24) (TA 2/29/24) certified mail to the last known address as shown on given to the District’s recordsDistrict by the employee. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty have fifteen (15) calendar days from the date the certified mail notice was officially postmarkedmailed to notify the District of the employee's intent to return to the District. The employee must, to thereafter, report to work or on the offer is considered rejected. e. The District may fill starting date specified by the position with a substitute on a temporary basis. f. Non-bargaining unit employees District, provided that this shall not have be less than twenty-five (25) forty-five (45) (CEA Proposal 2-08-24) (District Rejects CEA Proposal 2/29/24) thirty-five (35) (CEA Counter Proposal 2-29-24) (TA 2/29/24) calendar days from the right date the notice was mailed. Such failure to fill vacant positions until notify the reDistrict of intent to return, or to return to work, within these limits, shall be considered the resignation of the employee, and the employee shall lose all recall rights. Employee may refuse one (1) job offer without losing recall rights. (CEA Proposal 2-employment pool is void 08-24) (District Rejects CEA Proposal 2/29/24) 4. All benefits to which an employee was entitled at the time of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool layoff, including unused, accumulated sick leave, will be added restored to the substitute listemployee upon the employee's return to active employment. The only limitation on the District's obligation to restore an employee's benefits upon recall is when the benefit is no longer a part of the current Collective Bargaining Agreement. An employee must have completed at least one hundred and thirty-five (135) contract work days during one (1) school year, in order to be eligible for one (1) vertical step advancement the succeeding school year. If, because of layoff, an employee does not complete at least one hundred and thirty-five (35 135) (District Proposal 2-08- 24) (TA 2/08/24) contract work days that school year, he/she, when recalled, shall be placed on the same Salary Schedule step as he/she was prior to layoff. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 3 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within (a) For the last two years, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool for two years from the date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case purpose of recall, a notice the full-time and part-time seniority lists shall be sent by certified mail amalgamated, on the basis of hours, to form one master seniority list. Employee recalls shall accordingly be from this master seniority list. (i) A full-time non-probationary employee on lay-off shall have the opportunity of recall from lay-off to an available full-time permanent or part-time Category I or II position in the employee’s job grade or lower job grade in order of seniority provided they have the skills, ability, qualifications, experience, knowledge, training and ability to relate to the last known address people we support required to perform the work in the available position before such position is filled on a regular basis under Article 13, Job Posting. (ii) A part-time non-probationary employee on lay-off shall have the opportunity of recall from lay-off to an available Category I or II part- time position in the employee’s job grade or lower job grade in order of seniority provided they have the skills, ability, qualifications, experience, knowledge, training, and ability to relate to the people we support required to perform the work in the available position and provided the recall is to the employee’s former same or lower category of part-time employment. (c) When full-time permanent position(s) are not able to be filled from employees on recall because no employee meets the requirements of the position(s), as shown per Article 13.04, the job posting procedures of Article 13 shall then apply. This does not preclude someone on lay-off from applying for the District’s records. The recall notice shall state the time and date on which the position. (d) When an employee is placed on recall he shall specify in writing the temporary positions he is able and willing to report back perform. Accordingly, employees on lay-off shall be recalled for temporary positions in excess of six (6) calendar month’s duration in the employee’s job grade or lower job grade, provided they have the required skills, ability, qualifications, experience, knowledge, training and ability to relate to the people we support required to perform the work of the available position. No person shall be hired from outside the bargaining unit while employees are on recall, to fill a temporary position of less than six (6) months duration, unless none of the bargaining unit employees on recall have the required skills, ability, qualifications, experience, knowledge, training and ability to relate to the people we support required to perform the work of the available position, or no bargaining unit employee on recall is willing to perform the temporary work. 1(e) It shall be the employee’s responsibility An employee who has been recalled to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a such temporary basis. f. Non-bargaining unit employees positions shall not have the be required to accept such recall and may instead remain on lay-off. However, should an employee accept such temporary work assignment they shall not prejudice their right to fill vacant positions until be recalled to a position while working the re-employment pool is void of employees that have seniority and are qualified in that particular positiontemporary assignment. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 3 contracts

Samples: Collective Agreement, Collective Agreement, Collective Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within (a) For the last two years, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool for two years from the date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case purpose of recall, a notice the full-time and part-time seniority lists shall be sent by certified mail amalgamated, on the basis of hours, to form one master seniority list. Employee recalls shall accordingly be from this master seniority list. (i) A full-time non-probationary employee on lay-off shall have the opportunity of recall from lay-off to an available full-time permanent or part-time Category I or II position in the employee’s job grade or lower job grade in order of seniority provided they have the skills, ability, qualifications, experience, knowledge, training and ability to relate to the last known address people we support required to perform the work in the available position before such position is filled on a regular basis under Article 13, Job Posting. (ii) A part-time non-probationary employee on lay-off shall have the opportunity of recall from lay-off to an available Category I or II part-time position in the employee’s job grade or lower job grade in order of seniority provided they have the skills, ability, qualifications, experience, knowledge, training, and ability to relate to the people we support required to perform the work in the available position and provided the recall is to the employee’s former same or lower category of part-time employment. (c) When full-time permanent position(s) are not able to be filled from employees on recall because no employee meets the requirements of the position(s), as shown per Article 13.04, the job posting procedures of Article 13 shall then apply. This does not preclude someone on lay-off from applying for the District’s records. The recall notice shall state the time and date on which the position. (d) When an employee is placed on recall he shall specify in writing the temporary positions he is able and willing to report back perform. Accordingly, employees on lay-off shall be recalled for temporary positions in excess of six (6) calendar month’s duration in the employee’s job grade or lower job grade, provided they have the required skills, ability, qualifications, experience, knowledge, training and ability to relate to the people we support required to perform the work of the available position. No person shall be hired from outside the bargaining unit while employees are on recall, to fill a temporary position of less than six (6) months duration, unless none of the bargaining unit employees on recall have the required skills, ability, qualifications, experience, knowledge, training and ability to relate to the people we support required to perform the work of the available position, or no bargaining unit employee on recall is willing to perform the temporary work. 1(e) It shall be the employee’s responsibility An employee who has been recalled to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a such temporary basis. f. Non-bargaining unit employees positions shall not have the be required to accept such recall and may instead remain on lay-off. However, should an employee accept such temporary work assignment they shall not prejudice their right to fill vacant positions until be recalled to a position while working the re-employment pool is void of employees that have seniority and are qualified in that particular positiontemporary assignment. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 3 contracts

Samples: Collective Agreement, Collective Agreement, Collective Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reducedDistrict will fill vacant positions from the recall pool as specified in these procedures; provided, within however, if there is no qualified person in the last two yearsrecall pool, due to economic or programmatic needs.the District may hire a person from outside the pool. Positions will be filled from the recall pool as follows: a. Employees shall remain Each individual in the re-employment recall pool will be considered for two years from assignment in any of the date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, classifications for which they are qualified. b. The most senior qualified employee for the position opening will be assigned; provided a more senior employee in the preference pool specified in Article 5, Section 5.4, is not selected for the position. c. An employee cannot be assigned to a higher pay range than that which they held at time of equal layoff. However, such employees may apply for open positions, and if not selected, will remain in the recall pool. d. If an employee who held a full-time position is assigned to a part-time position, they shall be afforded the opportunity to remain in the recall pool until such time as they are given a full-time assignment or greater until their recall rights expire. e. If an employee has a reduction in their assigned days per year, they shall be afforded the opportunity to remain in the recall pool until such time as they have the reduced assigned days reinstated or until their recall rights expire. f. If an employee is assigned to a position in a lower salary range than that which they held at time of layoff, they shall be afforded the opportunity to remain in the recall pool until such time as they are given an assignment in the higher salary range or until their recall rights expire. g. If Human Resources offers an employee an assignment that restores their hours, days and pay forfeits any range lost at the time of layoff and all rights the employee refuses the assignment, the employee will be removed from the recall pool. An employee who lost a benefits eligible position and ties refuses a placement in a benefits eligible position will be processed as a resignation to the District. 3) Any Board of Directors. If an employee on reduced hours who rejects was in a non-benefits eligible position refuses a placement in any position, benefits eligible or not, they will be processed as a resignation to the Board of Directors. If an offer of more hours employee is placed in a position with fewer hours than their previous assignment, then they may request additional hours from their principal or administrator which will be assigned in order of seniority, if scheduling and program needs allow. If the school/department has no additional hours to assign an employee, the employee may request Human Resources to consider them for which they additional hours in other schools/programs. The restoration of hours shall be for the period ending on 14 October of the next year. Persons in the recall pool shall be responsible for maintaining their current address, e- mail and telephone numbers with the Human Resources Department. Employees are qualifiedrequired to notify the District of their preferred method of contact. The District shall notify laid off persons selected for recall by telephone, for with equal e-mail or more pay, forfeits U.S.P.S. mail. The individual will have two (2) workdays from receipt of such notification to accept employment in the rights position. A person who fails to additional hours. d. notify the District of intent to accept the position offered within the two (2) workdays above shall have no right to placement in the position and shall be processed as a resignation to the Board of Directors. In the case of recall, a notice shall be sent by certified mail event that the person selected for recall fails to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep notify the District notified as of intent to his/her current mailing address and/or phone contact information. accept the position within the two (2) If certified mail is returned un-deliverable to workdays or the Districtperson declines employment in the position, then the offer District shall select the person next in order of recall and notify them of the selection as set forth herein; provided a more senior employee in the preference pool specified in Article 5, Section 5.4 is withdrawn and not offered the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. position. The District may fill shall notify the position with a substitute on a temporary basisUnion immediately of each individual selected for recall. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 3 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement

Recall. The process a. R.I.F. employees shall be advised of bringing laid off employees back any non-certified job opening, and be given the opportunity to work or increasing hours of employees whose hours were previously reduced, within apply for it before the last two years, due job is open to economic or programmatic needs. a. Employees shall remain in the re-employment pool public. It is understood that the employee is not guaranteed to be hired for two years from the date of layoff or reductionjob. b. Employees An employee whose name appears on the Reduction in the re-employment pool Force List shall be placed back into the position returned to active employment when a vacancy becomes available for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needshe/she is qualified. c. Employees on the Reduction in the re-employment pool Force List shall be recalled, by seniority, returned to active employment in order of seniority at the position they left or time of their hours were reduced. 1) The acceptance layoff. They do not accumulate seniority time during the time of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hourslay off. d. In the case of recallevent a vacancy (cies) becomes available, a the Board shall recall the employee to active employment status by giving written notice to the employee. Said written notice shall be sent by certified mail to the employee’s last known address as shown on the District’s recordsaddress. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility of each employee to keep notify the District notified as to his/her current mailing address and/or phone contact informationBoard of any change in address. 2e. If an employee fails to accept full-time active employment status within ten (10) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty calendar days from the date said notification was mailed in accordance with the certified mail was officially postmarkedabove, to report to work or said employee shall be removed from the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basisReduction in Force List. f. NonAn employee on the Reduction in Force List shall, upon acceptance of the notification to resume active employment status, return to active employment status and will resume the contract status held at the time of the layoff. g. A staff member will remain on the recall list for 24 months or until he/she accepts a position either within the Wynford School District, another school district, or asks to be removed. h. Employees not employed as a result of the RIF program will be given first consideration as casual day-bargaining unit to-day or long-term substitutes as the need occurs for the period of time their names remain on the recall list. i. Laid-off employees shall not have the right to fill vacant positions until pay the re-employment pool is void of employees that have seniority total group premium for group life, hospitalization, and are qualified in that particular positionother group benefits through COBRA. g. Employees in the re-employment pool j. Sick leave and seniority will be added restored effective at the time of RIFing. No sick leave or seniority can be accumulated during the RIF’ed period except according to the substitute liststate statute. h. Employees on layoff shall not accrue, but k. The administration will retain seniority, during their time aid the RIF’ed staff member in the re- employment poolobtaining a position in another school district if requested.

Appears in 3 contracts

Samples: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement

Recall. The process Faculty members placed on lay-off status shall be recalled in order of bringing laid seniority according to the needs of the College as related to demands within specific areas. Faculty members on lay-off employees back status are entitled to re-employment rights as follows: a. If a position exists within the College for which the faculty member is qualified, the individual shall be notified by certified mail. Within ten (10) days from the receipt of the written offer to return to employment, the individual shall accept the position by replying in writing or s/he shall forfeit all rights to re-employment. If an individual accepts the position s/he is offered, s/he shall have thirty (30) days from the notification date to return to work or increasing hours until the beginning of employees whose hours were previously reducedthe semester so designated, within the last two years, due to economic or programmatic needswhichever is later. a. Employees b. Faculty on lay-off status and the Association shall be notified by certified mail on or before April 1, of their status for possible recall for the next academic year. Faculty members on lay-off status are entitled to remain in the re-employment pool subject to recall for two a period of three (3) years from the effective date of layoff lay-off. The faculty member shall notify the President, in writing, by April 15, of his or reduction. b. Employees in the her intent to remain subject to recall or s/he shall forfeit all rights of re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needsemployment. c. Employees in It shall be the faculty member's responsibility to maintain a current address with the Human Resources Office. If the individual cannot be contacted because of failure to leave a current address, the board is relieved of its responsibility to the individual and s/he shall forfeit all rights to re-employment pool shall be recalled, by seniority, to the position they left or their hours were reducedemployment. 1) The acceptance of a position, if different than the position they held before being laid d. Faculty members on lay-off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, will be given preference for available part-time assignments for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall Special consideration will be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejectedunemployed faculty members. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement

Recall. The process A teacher is eligible for recall to a vacant position if the teacher is certified and highly qualified to fill the position. It is the teacher’s responsibility to maintain his or her certification and to promptly provide documentation of bringing the certification and qualification status to the School. Teachers shall generally be recalled in inverse order of layoff, as specified above. Seniority or vested status shall not be a factor in considering the proficiency of each teacher. However, if the recall decision involves two or more teachers and all other proficiency and School-needs factors distinguishing those teachers from each other are equal, then length of service or vested status may be considered as a tiebreaker. Accordingly, teachers rated to be the most proficient will be recalled first, provided that they are certified and highly qualified for the vacant position, based upon individual performance, as well as the other factors of significant, relevant accomplishments and contributions and relevant special training. I. Each employee on layoff shall be required to provide the district personnel office in writing with a current address to which a letter of recall may be sent. J. If a recall opportunity exists, a letter shall be mailed to the employee, by certified mail; a return receipt requested. K. An employee offered a recall opportunity must notify the Employer in writing of his/her decision within seven (7) days of receipt of the Employer’s offer. An employee who will be out of town for an extended period may so advise the School so that accommodations may be arranged to ensure the employee receives the notice or it is otherwise agreed to extend the response period under this section. L. An employee who has been laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees shall remain in the remaintain recall rights for twenty-employment pool for two years four (24) months from the date of layoff or reductionlength of service, whichever is shorter, or until he/she refuses a recall opportunity, fails to respond to a recall letter, or submits a resignation. b. Employees in M. It is agreed that for purposes of layoff and recall, if a teacher was rated at a particular level for two consecutive years, and then is given a lower rating for the renext year (called the “third-employment pool year rating”), the teacher shall be placed back into considered to be at the position ratings level given for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into two-year period immediately preceding the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needsthird- year rating. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Tentative Agreement

Recall. The process District will recall employees in inverse order of bringing laid off employees back their release, with consideration being given to work the same criteria as set forth in the foregoing reduction provisions. 1. The right to be recalled shall continue for twenty-seven (27) months following the employee’s last District duty day, unless the employee has resigned in writing. 2. Notice of recall may be done in person, by phone, or increasing hours email during the first week of employees whose hours were previously reducedrecall. If no contact is made or the District has not received a response in person, on the phone, or by email within the first week, then a notice of recall shall be sent via certified mail to the last two years, due address given to economic or programmatic needs. a. Employees the District Office by the employee. An employee shall remain in the re-employment pool for two years have thirty (30) calendar days from the date the notice of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be recall was sent by certified mail to notify the last known address as shown District of intent to return. Failure to notify the District of intent to return to work within these time limits shall be considered the resignation of the said employee. He or she must thereafter report on the District’s records. The recall notice shall state the time and starting date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep specified by the District notified as to his/her current mailing address and/or phone contact information. 2or lose all recall rights providing that this shall not be less than twenty-five (25) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty calendar days from the date the certified mail notice of recall was officially postmarkedreceived. In the event a laid off employee is recalled when he/she is employed by another District, he/she shall have eighty (80) days to report return to work or the offer is considered rejectedwork. e. 3. All benefits to which an employee was entitled at the time of reduction, including unused, accumulated sick leave will be restored to the employee upon the employee’s return to active employment. Sick leave used and accrued while in the employment of another school district will be adjusted accordingly. The District may fill employee will be placed on the position next step of the Salary Schedule from their last year of employment with a substitute on a temporary basisthe District, and any additional steps earned for being employed in another school district. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. 4. Employees in the re-employment pool covered by this Article will be added to given consideration for substitution; such will not effect the substitute listemployee recall rights. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement

Recall. The process of bringing Any employee who has been employed for one (1) year or more by the same Employer or in the same building and who is laid off employees back shall have the right to work recall, provided that the period of layoff of such employee does not exceed six (6) months. Recall shall be in the reverse order of the laid-off employees’ departmental or increasing hours job classification seniority (i.e. the most recently terminated employee in that department shall have the first right of employees whose hours were previously reducedrecall). Recall rights apply to all vacant permanent positions and temporary positions if it is expected that the temporary position will last for a period of at least sixty (60) days. The Employer shall notify by certified mail, within return receipt requested, the last two yearsqualified laid-off employee, due at his/her last known address, of any job vacancy, and a copy of this notice shall be sent to economic or programmatic needs. a. Employees the Union. The employee shall remain in the re-employment pool for two years then be given seven (7) days from the date of layoff mailing of the letter in which to express in person or reduction. b. Employees in by registered or certified mail his/her desire to accept the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. available job. In the case of event any employee does not accept recall, a successive notice shall be sent by certified mail to qualified employees until the list of qualified employees is exhausted. Upon re-employment, full seniority status, less period of layoff, shall be credited to the last known address as shown on employee. Any employee who received termination pay and is subsequently rehired shall retain said termination pay and for purpose of future termination pay shall receive the District’s recordsdifference between what he/she has received and what he/she is entitled to if subsequently terminated at a future date. The recall notice shall state the time and date on which the employee is to report back to work. 1) It Any vacation monies paid shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable credited to the DistrictEmployer against the current vacation entitlement. Further, then in the offer is withdrawn and event an Employer has a job vacancy in a building where there are no qualified employees on layoff status, the employee forfeits any and all rights and ties Employer shall use its best efforts to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit job vacancy from qualified employees shall not have of the right to fill vacant positions until the re-employment pool is void of employees that have seniority and Employer or agent who are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment poolstatus from other buildings.

Appears in 2 contracts

Samples: Contractors Agreement, Contractors Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees reduced from the workforce shall remain be placed on a reduction of workforce list of seniority in the re-employment pool District and may be recalled in reverse order of reduction to any job in the classification or lower ranking job in the classification group in which they had previously worked during the three (3) years prior to layoff, as long as they can perform the job duties as determined by the District and provided no other employee with greater seniority in that job title(s) is on layoff and available for two years from the date of layoff or reductionwork. b. Employees in the re-employment pool The District shall be placed back into under no obligation to offer a reduction in workforce “regular part- time twenty (20) hours or more per week employee” or a “regular part-time less than twenty (20) hours per week employee” a “regular full-time position.” c. The District shall be under no obligation to offer a reduction in workforce “regular part- time less than twenty (20) hours per week employee” a “regular part-time twenty (20) hours or more per week employee” position. d. An employee will not forfeit their rights to recall should they take a job within the position for which their hours District in a lower classification. Employees who were reduced, or they were laid off from, full-time prior to new employees being hired into layoff who accept a part-time position within the District into shall remain on the recall list for recall to full-time employment until the end of the eighteen (18) month recall period. However, an employee who refuses recall to a position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater hours at an equal or greater pay forfeits any rate will be removed from the recall list and all shall have no further rights and ties under this Article. e. All benefits to which an employee was entitled to at the time of their reduction, including unused accumulated sick leave, will be restored upon their return to active employment. The employee shall be placed on the salary step on which they were placed prior to the Districtreduction. One step movement shall be granted if the employee was employed a minimum of one hundred twenty 120 thirty (30) days at the time of their reduction provided that other employees in their classification within the bargaining unit received step increases during the period the employee was on the reduction. 3f. Reduction of workforce status shall automatically terminate eighteen (18) Any employee on months after the effective day of such reduction. No new hourly employees will be hired into job title(s) from which employees have been reduced hours for less than eighteen (18) months and who rejects an offer are qualified to perform all aspects of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hoursjob. d. In g. If a reduction in workforce employee is recalled by the case District, the employee has seven (7) ten (10) calendar days from the mailing of recallthe certified letter (return receipt requested, a notice shall be sent by certified mail to the last known address as shown on provided to the District’s recordsDistrict by the employee), to accept or reject the position. The recall notice shall state If the time and date on which position is accepted, the employee is has ten (10) working days to report. If the employee rejects an offer of a position of equal or greater hours at an equal or greater pay rate or fails to report back to work. 1within ten (10) It shall days, it will be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. a voluntary resignation. The District may fill the position with a substitute on a temporary basisextend timelines at its discretion to accommodate employees who have found other employment during reduction periods and who must give notice to their other employer. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 2 contracts

Samples: Reduction in Workforce and Recall Agreement, Reduction in Workforce and Recall Agreement

Recall. The process of bringing 1. Any employee laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool for two years from the date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position on a recall list for which their hours were reduceda period of twenty- four (24) months. Prior to posting, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees any job opening that occurs in the re-employment pool bargaining unit during that period shall first be recalled, by offered to any employee on that list in order of Company seniority, to provided they are available and have proven competency in the position they left or their hours were reduced. 1) The acceptance of a position, if different than classification in which the position they held before being laid off or their hours reduced, is considered a voluntary transfervacancy occurs. 2) Any . Refusal to accept a regular full time job in the classification from which the employee on layoff status was laid off shall result in the employee being dropped from the list. An employee will not be dropped from the list for refusal to accept or reduced hours who rejects for accepting a temporary or part time position. If an offer employee is rehired after the payment of re- employment into a positionseverance pay and before the expiry of the number of weeks so paid for, for which they are qualified, of equal or greater pay forfeits any and all rights and ties the unearned severance shall be refundable to the Districtemployer. 3) Any employee on reduced hours who rejects an offer . The Union and unit chair or their designate shall be notified of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hoursany intended recall. d. In 4. An employee who is recalled shall be paid the prevailing rate for the classification. 5. Subject to Article 15 (2) and Article 26(3), seniority shall mean the length of continuous full time employment with the Employer. Employment shall be deemed continuous unless interrupted by (a) layoff; (b) dismissal for just and sufficient cause, or (c) resignation. However, in the case of recalla layoff, a notice shall service time and seniority will be sent by certified mail to frozen at the last known address as shown on the District’s records. The recall notice shall state level established at the time and date on which of the layoff. If the employee is recalled from the recall list to report back to workregular full time employment, such service time and seniority will be restored at the frozen level and an adjusted service date will be established. 1) It 6. An employee recalled shall be notified by registered mail, courier service or via email sent to their last known address, with confirmation required that the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact informationemail has been received. 2) If certified mail is returned un-deliverable 7. The employee shall notify the Employer in writing or via email, within seven days of receiving such recall notice, of their intention to the District, then the offer is withdrawn return and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty an additional seven days to report for work, failing which their name shall be removed from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute recall list. h. Employees 8. A laid off employee on layoff shall not accrue, but will retain seniority, during their time the recall list that is currently enrolled in the re- employment poolcompany benefits plan shall continue to be covered under extended health care and dental for the duration of the severance pay period.

Appears in 2 contracts

Samples: Collective Agreement, Collective Agreement

Recall. The process of bringing Any employee who has been employed for one (1) year or more by the same Employer or in the same building and who is laid off employees back shall have the right of recall, provided that the period of layoff of such employee does not exceed six (6) months. Recall shall be in the reverse order of the laid-off employees' departmental or job classification seniority (i.e., the most recently terminated employee in that department shall have the first right of recall). Recall rights apply to work or increasing hours all vacant permanent positions and temporary positions if it is expected that the temporary position will last for a period of employees whose hours were previously reducedat least sixty (60) days. The Employer shall notify by certified mail, within return receipt requested, the last two yearsqualified laid-off employee, due at such employee’s last known address, of any job vacancy, and a copy of this notice shall be sent to economic or programmatic needs. a. Employees the Union. The employee shall remain in the re-employment pool for two years then be given seven (7) days from the date of layoff mailing of the letter in which to express in person or reduction. b. Employees in by registered or certified mail a desire to accept the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. available job. In the case of event any employee does not accept recall, a successive notice shall be sent by certified mail to qualified employees until the list of qualified employees is exhausted. Upon re- employment, full seniority status, less period of layoff, shall be credited to the last known address as shown on employee. Any employee who received termination pay and is subsequently rehired shall retain said termination pay and for purpose of future termination pay shall receive the District’s records. The recall notice shall state difference between what the time employee has received and date on which what the employee is entitled to report back to work. 1) It if subsequently terminated at a future date. Any vacation monies paid shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable credited to the DistrictEmployer against the current vacation entitlement. Further, then in the offer is withdrawn and event an Employer has a job vacancy in a building where there are no qualified employees on layoff status, the employee forfeits any and all rights and ties Employer shall use its best efforts to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit job vacancy from qualified employees shall not have of the right to fill vacant positions until the re-employment pool is void of employees that have seniority and Employer or agent who are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment poolstatus from other buildings.

Appears in 2 contracts

Samples: Independent Contractors Agreement, Independent Contractors Agreement

Recall. 7.5.1 Employees who are in the transfer pool or on layoff shall be selected for placement opportunities on the basis of firstly, their field of employment; secondly, their weekly hours of work category; and thirdly, their seniority. In the case of Education Assistants, the employees shall be selected for placement opportunities on the basis of firstly, their field of employment and identified Special Education Program from their immediately preceding position; secondly, their weekly hours of work category; and thirdly, their seniority. The process shall be as follows: a) When positions become available they shall be posted for seventy two (72) hours to notify employees in the transfer pool or on layoff of bringing laid off those placement opportunities. The employees back to work or increasing will indicate their interest by applying. Employees who indicate their interest in a position in their current field of employment and weekly hours of work category shall be placed prior to consideration (in accordance with Article 7.7.1) of any other employees whose in the transfer pool or on layoff. Education Assistants who indicate their interest in a position in the same identified Special Education Program and weekly hours were previously reduced, within of work category as their immediately preceding position shall be placed prior to consideration of other employees in the last two years, due to economic transfer pool or programmatic needson layoff. a. Employees shall remain b) If more than one employee in the re-transfer pool or on layoff expresses interest in a position in their same field of employment or, in the case of Education Assistants, their field of employment and identified Special Education Program from their immediately preceding position and weekly hours of work category, the most senior employee shall be placed. If the most senior employee has expressed interest in multiple positions, Human Resources will place that employee, taking into consideration the employees’ identified preference, skills and experience. c) If no employee in the transfer pool or on layoff expresses an interest in the position, it may be posted and filled in accordance with Article 5. d) An employee notified of placement under Article 7.5(a) and 7.5(b) will no longer be eligible for two years placement or recall unless subsequently identified for transfer and layoff but shall retain layoff status and may apply for posted positions as a continuous employee for one year from the date of layoff or reductionlayoff. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or e) When temporary positions are posted they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute listoffered as interim assignments in accordance with Article 7.5.1(a), 7.5.1(b) and 7.5.1(c). Employees accepting such assignments shall remain eligible for placement and recall notwithstanding Article 7.5.1(d). h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees reduced from the workforce shall remain be placed on a reduction of workforce list of seniority in the re-employment pool District and may be recalled in reverse order of reduction to any job in the classification or lower ranking job in the classification group in which they had previously worked during the three (3) years prior to layoff, as long as they can perform the job duties as determined by the District and provided no other employee with greater seniority in that job title(s) is on layoff and available for two years from the date of layoff or reductionwork. b. Employees in the re-employment pool The District shall be placed back into under no obligation to offer a reduction in workforce “regular part-time (twenty (20) hours or more per week employee” or a “regular part-time less than (twenty (20) hours per week employee” a “regular full-time position.” c. The District shall be under no obligation to offer a reduction in workforce “regular part-time less than (twenty (20) hours per week employee” a “regular part-time (twenty (20) hours or more per week employee” position. d. An employee will not forfeit their rights to recall should they take a job within the position for which their hours District in a lower classification. Employees who were reduced, or they were laid off from, full-time prior to new employees being hired into layoff who accept a part-time position within the District into shall remain on the recall list for recall to full-time employment until the end of the eighteen (18) month recall period. However, an employee who refuses recall to a position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater hours at an equal or greater pay forfeits any rate will be removed from the recall list and all shall have no further rights and ties to the Districtunder this Article. 3) Any e. All benefits to which an employee on reduced hours who rejects an offer was entitled to at the time of more hours in a position for which they are qualifiedtheir reduction, for with equal or more payincluding unused accumulated sick leave, forfeits the rights will be restored upon their return to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s recordsactive employment. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given placed on the salary step on which they were placed prior to the reduction. One step movement shall be granted if the employee had completed one-half (1/2) a full work year or a minimum of 135 ninety (90) calendar days at least twenty days from the date time of their reduction provided that other employees in their classification within the certified mail bargaining unit received step increases during the period of time the employee was officially postmarked, to report to work or on the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basisreduction. f. Non-bargaining unit Reduction of workforce status shall automatically terminate eighteen (18) months after the effective day of such reduction. No new hourly employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.hired into job title(s) from which employees have been reduced for less than eighteen

Appears in 1 contract

Samples: Reduction in Workforce and Recall Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within 1. Teachers on the last two years, due to economic or programmatic needs. a. Employees shall remain reduction in the re-employment pool for two years from the date of layoff or reduction. b. Employees in the re-employment pool force list shall be placed back into the returned to active employment to fill vacancies in reverse order of reduction for any position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, that becomes available for which they are qualifiedor have become certified before any permanent teacher is hired. The teacher shall have two (2) workdays in which to notify the Board of the teacher’s acceptance of the offered employment. In the event that a reduction in force occurs pursuant to this provision which results in the reduction of five (5) or more members, and the Board decides to recall any of equal the members affected by this specific reduction in force, then each member shall be returned to their original position, should they accept the recall. Affected member includes any person placed on the recall list by virtue of the specific reduction in force, any member reduced in force due to the exercise of displacement rights by a more senior member, or greater pay forfeits any and all person who exercised displacement rights and ties is still in the employ of the board. 2. In the event any vacancy becomes available, the Board shall recall the teacher to active employment status by giving written notice to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a teacher. Said written notice shall be sent to the teacher and the Association President by certified mail letter addressed to the teacher’s last known address as shown on the District’s recordsaddress. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employeeresponsibility of each teacher to notify the Board of any change in address. 3. A teacher who has been laid off shall remain on the reduction in force list until he or she is recalled or until he or she makes a written request to the Superintendent to be removed from the list. Teachers shall remain on the recall list for a period of two (2) years. 4. If a teacher on the reduction in force list is offered a full-time vacant position for which he/she is qualified and refuses that position, then in that event, the Board’s responsibility obligation to keep the District notified as to teacher shall cease and the teacher’s employment with the Board shall terminate and his/her current mailing address and/or phone contact information. 2name shall be removed from the recall list. Nothing in this section shall prevent the Board from exercising its right under Section 3319.11, Ohio Revised Code. Teachers whose contract(s) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee are suspended shall be given at least twenty days from preference when substitute teachers are employed. The provisions of this Article are intended to supersede the date the certified mail was officially postmarked, to report to work or the offer is considered rejectedconflicting provisions of Ohio Revised Code section 3319.17. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Master Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool for two years from the date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- re-employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s District‘s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s employee‘s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- re-employment pool.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Recall. 1. Probationary employees will be recalled only when seniority employees cannot qualify for open positions or after all seniority employees have been recalled. 2. The process union will receive copies of bringing laid off the recall notices. 3. The recall list will be maintained by the employer. Seniority employees back will remain on the recall list for a period of twenty-four (24) months. 4. Each employee on layoff will notify the administrative office, in writing, of an address to work or increasing hours which a letter of employees whose hours were previously reducedrecall may be sent. If no such address is provided, the letter will be mailed to the employee’s last address recorded in the administrative office. 5. Employees in a full-time position at the time of lay-off, who are reduced to a less than full time position due to lay-off, will have recall rights to the first available position that returns them to full time status, within 36 months. When this situation occurs, the last two yearsassociation and district agree to expedite the recall process, due to economic or programmatic needssuch as by telephone, email, regular mail, etc. a. 6. Employees shall remain in the re-employment pool for two years being recalled will be given seven (7) calendar days from the date of layoff receipt of a certified letter of recall to indicate their acceptance or reduction. b. Employees in the rejection of re-employment pool employment. Failure to respond within seven (7) calendar days after receipt of a certified letter will terminate the employer's obligation to rehire said employee. An employee has the right to refuse such recall and shall remain on the recall list should the employee be placed back into the recalled to a lower classification, to a position for which their hours were reducedrequiring less hours, or they were laid off from, prior to new employees being hired into the District into a position requiring more or less days than the position the employee vacated, or when occupied prior to the District needs additional labor hours at specific times and increasing hours would not accommodate student needslayoff. c. 7. Employees will be recalled in the re-employment pool shall be recalledreverse order of layoff according to classification, by seniority, to the position provided they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position.classification. (See Appendix A) g. Employees in the re-employment pool 8. No new employees will be added hired by the employer as long as there are employees laid off who have seniority, except to the substitute list. h. Employees fill positions those on layoff shall are not accrue, but will retain seniority, during their time in qualified to fill as per the re- employment pooljob description.

Appears in 1 contract

Samples: Master Agreement

Recall. The process a. When a vacancy occurs in a job classification, the laid-off or downgraded employee(s) eligible to return to that job classification shall be recalled in the inverse order of bringing their downgrade or layoff. Permanent employees who were laid off employees back or downgraded are eligible to work return to the job classification in which permanent status is held within their regression ladder, but shall have no recall rights to any job classification in which provisional or increasing hours probationary status was held at the time of employees whose hours were previously reduced, within the last two years, layoff or downgrade. When a recall list exists and an employee is on a reinstatement list due to economic or programmatic needsa medical leave of absence, such employee will be merged with employees on the established layoff eligibility list based on seniority. Provisional and probationary employees who had no permanent status in another job classification at the time of layoff shall have no recall rights. Non-career employees shall have no recall rights. a. b. Employees shall remain in the re-employment pool be entitled to recall rights for two a period of five (5) consecutive years from the effective date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s recordsdowngrade. The recall notice shall state the time and effective date on which the employee is to report back to work. 1) It of layoff shall be the employee’s responsibility 's last day of work. The effective date of downgrade shall be the employee's last day of work in the classification from which they are downgraded. An employee who has downgraded and has not been recalled to keep the District notified as classification where permanent status is held within the five (5) year period shall gain permanent status for purposes of layoff in the classification to his/her current which the employee downgraded, or is currently working at the time recall rights are lost, whichever is higher in the regression ladder. c. When a vacancy exists and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address and/or phone contact information. 2) If as shown in the City’s payroll system. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail is returned un-deliverable to the District, then the offer is withdrawn return receipt requested and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.fourteen

Appears in 1 contract

Samples: Labor Agreement

Recall. The process of bringing 1. Any reduced employee with professional status laid off employees back pursuant to work this article shall have the rights to any position for which he/she is licensed for a period equal to the number of years of service to the District but not more than two years commencing from date of notification. Such recalled employee shall be placed on the salary schedule at no lower level than he/she would have attained in the year following lay off and with continued seniority. Further, the recalled employee shall be granted any benefits he/she had accrued up to the point of his/her termination. 2. A laid-off teacher who attains a new licensure may bump the least senior teacher within that area of licensure at the beginning of the school year. The laid-off teacher shall provide the District the license or increasing hours demonstrate to the District the ability to obtain a license at least twenty-one (21) calendar days prior to the opening of employees whose hours were previously reduced, within school. This two year window may be extended by the last two yearsSuperintendent, due to economic or programmatic needsextenuating circumstances related to the licensure process. a. Employees 3. Reduced employees with professional status shall remain be recalled in their inverse order of reduction to positions within their area(s) of licensure. 4. The Superintendent shall notify, by certified mail to his/her last address of record, a reduced employee with professional status to be recalled. If a reduced employee fails to notify the re-employment pool for two years Superintendent within fifteen (15) days from the date of layoff or reduction. b. Employees in mailing of said notice, he/she shall forfeit all such recall rights. It is the re-employment pool shall be placed back into sole responsibility of the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the reduced employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to informed of any change in his/her current mailing address and/or phone contact informationof record and licensure status. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool for two years from the date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- re-employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- re-employment pool.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees reduced from the workforce shall remain be placed on a reduction of workforce list of seniority in the re-employment pool District and may be recalled in reverse order of reduction to any job in the classification or lower ranking job in the classification group in which they had previously worked during the three (3) years prior to layoff, as long as they can perform the job duties as determined by the District and provided no other employee with greater seniority in that job title(s) is on layoff and available for two years from the date of layoff or reductionwork. b. Employees in the re-employment pool The District shall be placed back into under no obligation to offer a reduction in workforce “regular part- time twenty (20) hours or more per week employee” or a “regular part-time less than twenty (20) hours per week employee” a “regular full-time position.” c. The District shall be under no obligation to offer a reduction in workforce “regular part- time less than twenty (20) hours per week employee” a “regular part-time twenty (20) hours or more per week employee” position. d. An employee will not forfeit their rights to recall should they take a job within the position for which their hours District in a lower classification. Employees who were reduced, or they were laid off from, full-time prior to new employees being hired into layoff who accept a part-time position within the District into shall remain on the recall list for recall to full-time employment until the end of the eighteen (18) month recall period. However, an employee who refuses recall to a position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater hours at an equal or greater pay forfeits any rate will be removed from the recall list and all shall have no further rights and ties under this Article. e. All benefits to which an employee was entitled to at the time of their reduction, including unused accumulated sick leave, will be restored upon their return to active employment. The employee shall be placed on the salary step on which they were placed prior to the Districtreduction. One step movement shall be granted if the employee was employed a minimum of one hundred twenty 120 ninety (90) days at the time of their reduction provided that other employees in their classification within the bargaining unit received step increases during the period of time the employee was on the reduction. 3f. Reduction of workforce status shall automatically terminate eighteen (18) Any employee on months after the effective day of such reduction. No new hourly employees will be hired into job title(s) from which employees have been reduced hours for less than eighteen (18) months and who rejects an offer are qualified to perform all aspects of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hoursjob. d. In the case of recall, g. If a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the reduction in workforce employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to recalled by the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.has seven

Appears in 1 contract

Samples: Reduction in Workforce and Recall Agreement

Recall. The process College shall provide notice of bringing laid off position abolishment of not less than one month for each full year that the employee has worked for the College. Notice shall not be less than one month nor greater than nine months. The College may require employees back to continue to work during some or increasing hours all of employees whose hours were previously reducedtheir notice period. If the College does not require an employee to work their full notice period, within the last two yearsemployeewill choose to receive the portion of their notice period: as pay in lieu, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool form of monthly salary continuance, or as severance pay, in the form of a lump sum payment. The College and the employee may mutually agree to notice period comprised of combinations of time worked, pay in lieu, and severance pay. Employees who elect to receive pay in lieu will not be entitled to benefits during salary continuance, but will be eligible for two years recall. Employees who accept severance pay will be considered to have voluntarily resigned from their position, will not be eligible for recall, and will have waived any rights to grieve the abolishment of their position or severance payment. Pay in lieu and severance pay will be calculatedby multiplying the number of months to which the employee is entitled (less any time worked during the notice period)by the employee’s monthly salary at the date of layoff or reduction. b. Employees in the re-employment pool notice, less statutory deductions. An employee notified of position abolishment shall be placed back into entitled to be recalled to the first available continuing position of equal position points or up to position points less, and the qualifications of their original position. The most senior qualified individual on the recall list will be offered employment first. Employees who continue to work during their notice period or receive pay in lieu will have recall rights for six consecutivemonths following the date of notice of the position for which their hours were reducedabolishment, in accordance with Clause If an employee accepts an offer to a continuing position of equal position points or they were laid off fromup to position points less, prior to new employees being hired into and the District into qualificationsof the position original position, salary continuance will cease and the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, will return to the position they left or their hours were reduced. 1) The acceptance grid step of a former position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any . If an employee on layoff status or reduced hours who rejects an offer of re- employment into recall to a continuing position of equal position points or up to position points less, and the qualifications of their original position, for which they are qualified, of equal or greater pay forfeits any and all rights to recall are waived and ties salary continuance will cease. An employee who is terminated due to staff reduction and is subsequently recalled within six months or rehired to a Full Time Continuing or Part Time Continuing position within two years of the date of notification of termination, shall be reinstated with all seniority up to the Districtdate of termination of employment. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Collective Agreement

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Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees reduced from the workforce shall remain be placed on a reduction of workforce list of seniority in the re-employment pool District and may be recalled in reverse order of reduction to any job in the classification or lower ranking job in the classification group in which they had previously worked during the three (3) years prior to layoff, as long as they can perform the job duties as determined by the District and provided no other employee with greater seniority in that job title(s) is on layoff and available for two years from the date of layoff or reductionwork. b. Employees in the re-employment pool The District shall be placed back into under no obligation to offer a reduction in workforce “regular part-time (twenty (20) hours or more per week employee” or a “regular part-time less than (twenty (20) hours per week employee” a “regular full-time position.” c. The District shall be under no obligation to offer a reduction in workforce “regular part-time less than (twenty (20) hours per week employee” a “regular part-time (twenty (20) hours or more per week employee” position. d. An employee will not forfeit their rights to recall should they take a job within the position for which their hours District in a lower classification. Employees who were reduced, or they were laid off from, full-time prior to new employees being hired into layoff who accept a part-time position within the District into shall remain on the recall list for recall to full-time employment until the end of the eighteen (18) month recall period. However, an employee who refuses recall to a position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater hours at an equal or greater pay forfeits any rate will be removed from the recall list and all shall have no further rights and ties to the Districtunder this Article. 3) Any e. All benefits to which an employee on reduced hours who rejects an offer was entitled to at the time of more hours in a position for which they are qualifiedtheir reduction, for with equal or more payincluding unused accumulated sick leave, forfeits the rights will be restored upon their return to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s recordsactive employment. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given placed on the salary step on which they were placed prior to the reduction. One step movement shall be granted if the employee had completed one-half (1/2) a full work year or a minimum of 135 calendar days at least twenty days from the date time of their reduction provided that other employees in their classification within the certified mail bargaining unit received step increases during the period of time the employee was officially postmarked, to report to work or on the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basisreduction. f. Non-bargaining unit Reduction of workforce status shall automatically terminate eighteen (18) months after the effective day of such reduction. No new hourly employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.hired into job title(s) from which employees have been reduced for less than eighteen

Appears in 1 contract

Samples: Reduction in Workforce and Recall Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees reduced from the workforce shall remain be placed on a reduction of workforce list of seniority in the re-employment pool District and may be recalled in reverse order reduction to any job in the classification or lower ranking job in the classification group in which they had previously worked during the three years prior to layoff, as long as they can perform the job duties as determined by the District and provided no other employee with greater seniority in that job title(s) is on layoff and available for two years from the date of layoff or reductionwork. b. Employees in the re-employment pool The District shall be placed back into under no obligation to offer a reduction in workforce “regular part-time twenty hours or more per week employee” or a “regular part-time less than twenty hours per week employee” a “regular full-time position.” c. The District shall be under no obligation to offer a reduction in workforce “regular part-time less than twenty hours per week employee” a “regular part-time twenty hours or more per week employee” position. d. An employee will not forfeit his/her rights to recall should he/she take a job within the position for which their hours District in a lower classification. Employees who were reduced, or they were laid off from, full-time prior to new employees being hired into layoff who accept a part-time position within the District into shall remain on the recall list for recall to full- time employment until the end of the eighteen (18) month recall period. However, an employee who refuses recall to a position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater hours at an equal or greater pay forfeits any rate will be removed from the recall list and all shall have no further rights and ties under this Article. e. All benefits to which an employee was entitled to at the time of his/her reduction, including unused accumulated sick leave, will be restored upon his/her return to active employment. The employee shall be placed on the salary step on which he/she was placed prior to the Districtreduction. One step movement shall be granted if the employee had completed one-half (1/2) a full work year or a minimum of 135 days at the time of their reduction provided that other employees in his/her classification within the bargaining unit received step increases during the period of time the employee was on the reduction. 3f. Reduction of workforce status shall automatically terminate eighteen (18) Any employee on months after the effective day of such reduction. No new hourly employees will be hired into job title(s) from which employees have been reduced hours for less than eighteen (18) months and who rejects an offer are qualified to perform all aspects of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hoursjob. d. In g. If a reduction in workforce employee is recalled by the case District, the employee has seven calendar days from the mailing of recallthe certified letter (return receipt requested, a notice shall be sent by certified mail to the last known address as shown on provided to the District’s recordsDistrict by the employee), to accept or reject the position. The recall notice shall state If the time and date on which position is accepted, the employee is has ten (10) working days to report. If the employee rejects an offer of a position of equal or greater hours at an equal or greater pay rate or fails to report back to work. 1within ten (10) It shall days, it will be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. a voluntary resignation. The District may fill the position with a substitute on a temporary basisextend time lines at its discretion to accommodate employees who have found other employment during reduction periods and who must give notice to their other employer. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool for two years one year from the date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Recall. The process of bringing laid (a) There will be two recall lists for laid-off employees back covered by Part A and Part B of this Collective Agreement. Human resources will maintain the following lists: (i) one recall list consisting of the names of all laid-off, full-time employees, (ii) one recall list consisting of the names of all laid-off, part-time employees. Part-time employees will have their seniority pro-rated. The Union will be provided with these lists on a monthly basis. Full-time employees will be recalled to work or increasing hours of full-time positions and part-time employees whose hours were previously reduced, within the last two years, due will be recalled to economic or programmatic needspart-time positions. a. (b) Employees shall remain in the re-employment pool affected by position disruption will be placed on a recall list for two years a period of up to 24 months from the date of layoff or reductionNotification Date. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, (c) Trustholders will consider any employee on a recall list prior to new employees being hired into the District into the filling any general support trust employee position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needsthat is of more than 12 months duration. c. Employees in (d) Subject to Article 14 (Exceptions to Terms and Conditions of Employment), an employee recalled will be paid as per the re-employment pool shall be recalled, by seniority, to appropriate grade for the position they left or their hours were reducednew position. 1(e) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any An employee on layoff status (i.e., given notice of layoff or reduced hours who rejects an laid off) will be recalled in the order of their seniority, subject to being qualified for the job and being able to fulfil the duties, or being qualified and able to fulfil the duties through job familiarization with reasonable on-the-job training, within a training period not to exceed one month. The determination of the above will be made by the Trustholder. (f) An employee is removed from the recall list when: (i) they are recalled to a position at their former status, grade and location; (ii) they decline one offer of re- employment into recall to a position, for position which is at least at their former status and grade and location (does not include casual or auxiliary positions); (iii) they forgo recall pursuant to the Position Disruption Training Benefits provision [15.07 (e)]; (iv) they voluntarily withdraw from the recall list; (v) they are qualified, dismissed for just cause; (vi) they fail to return to work within ten days of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer receipt of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case notice of recall, a notice shall be sent by certified mail to ; (vii) they voluntarily resign; (viii) the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to workperiod expires. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Trust Agreement

Recall. 1. Employees on layoff shall be recalled in the order of seniority by department providing that those recalled have: demonstrated ability and qualifications to perform the available" work. 2. No employee shall be forced to accept a recall to a position other than which he held prior to layoff. 3. The process Board shall give written notice of bringing recall from lay off by sending a certified letter to said employee at his last known address. It shall be the responsibility of each employee to notify the Board of any change in address. The employee's address as it appears on the Board's record shall be conclusive when used in connection with the xxxxxx, recall or other notice to the employee. If an employee fails to report to work within ten (10) calendar days from date of sending of the recall, unless an extension is granted in writing by the Board, said employee shall be considered as a voluntary quit and shall thereby terminate his employment with the school district. 4. Should the Board re-instate a position that had been eliminated, the employee, if not on layoff, who previously held the position, shall be offered the position before it is offered to laid off employees. 5. A recall list shall be maintained for a period not to exceed one (1) year. Thereafter, a laid off employee shall lose his/her right to recall. ARTICLE10 - VACANCIES. PROMOTIONS. & TRANSFERS A. A vacancy, as determined by the Board, shall be defined as any position, either newly created or a present position, that is not filled. B. The following procedure shall be followed regarding any Board-determined vacancy: 1. The Board agrees to post determined vacancies on Union bulletin boards. The posting shall include: the designated location, classification, brief statements of the general responsibilities, qualifications, and hours assigned. 2. Determined vacancies shall be posted for five (5) departmental working days before an appointment is made. The posting shall be mailed on the day of posting to the last known address of each employee who is not actively working at this 'time. 3. Interested employees back shall submit in writing a statement of their qualifications to work the supervisor designated on the job posting. The Union president will be provided with a list showing those who signed for the position. 4. All vacancies shall be filled within three (3) departmental working days after the posting period, unless no candidates have applied for the position. 5. An employee offered a vacancy under these provisions shall have twenty-four (24) hours to notify the immediate supervisor of their decision to accept or increasing hours reject the offer. 6. For the purpose of employees whose hours were previously reducedthis section, qualified shall mean, "meeting the minimum qualifications necessary to perform the tasks of the open position". The employee with the most seniority and qualifications to fulfill the duties of the job shall be given first preference to the open job. 7. Only when there are no qualified applicants as determined by the Board from the bargaining unit, the Board may interview and subsequently fill the vacancies with applicants from outside the bargaining unit. In this case, the Board shall make its best efforts to fill the position within ten (10) working days following expiration of the posting. 8. Upon filling the posted position, the name of the employee shall be provided, along with a copy of the job posting, to the Union president. MASTER AGREEMENT - XXXX PUBLIC SCHOOLS & OCAWIU - 1998-2001 9. When transferring to a different classification, building, or shift, an employee shall serve a fifteen (15) working day time period if the employee has trialed in that position before within the last two years. At the end of the trial period, due if the employee's work is unsatisfactory according to economic or programmatic needs. a. Employees shall remain in evaluations conducted, or, if the re-employment pool for two years from employee so requests, the date of layoff or reduction. b. Employees in the re-employment pool employee shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as reinstated to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular previously held position. g. Employees a. Either the Board or the employee may waive all or part of this trial period, such waiver to be in writing. b. If an employee receiving such a transfer has previously been temporarily assigned in the re-employment pool will new classification for one or more periods encompassing ten (10) or more consecutive work days, such time in temporary assignments shall be added counted toward the thirty (30) day trial period. C. If the Board intends to change the work schedules and/or assignments of bargaining unit employees, such intentions shall be communicated to the substitute listbargaining unit. If requested a meeting shall be scheduled to receive input from bargaining unit representatives. If the Board decides to proceed with the changes, it shall announce its decision and make any necessary postings related to the implementation within five days of such meeting. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Master Agreement

Recall. (a) The process of bringing last employee laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool for two years from the date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility first recalled, in accordance with seniority. However, an employee shall not be recalled to keep a higher paying job title than his/her own previous job title. If an employee is recalled to a job title other than his/her own, such employee may refuse such recall and remain on layoff. If a senior employee is recalled to a job title other than his/her own, and accepts such recall, he/she shall be under the District notified same qualifying conditions as outlined in Article V, Section 3(b). (b) When job openings become available, the bumped, eliminated, and/or recalled employee shall be returned to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the Districtrespective job title, then the offer is withdrawn department, work area, and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarkedshift, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary seniority basis. f. Non(a) In the event of a layoff and/or job elimination, the AUTHORITY agrees to give all affected employees and the UNION at least forty-bargaining unit five (45) working days advance notice or pay in lieu thereof. (b) There shall be a UNION Officer present during the bumping procedure and affected employees shall be advised of all options in the bumping process. (c) Recalled employees must return within ten (10) days of notification by the AUTHORITY. The AUTHORITY shall forward the employee notice by certified mail (return receipt) and provide the UNION with a copy of the notice. (d) In the event of a layoff, employees with at least one (1) year of seniority are entitled to receive continued medical insurance coverage for a period of up to 3 months, reimbursable by the Authority. In addition,an Employee laid off with at least one (1) year seniority shall be paid one (1) week of severance pay for each year of service, up to a maximum of twelve (12) weeks, payable at the time of separation. (e) An employee shall have recall rights for two (2) years, or length of service, whichever is less. (f) Employees who bump into lower paying positions shall be paid the maximum of the new position or his/her current rate, whichever rate is higher. Employees who bump into lower paying positions and are receiving a higher rate of pay, shall maintain their rate of pay and shall not have receive any wage increase while he/she remains in the right to fill vacant positions lower paying position, until the re-employment pool is void salary of employees that have seniority and are qualified in that particular positionthe new job equals his/her present rate of pay. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Recall. The process of bringing laid off Unit employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool for two years from the date of on layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior recalled to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, fill available vacancies for which they are qualifiedlegally qualified (i.e. licensed) in reverse order of layoff (i.e., of equal or greater pay forfeits any and all rights and ties last to be laid off – the District.first to be offered recall), in accordance with the following procedures: 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. 1. In the case event of a recall, a notice the laid off employee shall be sent noti- fied by certified receipted mail addressed to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility last report- ed address on file with the Employer, with a copy to keep the District notified as Union. Such employee must advise the Employer within seven (7) days, excluding holidays and weekends, after deliv- ery of the recall notice at such address whether or not he/she accepts the recall offer. Recall notices which are not success- fully delivered to the affected employee’s residence of record due to an incorrect address resulting from the employee’s fail- ure to advise the Employer of his/her current mailing address and/or phone contact informationcorrect address, shall nevertheless be deemed “received” as of the date and time the initial delivery had been attempted. 2) If certified mail is returned un-deliverable to . In the District, then the offer is withdrawn and event the employee forfeits any declines the recall offer, or fails to notify the Employer of his/her decision within the above- mentioned seven (7) days, excluding holidays and weekends, the employee shall lose all seniority rights under the Agreement and ties to the Districtbe considered a voluntary quit. 3) A recalled . Any employee who timely accepts a recall pursuant to a written recall notification delivered under the provisions of Paragraph 1 above, shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work at the start of his/her shift within fourteen (14) regularly scheduled work days fol- lowing the day on which he/she timely notified the Employer of the timely acceptance of recall, or within such greater peri- od as may be mutually and reasonably agreed upon by the offer is Employer and employee. Failure to return to work within the aforesaid time period following the acceptance of the recall, shall result in the employee’s forfeiture of all his accumulated seniority and he/she shall be considered rejecteda voluntary quit. e. The District 4. Should the Employer be faced with dire, serious opera- tional issues and be in urgent need of an employee(s) to fill a vacant position(s) for which the laid off employee is qualified, the Employer may fill attempt initially to recall qualified laid-off employees, in department seniority order, by telephone. In all such cases, the position Union shall be notified prior to commencing the telephone recall procedure, and be afforded the opportuni- ty to be physically present at the time and place where all such calls are being made. In addition, the Employer shall maintain a written log with a substitute on a temporary basisthe name of the individual called, the tele- phone number called, and the date and time of each such call. It is expressly understood and agreed, however, that the Employer must follow-up all such telephone calls with written recall notifications as provided in Paragraph 1 above. f. Non5. Unit employees (excluding probationary and casual employees) shall enjoy recall rights by terminal for a period not to exceed five (5) years following the effective date of the lay-bargaining unit employees shall not have off, or for the right to fill vacant positions until length of the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees employee’s continuous service with the Employer in the re-employment pool will be added to the substitute listunit covered by this Agreement, whichever is less. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Office Clerical Operational Supplement

Recall. The process A. R.S. 15-544C. A certificated teacher dismissed for reasons of bringing laid off employees back economy or to work or increasing hours improve the efficient conduct and administration of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees schools of the school district shall remain have a preferred right of reappointment in the re-order of original employment pool for two years from by the date of layoff or reduction. b. Employees Governing Board in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees event of an increase in the re-employment pool shall be recalled, by seniority, to number of certificated teachers or the position they left or their hours were reducedreestablishment of services within a period of three years. 1) The acceptance . Teachers who are terminated due to reduction in force will be offered recall for a period of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transferthree years in reverse order of layoff to vacant positions for which are certified. 2. The District will make phone contact with the affected teachers. If there is no successful phone contact, the District will give written notice of recall by sending certified letters to the affected teachers at their last-known addresses. It is the responsibility of such teachers to notify the Human Capital Department of any change in address. Any teacher so notified must respond within fourteen (14) Any employee calendar days of receipt of the notice concerning their acceptance or rejection of the offered positions. 3. No new teaching appointments will be made by the district while there are reduction in force teachers who are certified and willing to fill the vacancies. 4. Teachers will not lose their recall rights if they secure other non-teaching employment while they are terminated due to reduction in force. 5. The District will annually provide the Association with a current list of those teachers who have retained recall rights. 6. All benefits to which teachers are entitled at the time of termination due to reduction in force will be restored to those teachers upon their return to active employment with the district, and such teachers will be placed on layoff status or reduced hours the appropriate step of the salary schedule based upon their previous contract step. 7. Within the limits of individual teacher's certification, teachers with greater seniority will be given preference in employment. 8. Teachers who rejects an offer were notified of re- employment into a positionthe District's intent not to reemploy them due to reduction in force, will be moved to the unassigned list as positions for which they are qualifiedcertified become available, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown provided no other teachers on the District’s recordsunassigned list have the appropriate certification. The recall notice shall state An Assignment Preference Sheet will be forwarded to them at the time and date on which the employee is to report back to workof notification. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Teacher Employment Agreement

Recall. The process 1. Recall shall be in inverse order of bringing layoff, and laid off employees back Employees shall be recalled as specified below before any new Employees are hired, provided they have the ability to perform the work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needsavailable. a. Employees 2. Notice of recall shall remain in be sent to the re-employment pool for two years "laid off" Employee at his/her last address of record by registered or certified mail. If the Employee fails to respond within five (5) days from the date of layoff delivery of the notice of recall, or reduction. b. Employees in the re-employment pool event no delivery is possible ten (10) days after mailing, and/or if he/she does not agree to report to work within ten (10) days from the date of response, he/she shall be placed back into the position for which their hours were reducedterminated, or they were laid off fromunless reasonable cause, in writing, prior to new employees being hired into the District into filling of the position position, is given for not responding or not reporting. Extension of the employee vacatedfive (5) day period of response and the ten (10) day report-to-work period may be granted by the University for unusual circumstances or appropriate cause. 3. The University shall maintain a list of laid off Employees according to classification and bargaining unit seniority. Laid off Employees shall have recall rights for a period equal to their length of service up to three (3) years. 4. Probationary Employees shall not be extended "recall" rights. 5. Laid off Employees will return to work with the same continuing service status and seniority they had at the time of the layoff. 6. The University shall recall Employees to positions in their classification at time of layoff, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees to positions in the re-employment pool next lowest level of their classification sequence, provided they have the ability to perform the duties of the available position. Such work shall be recalledconsidered comparable to their previous positions, by and a refusal of such an employment offer shall terminate an Employee's seniority, recall and employment rights with the University. The University may also recall Employees to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, other comparable bargaining unit positions for which they are qualified, and a refusal of equal such an employment offer in the salary grade of their previous classification or greater pay forfeits any the next lower salary grade shall terminate the Employee's seniority, recall, and all employment rights with the University. 7. Any bargaining unit employee who is on layoff, and ties recalled to a vacancy/job, shall return to the District. 3layoff list if: (1) Any employee on reduced hours who rejects an offer of more hours in a position they fail to qualify for which the vacancy/job during the job qualifying period, or (2) if they are qualified, for with equal or displaced by a more pay, forfeits senior employee during the rights to additional hoursjob qualifying period. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Collective Agreement

Recall. The process Hospital s h a l l give each employee i n t h e bargaining unit who has acquired seniority and who is to be l a i d off for a period of bringing laid more than thirteen weeks, notice in writing of his lay-off employees back in accordance with the following year but less than years' service weeks' notice years but less than years' service weeks' notice years but less than years' service weeks' notice years but less than years' service weeks' notice years but less than years' service weeks' notice years but less than years' service weeks' notice years service or more weeks' notice Such notice will be handed to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees shall remain in the re-employment pool for two years from the date of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, signed acknowledgement requested if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to work. 1) It at work at the time the notice is ready for delivery. In the alternative, it shall be mailed by registered mail. An employee laid-off and recalled to a temporary position shall not be entitled to further notice of lay-off. In the employee’s responsibility event of a proposed lay-off of more than thirteen weeks' duration, the Hospital will, if possible: provide the Union with no less than thirty calen- dar days notice of such layoff, and meet with the Union through the Labour-Management Com- mittee to keep review the District notified as following: the service the Hospital will undertake after the lay-off; the method of implementation including the areas of cutback and employees to his/be laid off. In the event of a substantial bed cutback or cutback in service, the Hospital will, if possible, provide the Union with reasonable notice. If requested, the Hospital will meet with the Union through the Labour-Management Committee to review the reasons and expected duration of the bed cutback or cutback in service, any realignment of service or staff and its effect on employees in the bargaining unit. In all other cases of lay-off, the Hospital shall, if possible, give each employee in the bargaining unit who has acquired seniority, one week's notice provided however, such notice s h a l l not be required i f the layoff occurs because of emergencies ( f o r example, f i r e , act of God, power failure or equipment breakdown). In t h e event of lay - off, the Hospital s h a l l lay - off employees i n the reverse order of t h e i r within t h e i r classification; provided t h a t there who then have the a b i l i t y to perform An employee who is subject r i g h t to either: (a) Accept t h e lay - off or displace an employee who seniority and who is t h e lower or identical paying remain on the job employees t h e work. to lay - off s h a l l have the has lesser bargaining unit least senior employee i n a classification i n the bar - gaining unit i f the employee originally subject to lay - off can perform the duties of the lower or identical without training other than orientation. Such employee so displaced s h a l l be laid off subject to h i s or her current mailing address and/or phone contact information. 2rights under t h i s section. The decision of the employee to choose (a) If certified mail is returned un-deliverable or above s h a l l be given i n writing to the Districtdesignated Hospital representative five (5) working days (excluding Saturday, then Sunday and holidays) following the offer is withdrawn and notification of lay - off. Employees f a i l i n g to do so w i l l be deemed to have accepted the lay - off. An employee forfeits any and all rights and ties s h a l l have t h e opportunity of recall from a lay - off to an available opening, i n order of seniority, provided he has the District. 3) A recalled employee shall a b i l i t y to perform t h e work. Employees on lay - off s h a l l be given at least twenty preference for tempor- ary vacancies which are expected to exceed ten (10) working days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not provided they have the right a b i l i t y to fill vacant positions until perform the re-employment pool is void of employees that have seniority work. An employee who has been recalled to such temporary vacancy s h a l l not be required to accept such recall and are qualified in that particular positionmay instead remain on lay - off. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Collective Agreement

Recall. The process A. For a period of bringing laid four (4) years after the effective date of any layoff, force adjustment, technological displacement or involuntary transfer, the following will apply to employees laid-off or who have exercised their seniority under Article 18, or Article 17 involuntarily transferred: Employees with 12 or more months’ seniority who have been laid-off or who have exercised their seniority under Article 18, or involuntarily transferred under Article 17, shall be given one offer of recall to a designated former job classification and exchange subject to the provisions of Article 16, Sections 2.A.2, and the following: At the time of any layoff, involuntary transfer, force adjustment, technological displacement or granting of leave, the Company will provide all employees back a form on which to work designate one (1) former job classification and exchange to which they desire recall. (NOTE: Employees force adjusted, technologically displaced or increasing hours involuntarily transferred to multiple job classifications and exchanges over a period of time must choose and designate one (1) former job classification and exchange to which they desire recall.) All employees whose hours were previously reducedare required to make such a designation for any and all layoffs, within involuntary transfers, force adjustments, technological displacements and leaves of absence. Employees failing to designate a former job classification and exchange forfeit all recall rights until such time a designation is made. Employees may take or change their designation at any time by notifying Human Resources by certified U.S. Mail. In the last two yearsevent Human Resources receives multiple designations, due to economic the one (1) designation of latest date will prevail. Only those designations postmarked on or programmatic needs. a. Employees shall remain in before the date Human Resources receives a personnel requisition will be considered valid for that requisition. Laid-off (inactive) employees with 12 months’ seniority will be given one offer of re-employment pool for two years from to a position other than their designated former job classification as vacancies occur. Acceptance or refusals of such a vacancy will not cancel the date employees recall right to a former job classification and exchange within their former district, subject to the provisions of layoff Article 16, Section 2.A.3., as vacancies occur. Acceptance or reduction. b. Employees refusal of such a vacancy will not cancel the employee’s recall rights to former job classification as described in Article 17 or Article 18. For the re-employment pool purposes of recall under Article 17 or Article 18 the Berea, Bryantsville, Hustonville, Lancaster, Lexington, Liberty, Midway, Nicholasville, Paint Lick, Versailles and Xxxxxxx exchanges shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees considered together as one district. Employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall offered return from layoff will be recalled, notified by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be registered letter sent by certified mail to the last known mailing address as shown on in the DistrictCompany’s records. The recall notice shall state the time Employees must accept or refuse return within 10 days of mailing and date on which the employee is to if they accept must report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty job within 15 days from the date the certified mail offer was officially postmarked, received or forfeit all rights to report to work or reinstatement. No impairment which existed at termination of the offer is last preceding period of Company service shall be considered rejected. e. The District may fill the position with as proper cause for a substitute on a temporary basis. f. Non-bargaining unit employees denial of reemployment. Any employee rehired under this section shall not have the right to fill vacant positions until continuity of his service protected. Interruptions in service of 30 days or less shall be treated as a furlough. Where the re-employment pool is void of employees that have seniority and are qualified time periods specified in that particular position3.A.4. above will work an undue hardship on an employee, they may be extended. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Recall. The process 1. Recall shall be in inverse order of bringing layoff, and laid off employees back Employees shall be recalled as specified below before any new Employees are hired, provided they have the ability to perform the work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needsavailable. a. Employees 2. Notice of recall shall remain in be sent to the re-employment pool for two years "laid off" Employee at his/her last address of record by registered or certified mail. If the Employee fails to respond within five (5) days from the date of layoff delivery of the notice of recall, or reduction. b. Employees in the re-employment pool event no delivery is possible ten (10) days after mailing, and/or if he/she does not agree to report to work within ten (10) days from the date of response, he/she shall be placed back into the position for which their hours were reducedterminated, or they were laid off fromunless reasonable cause, in writing, prior to new employees being hired into the District into filling of the position position, is given for not responding or not reporting. Extension of the employee vacatedfive (5) day period of response and the ten (10) day report-to-work period may be granted by the University for unusual circumstances or appropriate cause. 3. The University shall maintain a list of laid off Employees according to classification and bargaining unit seniority. Laid off Employees shall have recall rights for a period equal to their length of service up to three (3) years. 4. Probationary Employees shall not be extended "recall" rights. 5. Laid off Employees will return to work with the same continuing service status and seniority they had at the time of the layoff. 6. The University shall recall Employees to positions in their classification at time of layoff, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees to positions in the re-employment pool next lowest level of their classification sequence, provided they have the ability to perform the duties of the available position. Such work shall be recalledconsidered comparable to their previous positions, by and a refusal of such an employment offer shall terminate an Employee's seniority, recall and employment rights with the University. The University may also recall Employees to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, other comparable bargaining unit positions for which they are qualified, and a refusal of equal such an employment offer in the salary grade of their previous classification or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualifiednext lower salary grade shall terminate the Employee's seniority, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to and employment rights with the last known address as shown on the District’s records. The recall notice shall state the time and date on which the employee is to report back to workUniversity. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Recall. The process of bringing laid X. Xxxx-off employees back or employees who have bumped will have recall rights for up to work or increasing hours of employees whose hours were previously reduced, within eighteen (18) months starting from the last two yearsday of work in the job classification held prior to the initial layoff, due transfer, bump, or reduction in hours, provided they are immediately qualified to economic or programmatic needsperform the required work. a. Employees shall remain B. Whenever, in the re-employment pool for two years from judgment of the date University, it is necessary to increase the work force in a department following a layoff, employees will be recalled in order of layoff or reduction. b. Employees in the re-employment pool shall be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to i.e., the position they left or their hours were reduced. 1) The acceptance of a positionmost senior employee will be recalled first, if different than provided that the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the recalled employee is immediately qualified to report back to perform the required work. 1) It . University-authorized new or vacant positions shall first be offered, in seniority order, to the most senior pre-layoff classification incumbent who, as a result of layoff, had exercised his/her seniority to bump laterally within a salary grade or into a position in a lower salary grade. Recall or reinstatement will continue in order of seniority. 2. Subject to the eligibility provisions in Section 2.A.2. above, if a vacancy occurs in a lower grade level, it is the employee’s responsibility 's option to keep accept that position if the District notified employee is immediately qualified. If the employee chooses to accept the lower level position, the employee will be removed from the recall list. 3. Employees may choose to remain on the recall list rather than accept recall to a non-comparable position (i.e., in terms of hours, grade, salary, and benefits). An employee who is offered a position in her/his former job classification and who refuses the offer shall not be entitled to further recall rights. C. An employee has five (5) workdays from receipt by certified mail of a notice of recall to return to work. However, if an employee requests additional time during this five (5) day period, the employee will have up to ten (10) workdays to report. D. Seniority will continue to accrue up to eighteen (18) months during time spent on layoff, and the employee shall retain all seniority accumulated prior to layoff. E. The University shall not hire new employees in bargaining unit positions as long as there are still eligible employees on the recall list who are immediately qualified to perform the work in the affected job classification and are willing to be recalled to said classification. F. An employee who is recalled to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee classification shall be given compensated at least twenty days his/her former salary plus any additional increase provided during the layoff period. An employee who is recalled to his/her former salary grade shall be compensated at his/her former salary plus any additional increase provided during the layoff period. An employee recalled to a lower salary grade classification shall be paid at his/her former salary plus any additional increase provided during the layoff period, unless it is higher than the maximum of the lower salary grade range, in which event the maximum salary at the lower salary grade range will apply. If and when the provisions of this paragraph are implemented, the placement of an employee in a classification different from the date the certified mail was officially postmarked, to report to work his or the offer is considered rejectedher previous classification will not establish a basis for any future salary inequity issues. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Recall. The process of bringing (a) When an employee on a seniority list is laid off employees back due to lack of work or suspension of operations and does not otherwise voluntarily resign, the employee shall be retained on a recall list for a period of time equal to the employee’s length of service but not more than two (2) years unless recalled within that period to work or increasing hours at the same classification level from which the lay-off took place. A recall list shall be maintained for each seniority group from which a lay-off has occurred in the preceding two (2) years. Recall will be made from the lists in order of employees whose hours were previously reduced, within the last two years, due seniority to economic or programmatic needsany job for which that period has recall rights. a. Employees shall remain in (b) While on a recall list, the reperson on lay-employment pool off will retain seniority standing but, with the exception of 10.06 Job Postings, will not be considered an employee for two years from the date purpose of layoff or reductionthis Agreement. b. Employees in the re-employment pool shall (c) Notification of recall will be placed back into the position for which their hours were reduced, or they were laid off from, prior to new employees being hired into the District into the position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater pay forfeits any and all rights and ties to the District. 3) Any employee on reduced hours who rejects an offer of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hours. d. In the case of recall, a notice shall be sent by certified mail registered letter to the last known address as shown on of the District’s recordsperson concerned. The recall notice shall state In all such cases notification will also be provided to the time and date on which Union. If the person does not report for work within ten (10) working days after recall, without acceptable excuse, the employee is to report back to work. 1) It shall be terminated. It is the employee’s responsibility of those on recall to keep the District notified as to his/her Human Resources Office informed of their current mailing address and/or phone contact informationaddresses. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3(i) A recalled employee shall person on a recall list will be given at least twenty days from the date the certified mail was officially postmarked, first opportunity to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have position provided that the right laid off employee has the ability to fill vacant positions until perform the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in required work. That person will, however, remain on the re-employment pool will be added to the substitute recall list. h. Employees (ii) A person on layoff shall a recall list who returns to work to fill a temporary position for a term of six (6) months or less is not accrueeligible for coverage under the Company Pension Plan, but will retain senioritythe Long Term Disability Insurance Plan, during their time the Dental Plan, Article 5.07 or Article 16 - Leave of Absence. Enrolment in the re- Health Care Plans, Article 12.01, is optional and coverage for those who enrol will be effective on the first day of the month following employment poolin the temporary position. Article 16.01, 16.02, 16.03 will not be applicable; however, sickness supplement credits may be earned at the rate of one-half day per month of employment in the temporary position.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees reduced from the workforce shall remain be placed on a reduction of workforce list of seniority in the re-employment pool District and may be recalled in reverse order of reduction to any job in the classification or lower ranking job in the classification group in which they had previously worked during the three (3) years prior to layoff, as long as they can perform the job duties as determined by the District and provided no other employee with greater seniority in that job title(s) is on layoff and available for two years from the date of layoff or reductionwork. b. Employees in the re-employment pool The District shall be placed back into under no obligation to offer a reduction in workforce “regular part- time twenty (20) hours or more per week employee” or a “regular part-time less than twenty (20) hours per week employee” a “regular full-time position.” c. The District shall be under no obligation to offer a reduction in workforce “regular part- time less than twenty (20) hours per week employee” a “regular part-time twenty (20) hours or more per week employee” position. d. An employee will not forfeit their rights to recall should they take a job within the position for which their hours District in a lower classification. Employees who were reduced, or they were laid off from, full-time prior to new employees being hired into layoff who accept a part-time position within the District into shall remain on the recall list for recall to full-time employment until the end of the eighteen (18) month recall period. However, an employee who refuses recall to a position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater hours at an equal or greater pay forfeits any rate will be removed from the recall list and all shall have no further rights and ties under this Article. e. All benefits to which an employee was entitled to at the time of their reduction, including unused accumulated sick leave, will be restored upon their return to active employment. The employee shall be placed on the salary step on which they were placed prior to the Districtreduction. One step movement shall be granted if the employee was employed a minimum of one hundred twenty 120 days at the time of their reduction provided that other employees in their classification within the bargaining unit received step increases during the period of time the employee was on the reduction. 3f. Reduction of workforce status shall automatically terminate eighteen (18) Any employee on months after the effective day of such reduction. No new hourly employees will be hired into job title(s) from which employees have been reduced hours for less than eighteen (18) months and who rejects an offer are qualified to perform all aspects of more hours in a position for which they are qualified, for with equal or more pay, forfeits the rights to additional hoursjob. d. In the case of recall, g. If a notice shall be sent by certified mail to the last known address as shown on the District’s records. The recall notice shall state the time and date on which the reduction in workforce employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to recalled by the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given at least twenty days from the date the certified mail was officially postmarked, to report to work or the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basis. f. Non-bargaining unit employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.has seven

Appears in 1 contract

Samples: Reduction in Workforce and Recall Agreement

Recall. The process of bringing laid off employees back to work or increasing hours of employees whose hours were previously reduced, within the last two years, due to economic or programmatic needs. a. Employees reduced from the workforce shall remain be placed on a reduction of workforce list of seniority in the re-employment pool District and may be recalled in reverse order of reduction to any job in the classification or lower ranking job in the classification group in which they had previously worked during the three (3) years prior to xxxxxx, as long as they can perform the job duties as determined by the District and provided no other employee with greater seniority in that job title(s) is on layoff and available for two years from the date of layoff or reductionwork. b. Employees in the re-employment pool The District shall be placed back into under no obligation to offer a reduction in workforce “regular part-time (twenty (20) fifteen (15) hours or more per week employee” or a “regular part-time less than (twenty (20) fifteen (15) hours per week employee” a “regular full-time position.” c. The District shall be under no obligation to offer a reduction in workforce “regular part-time less than (twenty (20) fifteen (15) hours per week employee” a “regular part-time (twenty (20) fifteen (15) hours or more per week employee” position. d. An employee will not forfeit their rights to recall should they take a job within the position for which their hours District in a lower classification. Employees who were reduced, or they were laid off from, full-time prior to new employees being hired into layoff who accept a part-time position within the District into shall remain on the recall list for recall to full-time employment until the end of the eighteen (18) month recall period. However, an employee who refuses recall to a position the employee vacated, or when the District needs additional labor hours at specific times and increasing hours would not accommodate student needs. c. Employees in the re-employment pool shall be recalled, by seniority, to the position they left or their hours were reduced. 1) The acceptance of a position, if different than the position they held before being laid off or their hours reduced, is considered a voluntary transfer. 2) Any employee on layoff status or reduced hours who rejects an offer of re- employment into a position, for which they are qualified, of equal or greater hours at an equal or greater pay forfeits any rate will be removed from the recall list and all shall have no further rights and ties to the Districtunder this Article. 3) Any e. All benefits to which an employee on reduced hours who rejects an offer was entitled to at the time of more hours in a position for which they are qualifiedtheir reduction, for with equal or more payincluding unused accumulated sick leave, forfeits the rights will be restored upon their return to additional hours. d. In the case of recall, a notice shall be sent by certified mail to the last known address as shown on the District’s recordsactive employment. The recall notice shall state the time and date on which the employee is to report back to work. 1) It shall be the employee’s responsibility to keep the District notified as to his/her current mailing address and/or phone contact information. 2) If certified mail is returned un-deliverable to the District, then the offer is withdrawn and the employee forfeits any and all rights and ties to the District. 3) A recalled employee shall be given placed on the salary step on which they were placed prior to the reduction. One step movement shall be granted if the employee had completed one-half (1/2) a full work year or a minimum of 135 ninety (90) calendar days at least twenty days from the date time of their reduction provided that other employees in their classification within the certified mail bargaining unit received step increases during the period of time the employee was officially postmarked, to report to work or on the offer is considered rejected. e. The District may fill the position with a substitute on a temporary basisreduction. f. Non-bargaining unit Reduction of workforce status shall automatically terminate eighteen (18) months after the effective day of such reduction. No new hourly employees shall not have the right to fill vacant positions until the re-employment pool is void of employees that have seniority and are qualified in that particular position. g. Employees in the re-employment pool will be added to the substitute list. h. Employees on layoff shall not accrue, but will retain seniority, during their time in the re- employment pool.hired into job title(s) from which employees have been reduced for less than eighteen

Appears in 1 contract

Samples: Reduction in Workforce and Recall Agreement

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