Common use of Reduction in Force and Layoff Protocols Clause in Contracts

Reduction in Force and Layoff Protocols. A Reduction In Force (RIF) and the manner in which it is executed applies to all Teamster represented positions covered by the three (3) collective bargaining agreements between the City and the Union. Employees who have worked in any of the collective bargaining agreements between Teamsters Local 14 and the City retain seniority and reduction in force rights as defined in this Article within those bargaining units. City of North Las Vegas employees working outside these bargaining units have no seniority rights to return to a previously held position within these Agreement(s). A. A RIF may take place upon City Manager directive and is defined as an involuntary elimination of an employee’s position within their current classification due to a management restructuring of its operations. 1. The City may eliminate a position at any time. 2. Notice of at least thirty (30) calendar days will be given to employees whose positions are reduced through a RIF. In lieu of notice, an equivalent amount of salary, based on the employee’s regular work schedule and classification, will be paid to the employee. This includes both a reduction in pay through placement in a lower paying position and the layoff of the employee. B. Displacement and bumping protocols will occur in the following order: 1. Once a position within a classification has been identified for elimination within a department, all temporary and regular part-time employees in that classification will be displaced first. Employees that are serving their probationary period in that classification will be displaced next. Finally, the least senior regular employee in that position within the department will be displaced. Employees assigned to the Police Department will be subject to an updated background check. 2. The displaced employee will, in turn, displace (“bump”) the least senior employee in the classification working in another department. If there are multiple reductions in the same classification, the employees being initially impacted will be listed in seniority order and the most senior employee will select from the available positions and the process will continue until each of the displaced employees has been placed in an active position within the classification (i.e., there are three (3) reductions in a department. The most senior of the three will choose from the positions held by the three least senior employees in the classification in other departments, and the process continues until the three employees have been placed in new positions or move to the next step in the displacement process.). 3. If there are no other positions within the classification, the regular employee whose position has been reduced will bump the least senior employee in any equal or lower paying position previously held by that regular employee. It is understood that previously held positions that have subsequently been modified in scope and/or job title will qualify for bumping unless the previously held position has been eliminated completely. 4. An employee who has been displaced as a result of this procedure will have the same rights under this section as the employee whose position was initially eliminated. 5. Employee(s) who exercise their seniority rights to return to a previously held position through the displacement process will be paid at the Step in the wage schedule they held when they left that position and be given credit for previous time spent at that Step of the wage schedule for future Step increase consideration. 6. An employee with seniority rights to a previously held position(s) may waive this right in writing and volunteer for layoff. The employee would be placed on the Return from Layoff Eligibility List and subject to recall to vacancies in that classification and per Section 5 of this Article. The City acknowledges that this action by the employee stops the displacement process and will not contest the employee’s filing for unemployment benefits. If the displaced employee does not meet the requirements of the previously held classification due to changes in the classification or employee qualifications, or if the classification no longer exists, the employee's qualifications will be reviewed by the Human Resources Director or designee to determine if there are other placement options within the City. If the Human Resources Director or designee determines that there are no placement options, they will meet with the Chief Shop Xxxxxxx and review their analysis prior to an involuntary layoff.

Reduction in Force and Layoff Protocols. A Reduction In in Force (RIFRIP) and the manner in which it is executed applies to all Teamster represented positions covered by the three (3) collective bargaining agreements between the City and the Union. Employees who have worked in any of the collective bargaining agreements between Teamsters Local 14 and the City retain seniority and reduction in force rights as defined in this Article within those bargaining units. City of North Las Vegas employees working outside these bargaining units have no seniority rights to return to a previously held position within these Agreement(s). A. A RIF may take place upon City Manager directive and is defined as an involuntary elimination of an employee’s 's position within their current classification due to a management restructuring of its operations. 1. The City may eliminate a position at any time. 2. Notice of at least thirty (30) calendar days will be given to employees whose positions are reduced through a RIF. In lieu of notice, an equivalent amount of salary, based on the employee’s 's regular work schedule and classification, will be paid to the employee. This includes both a reduction in pay through placement in a lower paying position and the layoff of the employee. B. Displacement and bumping protocols will occur in the following order: 1. Once a position within a classification has been identified for elimination within a department, all temporary and regular part-time employees in that classification will be displaced first. Employees that are serving their probationary period in that classification will be displaced next. Finally, the least senior regular employee in that position within the department will be displaced. Employees assigned to the Police Department will be subject to an updated background check. 2. The displaced employee will, in turn, displace (“''bump”") the least senior employee in the classification working in another department. If there are multiple reductions in the same classification, the employees being initially impacted will be listed in seniority order and the most senior employee will select from the available positions and the process will continue until each of the displaced employees has been placed in an active position within the classification (i.e., there are three (3) reductions in a department. The most senior of the three will choose from the positions held by the three least senior employees in the classification in other departments, and the process continues until the three employees have been placed in new positions or move to the next step in the displacement process.). 3. If there are no other positions within the classification, the regular employee whose position has been reduced will bump the least senior employee in any equal or lower paying position previously held by that regular employee. It is understood that previously held positions that have subsequently been modified in scope and/or job title will qualify for bumping unless the previously held position has been eliminated completely. 4. An employee who has been displaced as a result of this procedure will have the same rights under this section as the employee whose position was initially eliminated. 5. Employee(s) who exercise their seniority rights to return to a previously held position through the displacement process will be paid at the Step in the wage schedule they held when they left that position and be given credit for previous time spent at that Step of the wage schedule for future Step increase consideration. 6. An employee with seniority rights to a previously held position(s) may waive this right in writing and volunteer for layoff. The employee would be placed on the Return from Layoff Eligibility List and subject to recall to vacancies in that classification and per Section 5 of this Article. The City acknowledges that this action by the employee stops the displacement process and will not contest the employee’s filing for unemployment benefits. If the displaced employee does not meet the requirements of the previously held classification due to changes in the classification or employee qualifications, or if the classification no longer exists, the employee's qualifications will be reviewed by the Human Resources Director or designee to determine if there are other placement options within the City. If the Human Resources Director or designee determines that there are no placement options, they will meet with the Chief Shop Xxxxxxx and review their analysis prior to an involuntary layoff.

Reduction in Force and Layoff Protocols. A Reduction In in Force (RIFRIP) and the manner in which it is executed applies to all Teamster represented positions covered by the three (3) collective bargaining agreements between the City and the Union. Employees who have worked in any of the collective bargaining agreements between Teamsters Local 14 and the City retain seniority and reduction in force rights as defined in this Article within those bargaining units. City of North Las Vegas employees working outside these bargaining units have no seniority rights to return to a previously held position within these Agreement(s). A. A RIF may take place upon City Manager directive and is defined as an involuntary elimination of an employee’s 's position within their current classification due to a management restructuring of its operations. 1. The City may eliminate a position at any time. 2. Notice of at least thirty (30) calendar days will be given to employees whose positions are reduced through a RIF. In lieu of notice, an equivalent amount of salary, based on the employee’s 's regular work schedule and classification, will be paid to the employee. This includes both a reduction in pay through placement in a lower paying position and the layoff of the employee. B. Displacement and bumping protocols will occur in the following order: 1. Once a position within a classification has been identified for elimination within a department, all temporary and regular part-time employees in that classification will be displaced first. Employees that are serving their probationary period in that classification will be displaced next. Finally, the least senior regular employee in that position within the department will be displaced. Employees assigned to the Police Department will be subject to an updated background check. 2. The displaced employee will, in turn, displace (“''bump”") the least senior employee in the classification working in another department. If there are multiple reductions in the same classification, the employees being initially impacted will be listed in seniority order and the most senior employee will select from the available positions and the process will continue until each of the displaced employees has been placed in an active position within the classification (i.e., there are three (3) reductions in a department. The most senior of the three will choose from the positions held by the three least senior employees in the classification in other departments, and the process continues until the three employees have been placed in new positions or move to the next step in the displacement process.). 3. If there are no other positions within the classification, the regular employee whose position has been reduced will bump the least senior employee in any equal or lower paying position previously held by that regular employee. It is understood that previously held positions that have subsequently been modified in scope and/or job title will qualify for bumping unless the previously held position has been eliminated completelyeliminated. 4. An employee who has been displaced as a result of this procedure will have the same rights under this section as the employee whose position was initially eliminated. 5. Employee(s) who exercise their seniority rights to return to a previously held position through the displacement process will be paid at the Step in the wage schedule they held when they left that position and be given credit for previous time spent at that Step of the wage schedule for future Step increase consideration. 6. An employee with seniority rights to a previously held position(s) may waive this right in writing and volunteer for layoff. The employee would be placed on the Return from Layoff Eligibility List and subject to recall to vacancies in that classification and per Section 5 of this Article. The City acknowledges that this action by the employee stops the displacement process and will not contest the employee’s 's filing for unemployment benefits. If the displaced employee does not meet the requirements of the previously held classification due to changes in the classification or employee qualifications, or if the classification no longer exists, the employee's qualifications will be reviewed by the Human Resources Director or designee to determine if there are other placement options within the City. If the Human Resources Director or designee determines that there are no placement options, they will meet with the Chief Shop Xxxxxxx and review their analysis prior to an involuntary layoff.