Common use of REDUCTION IN FORCE/LAYOFF Clause in Contracts

REDUCTION IN FORCE/LAYOFF. Employees will be selected for layoff in reverse order of seniority, provided those with greater seniority are qualified to perform the remaining work. To be qualified, an employee must possess appropriate academic preparation and/or specialized training as determined by the District. To the extent allowed by law, the order of reduction will be in conformance with and may be impacted by the District’s affirmative action policy. Once the least senior employee at a building or department level has been selected for layoff, that employee may displace the least senior employee in the District who is in a position for which the senior employee is qualified in another classification in the same salary range or a lower salary range. This process shall be implemented in the following order: 1) The employee will be placed in a vacancy within the same pay range for which they qualify if one exists. 2) The employee will be placed in the least senior position within their current job title. For an employee with combined assignments, the assignment with the majority of hours per week will be considered the job title for placement purposes. If the hours are the same, then the job title in the highest range will be considered the job title for placement purposes. 3) The employee will be placed in the least senior position for which they qualify in the same pay range. 4) The employee will be placed in the least senior vacancy/position for which they qualify in a lower pay range. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directors. If an employee who was in a non-benefits eligible position refuses any offer of a position, benefits eligible or not, identified in 1 through 4 above, they will be processed as a resignation to the Board of Directors. If an 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 additional hours in other schools/programs. The ability to have hours restored shall be for a period ending on 14 October of the next year. If Human Resources offers the employee an assignment that restores their hours, days and pay range lost at the time of layoff and the employee refuses the assignment, the employee will be removed from the recall pool. Employees who are laid off may remain in the recall pool for up to two (2) years. Employees laid off under the provisions of this Section shall be notified in writing by the District no less than thirty (30) days prior to the end of the current school year or no less than thirty (30) days prior to the date of layoff, whichever occurs first. The District shall provide the Union with the names of all such employees as soon as possible after such determination has been made. Prior to laying off employees, the District will meet with the Union to explain the reason for the layoff.

REDUCTION IN FORCE/LAYOFF. For purposes of layoff and recall, seniority shall be by classification within the seniority group as defined in Appendix "A". 1. In the event of a reduction in force layoff, Management will notify the employees involved and the appropriate Union representatives of the effective date as soon as practicable but in no event less than sixty (60) calendar days prior to the effective date of the layoff. In the event less than sixty (60) calendar days notice is given, the affected seniority employees shall receive severance pay from the date of notice until sixty (60) calendar days post notice. 2. Temporary (excluding per diem) and probationary employees in the seniority group shall be laid off first without regard to their individual periods of employment. Next, employees who have not established seniority in the seniority group shall, seniority permitting, be returned to the seniority group where they hold seniority. Thereafter, employees shall be reduced on the basis of Hospital seniority. 3. Employees with sufficient seniority to be retained at work in a seniority group will be selected for layoff in reverse order of seniorityplaced on jobs at the same or lower level within the department, provided those with greater seniority they are qualified to perform the remaining work. To be qualified("Qualified to perform" where used throughout this Agreement means more than capable of learning. It means qualified to perform in a proficient, an skilled manner, with normal break-in and orientation, but without prolonged or detailed training, and without undue loss of efficiency or interruption of service.) 4. An employee must possess appropriate academic preparation and/or specialized training as determined by who is laid off from a seniority group shall have the Districtright to fill a vacancy or displace a probationary employee within the same classification in another seniority group provided the laid off employee is qualified to perform the job. To In the extent allowed by lawevent there are not vacant positions or probationary employees within the classification employed in other seniority group, then the order of reduction will be in conformance with and may be impacted by the District’s affirmative action policy. Once the least senior employee at a building or department level has been selected for layoff, that laid off employee may displace the least senior employee in the District who is in a position for which the senior employee is qualified in another classification in the same salary range or a lower salary range. This process shall be implemented in the following order: 1) The employee will be placed in a vacancy within the same pay range classification in another seniority group, provided the displaced employee has less than one (1) year of accumulated Hospital seniority and the laid off employee has successful, verifiable prior experience within the seniority group. An employee assigned to another seniority group under this provision shall retain recall rights to the seniority group from which the employee was laid off for six (6) months. Thereafter, the employee’s seniority shall be in the seniority group to which they qualify if one existsthe employee is assigned retroactive to the date of assignment. 2) The 5. An employee will be placed in reduced from a full-time job may, seniority permitting, displace the least senior position within their current employee in the seniority group on a part-time job. An employee electing this option must notify the department manager when notice of xxxxxx is given. 6. An employee reassigned to another job title. For an employee with combined assignmentsin a reduction in force will be paid, in step, the assignment with rate of the majority of hours per week will be considered the classification and job title for placement purposes. If the hours are the same, then the job title in the highest range will be considered the job title for placement purposesto which he/she is assigned. 3) The employee will be placed in the least senior position for which they qualify in the same pay range. 4) The employee will be placed in the least senior vacancy/position for which they qualify in a lower pay range7. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directors. If an employee who was in a non-benefits eligible position refuses any offer of a position, benefits eligible or not, identified in 1 through 4 above, they will be processed as a resignation to the Board of Directors. If an 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 additional hours in other schools/programs. The ability to have hours restored shall be for a period ending on 14 October of the next year. If Human Resources offers the employee an assignment that restores their hours, days and pay range lost at the time of layoff and the employee refuses the assignment, the employee will be removed from the recall pool. Employees who are laid off may remain in elect to be assigned to per diem status provided the recall pool for up to two department manager is notified within one (21) years. Employees laid off under the provisions of this Section shall be notified in writing by the District no less than thirty (30) days prior to the end of the current school year or no less than thirty (30) days prior to week from the date notice of layoff, whichever occurs firstlayoff was given. The District Such an employee shall provide the Union with the names of all such employees as soon as possible after such determination has been made. Prior to laying off employees, the District will meet with the Union to explain the reason retain and accumulate seniority for the layoff.six

REDUCTION IN FORCE/LAYOFF. Employees will be selected for layoff in reverse order of seniority, provided those with greater seniority are qualified to perform the remaining work. To be qualified, an employee must possess appropriate academic preparation and/or specialized training as determined by the District. To the extent allowed by law, the order of reduction will be in conformance with and may be impacted by the District’s affirmative action policy. Once the least senior employee at a building or department level has been selected for layoff, that employee may displace the least senior employee in the District who is in a position for which the senior employee is qualified in another classification in the same salary range or a lower salary range. This process shall be implemented in the following order: 1) The employee will be placed in a vacancy within the same pay range for which they qualify s/he qualifies if one exists. 2) The employee will be placed in the least senior position within their his/her current job title. For an employee with combined assignments, the assignment with the majority of hours per week will be considered the job title for placement purposes. If the hours are the same, then the job title in the highest range will be considered the job title for placement purposes. 3) The employee will be placed in the least senior position for which they qualify s/he qualifies in the same pay range. 4) The employee will be placed in the least senior vacancy/position for which they qualify s/he qualifies in a lower pay range. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directors. If an employee who was in a non-benefits eligible position refuses any offer of a position, benefits eligible or not, identified in 1 through 4 above, they s/he will be processed as a resignation to the Board of Directors. If an employee is placed in a position with fewer hours than their his/her previous assignment, then they s/he may request additional hours from their his/her 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 him/her for additional hours in other schools/programs. The ability to have hours restored shall be for a period ending on 14 October of the next year. If Human Resources offers the employee an assignment that restores their his/her hours, days and pay range lost at the time of layoff and the employee refuses the assignment, the employee will be removed from the recall pool. Employees who are laid off may remain in the recall pool for up to two (2) years. Employees laid off under the provisions of this Section shall be notified in writing by the District no less than thirty (30) days prior to the end of the current school year or no less than thirty (30) days prior to the date of layoff, whichever occurs first. The District shall provide the Union with the names of all such employees as soon as possible after such determination has been made. Prior to laying off employees, the District will meet with the Union to explain the reason for the layoff.

REDUCTION IN FORCE/LAYOFF. Employees If the Town finds it necessary to lay-off employees, the procedure set forth in this Article will apply. The Union will be selected for layoff notified whenever possible of any lay off and, insofar as practicable, of the number, names and occupational classification of those employees who are affected by the lay off. If a lay off is necessary, employees shall be laid off in reverse the inverse order of seniorityseniority within the ranks of Communications Officers as a whole. The Town will give each employee who is laid off either four (4) weeks notice or, in lieu of such notice, four (4) weeks pay. In addition to termination allowance as provided those with greater seniority are qualified to perform above any employee who is laid off will receive a payment in lieu of any vacation and compensatory days which he/she may have earned but not used at the remaining worktime of the lay off. To be qualified, an If any employee must possess appropriate academic preparation and/or specialized training as determined by the District. To the extent allowed by law, the order of reduction will be in conformance with and may be impacted by the District’s affirmative action policy. Once the least senior employee at a building or department level who has been selected for layoff, that employee may displace the least senior employee laid off and has received payment in the District who lieu of vacation is in a position for which the senior employee is qualified in another classification rehired in the same salary range or calendar year, he/she shall not be entitled to a lower salary range. This process shall be implemented vacation with pay in the following order: 1) The employee will be placed in a vacancy within the same pay range for which they qualify if one exists. 2) The employee will be placed in the least senior position within their current job title. For an employee with combined assignments, the assignment with the majority of hours per week will be considered the job title for placement purposes. If the hours are the same, then the job title in the highest range will be considered the job title for placement purposes. 3) The employee will be placed in the least senior position for which they qualify in the same pay range. 4) The employee will be placed in the least senior vacancy/position for which they qualify in a lower pay range. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directorsthat fiscal year. If an employee who is laid off and has received a termination allowance is rehired and if the number of weeks upon which the termination allowance was computed is greater than the number of weeks since the date of the lay off, the amount of the allowance applicable to the excess number of weeks shall be regarded as an advance to the employee, and the employee shall repay such amount to the Town through weekly payroll deductions at the rate of at least ten (10%) percent of his/her basic weekly wage. In rehiring any job classification the Town will offer re-employment to those employee/s who have been laid off in a nonthat job classification in the inverse order in which said employee were laid off. There shall be no obligation to re-benefits eligible position refuses employment to any employee who has been laid off more than one (1) years. The offer of a position, benefits eligible or not, identified in 1 through 4 above, they will re-employment shall be processed as a resignation sufficient if made by registered letter addressed to the Board laid off employee at his/her last known address as shown by the records of Directorsthe Town. If an Any such laid off 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 must respond and be assigned in order available for re-employment within three (3) weeks after the date of seniority, if scheduling and program needs allow. If offer; otherwise the school/department has no additional hours to assign an employee, the laid off employee may request Human Resources to consider them for additional hours in other schools/programs. The ability shall be deemed to have hours restored shall be for a period ending on 14 October refused re-employment and the Town’s obligation under this Article is satisfied. An employee recalled within one (1) years of the next year. If Human Resources offers the employee an assignment that restores their hours, days and pay range lost at his/her date of lay off will return to his/her former classification with service accrued up to the time of layoff and the employee refuses the assignment, the employee will be removed from the recall pool. Employees who are laid off may remain in the recall pool for up to two (2) years. Employees laid off under the provisions of this Section shall be notified in writing by the District no less than thirty (30) days prior to the end of the current school year or no less than thirty (30) days prior to the date of layoff, whichever occurs first. The District shall provide the Union with the names of all such employees as soon as possible after such determination has been made. Prior to laying off employees, the District will meet with the Union to explain the reason for the layofflay off.

REDUCTION IN FORCE/LAYOFF. Employees will be selected for layoff A reduction in reverse order force shall mean a permanent or prolonged reduction in the number of seniority, provided those with greater seniority are qualified to perform the remaining work. To be qualified, an employee must possess appropriate academic preparation and/or specialized training as determined nurses employed by the District. To the extent allowed by law, the order of reduction will be in conformance with and may be impacted by the District’s affirmative action policy. Once the least senior employee at a building or department level has been selected for layoff, that employee may displace the least senior employee in the District who is in a position for which the senior employee is qualified in another classification in the same salary range or a lower salary rangeMedical Center. This process procedure shall be implemented in the following order: 1) The employee will be placed in a vacancy within the same pay range for which they qualify if one exists. 2) The employee will be placed in the least senior position within their current job title. For an employee with combined assignments, the assignment with the majority of hours per week will be considered the job title for placement purposes. If the hours are the same, then the job title in the highest range will be considered the job title for placement purposes. 3) The employee will be placed in the least senior position for which they qualify in the same pay range. 4) The employee will be placed in the least senior vacancy/position for which they qualify in a lower pay range. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directors. If an employee who was in a non-benefits eligible position refuses any offer of a position, benefits eligible or not, identified in 1 through 4 above, they will be processed as a resignation to the Board of Directors. If an 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 additional hours in other schools/programs. The ability to have hours restored shall be for a period ending on 14 October of the next year. If Human Resources offers the employee an assignment that restores their hours, days and pay range lost at the time of layoff and the employee refuses the assignment, the employee will be removed from the recall pool. Employees who are laid off may remain in the recall pool for up to also apply when two (2) yearsor more units merge, when the ratio of RNs to other assistive or technical personnel on the unit is restructured, or when the FTE complement on a unit is changed or reduced. Employees laid off under In the provisions event the Employer determines that a reduction in force is necessary, the following procedure will be followed: 7.2.1 The Employer shall determine the total number of positions subject to layoff within the bargaining unit. At this Section time, the Employer shall also determine any specific skill or qualification requirements needed on each shift. 7.2.2 A preliminary "Low Seniority Roster" will be developed by the Employer from the bargaining unit seniority roster. The Low Seniority Roster shall be notified a listing of the most recently hired employees in writing by the District no less than thirty bargaining unit representing five percent (305%) of the full-time and part-time work force plus the estimated number of nurses whose positions have been eliminated, plus any open, posted positions. 7.2.3 The Employer will notify the Association and the nurses to be affected of the reduction in force at least twenty-one calendar days prior to the end effective date of the current school year or no less than thirty (30) days prior to the date of layoff, whichever occurs first. The District Employer shall provide the Union Association with a seniority roster for each unit affected by the names layoff showing each nurse's bargaining unit seniority, a current bargaining unit seniority roster and the Low Seniority Roster at the time the Employer notifies the Association of all such employees as soon as possible after such determination has been madethe impending layoff. Prior to laying off employeesUpon request, the District parties will meet with for the Union to explain the reason for purpose of reviewing the layoff. 7.2.4 Layoffs shall occur on each affected nursing unit in accordance with the following procedure: - The Employer shall identify the specific positions to be eliminated on each shift on the nursing unit, any reductions or changes in the size of the assigned FTEs on the unit, and any specific skill or qualification requirements. - Any nurse on the unit, regardless of seniority, may volunteer for layoff. - The most senior person subject to the unit layoff shall be determined. The person identified and all other nurses on the unit with less seniority whose positions are eliminated or changed shall be subject to a re-bidding process for the remaining positions on the unit subject to the following rules: a. Where skill, ability, experience, competence, or qualifications are not considered to be overriding factors in the opinion of the Employer, seniority shall be the determining factor in bidding on unit positions or selection from the Low Seniority Roster. b. When bidding on positions, the nurse may only select the position of a less senior nurse. c. The position on the unit selected may be a position with a lesser FTE but shall not exceed the nurse's prior FTE by more than .2

REDUCTION IN FORCE/LAYOFF. Employees will A. Whenever it is necessary for the AIRPORT AUTHORITY to reduce the number of positions under the jurisdiction of this Agreement due to lack of work or lack of funds pursuant to NRS 288.150, emergency employees in that position shall be selected for layoff laid off first; temporary employees in reverse that position shall be laid off second; probationary employees in that position shall be laid off third; and regular full-time officers in that position shall be laid off last. Regular full-time officers shall be laid off in inverse order of seniority, provided those with greater seniority are qualified their length of service in a budgeted officer position. B. Prior to perform the remaining work. To be qualified, an employee must possess appropriate academic preparation and/or specialized training as determined by the District. To the extent allowed by lawimplementation of any layoffs, the order AIRPORT AUTHORITY agrees to meet with the AAPOPA to discuss and consider the AAPOPA's recommended alternatives to any layoff. Such alternatives may include, for example, but are not limited to: readjustment of personnel through transfer to other positions, reduction will be in conformance with and may be impacted by the District’s affirmative action policy. Once the least senior employee at a building or department level has been selected for workweek, leave of absence, voluntary layoff, that employee job sharing and/or other methods of staffing which may displace the least senior employee in the District who is in a position for which the senior employee is qualified in another classification in the same salary range or a lower salary range. This process shall be implemented in the following order: 1) The employee will be placed in a vacancy within the same pay range for which they qualify if one existsminimize mandatory layoffs. 2) The employee will be placed in the least senior position within their current job title. C. For an employee with combined assignmentseach position, the assignment with the majority Human Resources department shall maintain a general rehire list consisting of hours per week will be considered the job title for placement purposes. If the hours are the samenames of officers, then the job title in the highest range will be considered the job title for placement purposes. 3) The employee will be placed in the least senior position for which they qualify in the same pay range. 4) The employee will be placed in the least senior vacancy/position for which they qualify in a lower pay range. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directors. If an employee who was in a non-benefits eligible position refuses any offer of a position, benefits eligible or not, identified in 1 through 4 above, they will be processed as a resignation to the Board of Directors. If an 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 seniorityseniority in a budgeted officer position, if scheduling and program needs allowwho have been separated from service by layoff. If the school/department has no additional hours to assign an employee, the employee may request Human Resources to consider them for additional hours in other schools/programs. The ability to have hours restored Such officers shall be given the opportunity to be rehired before any new officers are hired in that position. Individual names shall remain on the rehire list for a period ending on 14 October of the next year. If Human Resources offers the employee an assignment that restores their hours, days and pay range lost at the time of layoff and the employee refuses the assignment, the employee will be removed from the recall pool. Employees who are laid off may remain in the recall pool for up to two (2) yearsyears unless such time is extended by the President/CEO. Employees Officers who have been laid off under may also apply for any other open recruitment for which they are qualified. D. The AIRPORT AUTHORITY will notify the provisions AAPOPA of this Section shall be notified any proposed reduction in writing by the District no less than thirty force/layoff at least five (305) working days prior to the end official notification of officers affected thereby. Such notification will include the current school year or no less than thirty reasons for the layoffs and the number and types of positions affected. The AAPOPA will then make its views and recommendations known to the AIRPORT AUTHORITY regarding the implementation of such proposed layoffs. It is incumbent upon the AAPOPA to keep all information related to the reduction in force/layoff confidential until the AIRPORT AUTHORITY gives notice to the affected employees. E. All layoffs will be carried out in strict compliance with applicable laws and regulations. F. The AIRPORT AUTHORITY shall give officers affected ninety (3090) days prior written notice of layoff. G. The AIRPORT AUTHORITY will cooperate with any officer who is laid off as a result of a reduction in force/layoff and the State Employment Service (or equivalent agency) in determining the rights to be afforded such officer and will inform such officer of the method and procedures to follow in applying for any available benefits. H. Any officer separated from service by reduction in force/layoff shall receive: 1. Payment of six (6) months of COBRA coverage for existing medical, dental, and vision insurance for the officer and his/her dependents already covered by the plan on the date of layoff, whichever occurs first. The District shall provide the Union with the names of all such employees as soon as possible after such determination has been made. Prior to laying off employees, the District will meet with the Union to explain the reason for the reduction in force/layoff. 2. Two (2) weeks pay for each full year of service. Any partial year of service will be pro-rated at the same rate. 3. All accrued vacation time as a lump sum payment. 4. All accrued sick time paid at 100% of the officer’s current hourly rate as a lump sum payment. 5. All eligible longevity pay on a pro-rated basis. 6. All eligible education reimbursement for those officers currently enrolled in an approved education reimbursement class. 7. Any officer separated from service by reduction in force/layoff shall be responsible for all applicable taxes associated with payments referenced in this paragraph, sections 2 through 6.

REDUCTION IN FORCE/LAYOFF. Employees will Should the Administration decide to implement a reduction-in-force, the following procedure shall be selected for utilized: 1. The administration shall designate the position or positions to be eliminated. 2. The Association and the affected employees shall receive two weeks’ notice. 3. Regular part-time employees who work in a department from which a bargaining unit position is to be eliminated shall be laid-off before the position of the full-time bargaining unit employee is eliminated. Department shall be as defined in a letter of understanding which is attached to and made part of this agreement as Exhibit C. It is understood that this section (F.3), applies only to position eliminations which result in a layoff in reverse order of senioritya bargaining unit employee. 4. Any employee displaced because the employee’s position has been eliminated, shall be able to “bump” another employee with lesser bargaining unit seniority according to the options provided those with greater seniority are below providing the displaced employee is currently qualified to perform the remaining workduties of the position claiming through “bumping.” Any employee “bumped” shall have the same right. To Qualifications shall be qualified, an employee must possess appropriate academic preparation and/or specialized training as determined by the DistrictChief Human Resource Officer. To An employee cannot “bump-up.” a. An employee displaced by a position elimination who has sufficient seniority compared to others in the extent allowed by law, the order of reduction will same classification shall be in conformance with and may be impacted re-assigned by the District’s affirmative action policyCollege to another position within the same classification. Once Such an employee may choose to be laid-off rather than accept reassignment. b. A displaced employee who does not have sufficient seniority to remain in the assigned classification shall be allowed to bump out-of-classification choosing one of the following: (1) The position held by the least senior employee at a building or department level has been selected for layoff, that employee may displace within the same pay grade; or (2) The position held by the least senior employee in within the District who is in a position for which the senior employee is qualified in another next lower graded classification in the same salary range or a lower salary range. This process shall be implemented in the following order:job family; or 1(3) The employee will be placed in a vacancy within the same pay range for which they qualify if one exists. 2) The employee will be placed in position held by the least senior position employee within their current job title. For an employee with combined assignments, the assignment with the majority of hours per week will be considered the job title for placement purposes. If the hours are the same, then the job title in the highest range will be considered the job title for placement purposesnext lower pay grade. 3) The employee will be placed in the least senior position for which they qualify in the same pay range. 4) The employee will be placed in the least senior vacancy/position for which they qualify in a lower pay range. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directors. If an employee who was in a non-benefits eligible position refuses any offer of a position, benefits eligible or not, identified in 1 through 4 above, they will be processed as a resignation to the Board of Directors. If an 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 employeec. Before making these decisions, the employee may request Human Resources to consider them for additional hours in other schools/programsshall be granted an interview with the prospective supervisor(s). The ability employee shall complete any such interviews in a timely manner. Failure to have hours restored complete the interviews and/or make a decision shall be for a period ending on 14 October not delay the effective date of the next year. If Human Resources offers the employee an assignment that restores their hours, days and pay range lost at the time of layoff and the employee refuses the assignment, the employee will be removed from the recall pool. Employees who are laid off may remain in the recall pool for up to two (2) years. Employees laid off under the provisions of this Section shall be notified in writing by the District no less than thirty (30) days prior to the end of the current school year or no less than thirty (30) days prior to the date of layoff, whichever occurs first. The District shall provide the Union with the names of all such employees as soon as possible after such determination has been made. Prior to laying off employees, the District will meet with the Union to explain the reason for the layoffreduction-in-force.

REDUCTION IN FORCE/LAYOFF. Employees will Should the Administration decide to implement a reduction-in-force, the following procedure shall be selected for utilized: 1. The administration shall designate the position or positions to be eliminated. 2. The Association and the affected employees shall receive two weeks’ notice. 3. Regular part-time employees who work in a department from which a bargaining unit position is to be eliminated shall be laid-off before the position of the bargaining unit employee is eliminated. Department shall be as defined in a letter of understanding which is attached to and made part of this agreement as Exhibit C. It is understood that this section (F.3), applies only to position eliminations which result in a layoff in reverse order of senioritya bargaining unit employee. 4. Any employee displaced because the employee’s position has been eliminated, shall be able to “bump” another employee with lesser bargaining unit seniority according to the options provided those with greater seniority are below providing the displaced employee is currently qualified to perform the remaining workduties of the position claiming through “bumping.” Any employee “bumped” shall have the same right. To Qualifications shall be qualified, an employee must possess appropriate academic preparation and/or specialized training as determined by the DistrictExecutive Director of Human Resources. To An employee cannot “bump-up.” a. An employee displaced by a position elimination who has sufficient seniority compared to others in the extent allowed by law, the order of reduction will same classification shall be in conformance with and may be impacted re-assigned by the District’s affirmative action policyCollege to another position within the same classification. Once Such an employee may choose to be laid-off rather than accept reassignment. b. A displaced employee who does not have sufficient seniority to remain in the assigned classification shall be allowed to bump out-of-classification choosing one of the following: (1) The position held by the least senior employee at a building or department level has been selected for layoff, that employee may displace within the same pay grade; or (2) The position held by the least senior employee in within the District who is in a position for which the senior employee is qualified in another next lower graded classification in the same salary range or a lower salary range. This process shall be implemented in the following order:job family; or 1(3) The employee will be placed in a vacancy within the same pay range for which they qualify if one exists. 2) The employee will be placed in position held by the least senior position employee within their current job title. For an employee with combined assignments, the assignment with the majority of hours per week will be considered the job title for placement purposes. If the hours are the same, then the job title in the highest range will be considered the job title for placement purposesnext lower pay grade. 3) The employee will be placed in the least senior position for which they qualify in the same pay range. 4) The employee will be placed in the least senior vacancy/position for which they qualify in a lower pay range. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directors. If an employee who was in a non-benefits eligible position refuses any offer of a position, benefits eligible or not, identified in 1 through 4 above, they will be processed as a resignation to the Board of Directors. If an 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 employeec. Before making these decisions, the employee may request Human Resources to consider them for additional hours in other schools/programsshall be granted an interview with the prospective supervisor(s). The ability employee shall complete any such interviews in a timely manner. Failure to have hours restored complete the interviews and/or make a decision shall be for a period ending on 14 October not delay the effective date of the next year. If Human Resources offers the employee an assignment that restores their hours, days and pay range lost at the time of layoff and the employee refuses the assignment, the employee will be removed from the recall pool. Employees who are laid off may remain in the recall pool for up to two (2) years. Employees laid off under the provisions of this Section shall be notified in writing by the District no less than thirty (30) days prior to the end of the current school year or no less than thirty (30) days prior to the date of layoff, whichever occurs first. The District shall provide the Union with the names of all such employees as soon as possible after such determination has been made. Prior to laying off employees, the District will meet with the Union to explain the reason for the layoffreduction-in-force.

REDUCTION IN FORCE/LAYOFF. Employees will be selected for layoff A reduction in reverse order force shall mean a permanent or prolonged reduction in the number of seniority, provided those with greater seniority are qualified to perform the remaining work. To be qualified, an employee must possess appropriate academic preparation and/or specialized training as determined nurses employed by the District. To the extent allowed by law, the order of reduction will be in conformance with and may be impacted by the District’s affirmative action policy. Once the least senior employee at a building or department level has been selected for layoff, that employee may displace the least senior employee in the District who is in a position for which the senior employee is qualified in another classification in the same salary range or a lower salary rangeMedical Center. This process procedure shall be implemented in the following order: 1) The employee will be placed in a vacancy within the same pay range for which they qualify if one exists. 2) The employee will be placed in the least senior position within their current job title. For an employee with combined assignments, the assignment with the majority of hours per week will be considered the job title for placement purposes. If the hours are the same, then the job title in the highest range will be considered the job title for placement purposes. 3) The employee will be placed in the least senior position for which they qualify in the same pay range. 4) The employee will be placed in the least senior vacancy/position for which they qualify in a lower pay range. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directors. If an employee who was in a non-benefits eligible position refuses any offer of a position, benefits eligible or not, identified in 1 through 4 above, they will be processed as a resignation to the Board of Directors. If an 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 additional hours in other schools/programs. The ability to have hours restored shall be for a period ending on 14 October of the next year. If Human Resources offers the employee an assignment that restores their hours, days and pay range lost at the time of layoff and the employee refuses the assignment, the employee will be removed from the recall pool. Employees who are laid off may remain in the recall pool for up to also apply when two (2) yearsor more units merge, when the ratio of RNs to other assistive or technical personnel on the unit is restructured, or when the FTE complement on a unit is changed or reduced. Employees laid off under In the provisions event the Employer determines that a reduction in force is necessary, the following procedure will be followed: 7.2.1 The Employer shall determine the total number of positions subject to layoff within the bargaining unit. At this Section time, the Employer shall also determine any specific skill or qualification requirements needed on each shift. 7.2.2 A preliminary "Low Seniority Roster" will be developed by the Employer from the bargaining unit seniority roster. The Low Seniority Roster shall be notified a listing of the most recently hired employees in writing by the District no less than thirty bargaining unit representing five percent (305%) of the full- time and part-time work force plus the estimated number of nurses whose positions have been eliminated, plus any open, posted positions. 7.2.3 The Employer will notify the AssociationUnion and the nurses to be affected of the reduction in force at least twenty-one calendar days prior to the end effective date of the current school year or no less than thirty (30) days prior to the date of layoff, whichever occurs first. The District Employer shall provide the Union AssociationUnion with a seniority roster for each unit affected by the names layoff showing each nurse's bargaining unit seniority, a current bargaining unit seniority roster and the Low Seniority Roster at the time the Employer notifies the AssociationUnion of all such employees as soon as possible after such determination has been madethe impending layoff. Prior to laying off employeesUpon request, the District parties will meet with for the Union to explain the reason for purpose of reviewing the layoff. 7.2.4 Layoffs shall occur on each affected nursing unit in accordance with the following procedure: - The Employer shall identify the specific positions to be eliminated on each shift on the nursing unit, any reductions or changes in the size of the assigned FTEs on the unit, and any specific skill or qualification requirements. - Any nurse on the unit, regardless of seniority, may volunteer for layoff. - The most senior person subject to the unit layoff shall be determined. The person identified and all other nurses on the unit with less seniority whose positions are eliminated or changed shall be subject to a re-bidding process for the remaining positions on the unit subject to the following rules: a. Where skill, ability, experience, competence, or qualifications are not considered to be overriding factors in the opinion of the Employer, seniority shall be the determining factor in bidding on unit positions or selection from the Low Seniority Roster. b. When bidding on positions, the nurse may only select the position of a less senior nurse. c. The position on the unit selected may be a position with a lesser FTE but shall not exceed the nurse's prior FTE by more than 0.2

REDUCTION IN FORCE/LAYOFF. Employees will be selected for layoff A reduction in reverse order force shall mean a permanent or prolonged reduction in the number of seniority, provided those with greater seniority are qualified to perform the remaining work. To be qualified, an employee must possess appropriate academic preparation and/or specialized training as determined nurses employed by the District. To the extent allowed by law, the order of reduction will be in conformance with and may be impacted by the District’s affirmative action policy. Once the least senior employee at a building or department level has been selected for layoff, that employee may displace the least senior employee in the District who is in a position for which the senior employee is qualified in another classification in the same salary range or a lower salary rangeMedical Center. This process procedure shall be implemented in the following order: 1) The employee will be placed in a vacancy within the same pay range for which they qualify if one exists. 2) The employee will be placed in the least senior position within their current job title. For an employee with combined assignments, the assignment with the majority of hours per week will be considered the job title for placement purposes. If the hours are the same, then the job title in the highest range will be considered the job title for placement purposes. 3) The employee will be placed in the least senior position for which they qualify in the same pay range. 4) The employee will be placed in the least senior vacancy/position for which they qualify in a lower pay range. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directors. If an employee who was in a non-benefits eligible position refuses any offer of a position, benefits eligible or not, identified in 1 through 4 above, they will be processed as a resignation to the Board of Directors. If an 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 additional hours in other schools/programs. The ability to have hours restored shall be for a period ending on 14 October of the next year. If Human Resources offers the employee an assignment that restores their hours, days and pay range lost at the time of layoff and the employee refuses the assignment, the employee will be removed from the recall pool. Employees who are laid off may remain in the recall pool for up to also apply when two (2) yearsor more units merge, when the ratio of RNs to other assistive or technical personnel on the unit is restructured, or when the FTE compliment on a unit is changed or reduced. Employees laid off under In the provisions event the Employer determines that a reduction in force is necessary, the following procedure will be followed: 7.2.1 The Employer shall determine the total number of positions subject to layoff within the bargaining unit. At this Section time, the Employer shall also determine any specific skill or qualification requirements needed on each shift. 7.2.2 A preliminary "Low Seniority Roster" will be developed by the Employer from the bargaining unit seniority roster. The Low Seniority Roster shall be notified a listing of the most recently hired employees in writing by the District no less than thirty bargaining unit representing five percent (305%) of the full- time and part-time work force plus the estimated number of nurses whose positions have been eliminated, plus any open, posted positions. 7.2.3 The Employer will notify the Association and the nurses to be affected of the reduction in force at least twenty-one calendar days prior to the end effective date of the current school year or no less than thirty (30) days prior to the date of layoff, whichever occurs first. The District Employer shall provide the Union Association with a seniority roster for each unit affected by the names layoff showing each nurse's bargaining unit seniority, a current bargaining unit seniority roster and the Low Seniority Roster at the time the Employer notifies the Association of all such employees as soon as possible after such determination has been madethe impending layoff. Prior to laying off employeesUpon request, the District parties will meet with for the Union to explain the reason for purpose of reviewing the layoff. 7.2.4 Layoffs shall occur on each affected nursing unit in accordance with the following procedure: - The Employer shall identify the specific positions to be eliminated on each shift on the nursing unit, any reductions or changes in the size of the assigned FTEs on the unit, and any specific skill or qualification requirements. - Any nurse on the unit, regardless of seniority, may volunteer for layoff. - The most senior person subject to the unit layoff shall be determined. The person identified and all other nurses on the unit with less seniority whose positions are eliminated or changed shall be subject to a re-bidding process for the remaining positions on the unit subject to the following rules: a. Where skill, ability, experience, competence or qualifications are not considered to be overriding factors in the opinion of the Employer, seniority shall be the determining factor in bidding on unit positions or selection from the Low Seniority Roster. b. When bidding on positions, the nurse may only select the position of a less senior nurse. c. The position on the unit selected may be a position with a lesser FTE but shall not exceed the nurse's prior FTE by more than .2