Common use of REDUCTION IN FORCE Clause in Contracts

REDUCTION IN FORCE. The term “layoff” shall be defined as a reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employee.

REDUCTION IN FORCE. The term “layoff” shall be defined as a parties recognize the principle of seniority in the application of this Agreement, concerning reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is fully qualified and able to perform the available work as scheduledduties and responsibilities of the position. Notice An employee on layoff shall retain this seniority and right to recall in seniority order for a period of recall may twenty-four (24) months after the date of layoff. An employee whose position is to be by telephone, confirmed by certified mail to the employee’s last known addressreduced will be notified in writing, with a copy to the Associationunion xxxxxxx. Employees If an employee is to be recalled after layoff, the district will send written communication to the employee’s address on file with the district notifying the employee of the recall, with a copy to the union xxxxxxx. The notice of recall will specify by when the employee must accept the recall in order to retain continued employment. The period offered for consideration will be granted up no less than three calendar days. An employee may notify the district in writing in advance of dates when the employee will not be able to ten receive mail at the employee’s address on file, (10i.e., the employee is on vacation, at a forwarding address, out of town, etc.) working If the employee will be unavailable, as stated above, and the employee provides the district with an alternate contact method, the district will use the alternate contact method to notify the employee of the recall if one arises. The three calendar days for consideration shall commence when the district provides the alternate notice. If the employee cannot be contacted for a period of time, the district will hold the position for the employee’s consideration for one calendar week. If the employee does not respond to the notice of recall within the specified time, or if the employee declines the recall, the employee’s employment will be terminated and the employee will have no further rights to recall. If the employee accepts the recall, the employee will not be expected to return to workwork in less than 14 calendar days after acceptance, upon request of unless the employeedistrict and the employee mutually agree to an earlier return to work date.

REDUCTION IN FORCE. The term “layoff” ‌ If the City should reduce its work force, layoffs shall be made within each department by job title within classification based on seniority as defined as in Article 12 - Seniority, unless the City determines that a reduction in the working force. In the event bona fide special operational need exists that requires retention of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, The City agrees to notify employees and the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, Union designee with a copy to the AssociationLocal Union President not less than thirty (30) days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees will who are to be granted up laid off may bump down within the same department to ten a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (105) working days from the day of receipt of notification of layoff. Employees who are to return be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to worka lower job title within the department, upon request requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee.employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌

REDUCTION IN FORCE. The term “layoff” shall be defined as In the event the Board of Directors, in its exclusive judgment, ultimately decides that a reduction in force shall be implemented, the working forceBoard shall specify the number of positions to be authorized within each job classification. Procedure: The Fire Chief shall then designate those employees to be laid off in accordance with the Board's specified number of authorized positions in each job classification and in accordance with the following procedures. Employees shall be laid-off in inverse order of seniority by job classification except that an employee in a higher paying job classification shall have the right to "bump" employees in lower paying job classifications in which the higher paid employee was previously employed. An employee who “bumps" to a lower paying job classification will be placed on the applicable seniority list for that classification according to the employee’s prior District service (promotion date) in that rank. Employee(s) cannot ”bump" into a lower paying job classification that they were not previously employed and successfully completed probation, unless while during probation in the lower paying job classification the employee was promoted into the higher paying job classification. Upon reduction employee must complete the probation period in lower paying classification. Employee(s) to be laid-off will commence with the highest job classification. Those employee(s) will be "bumped” and be integrated into the appropriate lower paying job classification prior to any employee being laid-off in the lower paying job classification. In the event of that an employee ''bumps'' to a layoff, probationary, part-time and temporary employees in the lower paying job classification in which accordance with the layoff is to occur provisions of this Article, their salary shall be immediately reduced to the step of the lower salary range which would have applied had the employee never been promoted to the higher paying position. Prior to an employee being laid off firstoff, in any order, provided the remaining seniority employees are qualified and able said employee may be required to perform the available work as scheduledsubmit to a physical examination with a District paid physician. Thereafter, seniority employees in the classification in which the layoff is to occur Said examination shall be laid off based on the basis of senioritypresent District physical, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification taking into consideration employee's age at the next lowest pay rate for which he is qualified and able to perform the work time of the said examination. If said examination determines an employee to be displacedphysically disabled, and impaired their ability to be recalled, said employee may apply for disability benefits provided by the District. A full-time employee of disability shall not remove an employees name from the Sheriff’s Department who formerly held the position of Court Security Deputyrecall List, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Departmentunless, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former said employee is later laid off from either of such units or a part-time position, he may utilize determined to be totally disabled. Physical examinations shall be at the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or District's expense. When vacancies occur within two (2) years after the date an employee is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstancelaid-off under this Article, the returning employee shall be given the opportunity to be rehired or advanced to their former classification provided a vacancy exists in the classification, in accordance with seniority and prior to the employment of any new employee must in that classification; provided, however, that such reduced or laid-off employee meets the physical and other qualifying standards in effect at the time that they had been previously appointed to the classification into which they seek to be qualified and able returned. If any such reduced or laid-off employee fails to perform the work of the employee he seeks to bump with an orientation period of ten report for duty within thirty (1030) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days after mailing a written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified registered mail to the employee’s last known address, they shall have lost the right to be rehired or advanced hereunder. In the event that an employee is advanced from a job classification to another job classification in accordance with a copy the provisions of paragraph 5 above, their salary shall revert to the Associationstep of the higher range that would have applied had there not been a reduction in job classification as a result of a general lay-off. Employees If at any point in time during the two (2) year reinstatement period (as identified above), the District reclassifies the job descriptions, but maintains similar job functions, the employees who were directly affected by the initial lay-off from their previously held positions, will be granted up to ten (10) working days to return to work, upon request re-hiring rights under the new job description/classification. This will remain in effect for the entire duration of the employee.two

REDUCTION IN FORCE. The term “layoff” decision to implement a Reduction in Force shall be defined at the sole discretion of the School Board. As soon as a Reduction in Force is contemplated, the Superintendent of Schools shall notify the Leadership Union that the elimination of positions is contemplated. When a final determination has been made as to the reduction of the work force, and as early as possible, the Superintendent of Schools shall communicate that decision in writing to those staff members involved. For the purposes of a Reduction in Force, all bargaining unit members shall be assigned to one of the following classifications: High School Principal Middle School Principal Elementary School Principal Secondary Assistant Principal Xxxx of Academics Elementary Assistant Principal Directors by area of responsibility Director of School Counseling School Psychologist School Counselors Department Heads by Subject Should the School Board decide to reduce the work force, the School Board will make every reasonable effort to minimize the effects in reduction in force on the current staff by absorbing as many positions as possible through attrition. If all layoffs cannot be accomplished through attrition, the most qualified employees within each of the aforesaid classifications will be retained. If the qualifications of all employees within a classification are determined to be more or less equal, the most senior employees (determined by number of years of employment in the classification in Xxxxxx) will be retained. If the selection is made on the basis of seniority, the selection will not be subject to the grievance procedure. Laid off members shall be placed on a recall list for a period of two years from the date of layoff. Members on the recall list shall be recalled to open positions within their assigned classification in the inverse order of their layoff. Any transfer, assignments, or reassignments resulting from or involved with a reduction in staff will be made at the working forcesole discretion of the Superintendent of Schools. In the event of a layoffchange of assignment or transfer as a result of a reduction in force, probationary, part-time and temporary employees in the classification in which the layoff is to occur member involved shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date notified of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employeechange.

REDUCTION IN FORCE. The term “layoff” If the City should reduce its work force, layoffs shall be made within each department by job title within classification based on seniority as defined as in Article 13 - Seniority, unless the City determines that a reduction in the working force. In the event bona fide special operational need exists that requires retention of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, The City agrees to notify employees and the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, Union designee with a copy to the AssociationLocal Union President not less than thirty (30) days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees will who are to be granted up laid off may bump down within the same department to ten a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (105) working days from the day of receipt of notification of layoff. Employees who are to return be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to worka lower job title within the department, upon request requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employeeemployee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.

REDUCTION IN FORCE. The term “layoff” shall be defined as a reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees reduction in the classification in which force that necessitates the layoff is of any employee from the system, the employee with the least seniority within the bargaining unit will be the first to occur shall be laid off firstregardless of his position. However, in any order, provided order to be retained or recalled the remaining seniority employee or employees are qualified and must be able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or lessefficiently. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days be given a written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to layoff at least ten (10) working days prior to return the effective date. Also, the employer shall give written notice to work, upon request the Local Union President and the Chairperson of the employeeGrievance Committee on the same day as the employee is notified. When it is necessary to reduce the number of employees in any job classification due to elimination of the job, a reduction in the number of employees in that job or other reason, the employee on the job with the least seniority will be released from that job. Such employee will then be allowed to displace an employee with less unit seniority on another job classification provided the displacing employee is able to satisfactorily perform the duties of the job the employee seeks to displace into. Any employee displaced under this procedure will, in turn, have a like right until, by the process of elimination, the employee with the least unit seniority is laid off or, if no layoff is contemplated, is assigned other work by the Employer. Employees on layoff shall be placed at the top of the substitute list and given priority status and will be paid the regular union rate of pay for the job they are performing. Employees who are collecting unemployment compensation benefits agree to forfeit their eligibility for such benefits for the day(s) they are called to work and do not report for work. Laid off employees shall have their sick leave frozen during the time of layoff. Employees shall be removed from the lay off list after a two year period, and shall no longer be subject to recall. Any employee who has been accepted into a new position through the displacement procedure will be placed in the new position no later than the first week after acceptance. SECTION 5 - Probation - New employees shall be on probation for a period of one hundred twenty (120) working days before they accrue seniority rights and the right to release such probationary employees shall be vested exclusively in the Employer regardless of other provisions of this Agreement. Probationary employees retained in excess of one hundred twenty (120) working days shall have seniority from date of hire. The one hundred twenty (120) working day probationary period may be extended by mutual agreement by thirty (30) days.

REDUCTION IN FORCE. The term “layoff” Mhen it becomes necessary to reduce the work force in a department, the Department Head shall designate the job classification and number of employees to be defined as eliminated within their department or division, institution or other organizational unit of their department identified in the department sections of this ordinance, in making a reduction in the working work force. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur No regular employee shall be laid off first, in any order, provided job classification if there are temporary employees or seasonal employees in an active status in the remaining seniority same job classification within the department. Any reduction in the number of regular employees are qualified and able to perform the available work as scheduled. Thereafter, seniority holding a job classification designated by a Department Head shall be made by layoff of employees in the classification in which following order of employment status: • Temporary promotion employees¡ • Probationary new employees¡ • Probationary transfer employees, probationary promotional employees and permanent employees. Layoffs of employees within each category of employment status shall be based primarily on length of continuous service within the layoff is to occur shall department with the employee with the shortest seniority being laid off first. An employee may be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump when a less senior employee who (1) holds possesses essential skills necessary to the operation of the department subject to the approval of the Human Resources Director. Mritten notice shall be given employees laid off out of seniority of such fact. After consultation with the Human Resources Director or a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstancedesignee, the returning former Department Head shall give notice to each regular employee must be qualified affected by a reduction in force and able to perform the work recognized employee organization that represents the affected employee’s representation unit, at least 14 days prior to the effective date of the employee he seeks to bump with an orientation period action. A list containing the names of ten (10) days or less. Employees the employees to be laid off for an indefinite period of shall at the same time will receive at least seven (7) calendar days written notice of layoffbe given to the Human Resources Director. The Association notice shall receive a list from the County’s Director of Human Resources include: • The reason for layoff¡ • The effective date of the employees being action¡ • The rules governing retention on the Departmental Reinstatement List¡ and • If laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order out of seniority. If an employee has previously held permanent or probationary status in another job classification within the department, most senior firstand was not removed therefrom for disciplinary reasons, provided the such employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to workshall, upon request, be given a transfer or demotion within the department to such other classification in lieu of layoff unless such action cannot be accomplished without authorization of another position or displacement of an employee with greater seniority. The affected employee must request such transfer or demotion within seven days of the employeewritten notification of layoff by personal delivery or mailing of a certified letter.

REDUCTION IN FORCE. 23-1 The term “layoff” Board shall determine when reductions in force are necessary and which job categories* or occupations** shall be defined as a reduction in the working forceaffected. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur Employees within affected job categories or occupations shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off considered for retention on the basis of seniority, least senior first, provided School District need and who meets the qualifications for the remaining positions. The determination of who best meets the qualifications shall rest solely with the Board. The following factors shall be considered when classified staff are to be reduced in force: (a) retirements, resignations and normal attrition shall be considered first; (b) all probationary staff (6 months or less) shall be reduced in force before any regular employee; (c) employees with the least amount of seniority employees are qualified in the District shall be the first to be reduced in force within a job category or occupation; (d) if seniority is the same among employees, evaluation, documented job performance, job related cross-trained skills, affirmative action considerations, and able required job skills as determined by testing will identify who is to perform the available work as scheduledbe reduced in force. A seniority Any employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, reduced shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position be so notified in a classification previously held by such former employee, or writing at least two (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, weeks prior to the returning former employee must be qualified and able to perform the work effective date of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoffreduction. The Association Board shall receive forward a list from the County’s Director of Human Resources of the those employees being laid off reduced to the Association on the same date that the notices are notice of reduction is issued to an employee. Any employee who is to be reduced in their assignment shall be placed on a re-employment list or lists, as may be required by the employeeseffective date of the reduction and shall be eligible for re- employment in the first vacant position for which they are qualified in inverse order of the reduction. When The re-employment list or lists shall expire after twelve (12) months of the work force effective date of the reduction and has precedence over new hires, promotions or other action which would fill a position on a permanent basis. An employee who is increased after a layoffreemployed in his/her previous job title within one year of his/her termination date shall be placed at the step in the salary schedule which was in effect at the time the employee left, seniority employees and all sick leave benefits which had been accumulated will be recalled in order reinstated. *Job Categories are defined as: Bus Driver, Bus Mechanic, Grounds Xxxxxxx, Grounds Workers, Maintenance Worker, Maintenance Technician I, Maintenance Technician II, Building Engineer I, Building Engineer II, Building Engineer III, Building Engineer IV, Court Agency Liaison, Xxxx/Xxxxx, Nutrition Services Assistant, Nutrition Supervisor I, Nutrition Supervisor II, Nutrition Supervisor III, Paraprofessional Instruction, Paraprofessional Health & Technology, Paraprofessional Special Education, Secretary/Clerk, Secretary School/Office Secretary ACHS, Printer Specialist, Printing Aide, Campus Monitor, Transition Advisor, Warehouse Worker, Lead Warehouse Worker, Assistant Child Care Center Coordinator I, II and III, Group Leaders and Paraprofessionals of seniorityChild Care Centers, most senior firstXxxx of Child Care Centers. *Job Occupations are defined as: Paraprofessional Instructional: child care, provided the employee to be recalled is qualified and able to perform the available work as scheduledoffice instructional, Title I, attendance liaison, adult literacy program intake coordinator, media, home visitors, ESL tutors, bilingual, attendance clerk, child care supervisor, speech/language assistant, special populations, health clerk, paraprofessional. Notice of recall may be by telephoneParaprofessional PreSchool/Group Leader Paraprofessional Special Education: autism spectrum disorder concentration, confirmed by certified mail to the employeebehavior team, assistive technology. Secretary/Clerk: entry level secretaries, counseling secretaries, coordinator’s last known addresssecretaries, with a copy to the Associationdirector’s assistant secretaries, clerks, liaison. Employees will be granted up to ten (10) working days to return to workSecretary School/Office: elementary/middle school principal’s secretary, upon request of the employeemanager’s secretary, alternative high school principal’s head secretary. Secretary HS – high school principal’s secretary.

REDUCTION IN FORCE. The term “layoff” shall be defined as a reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees reduction in the classification in which force that necessitates the layoff is of any employee from the system, the employee with the least seniority within the bargaining unit will be the first to occur shall be laid off firstregardless of his position. However, in any order, provided order to be retained or recalled the remaining seniority employee or employees are qualified and must be able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or lessefficiently. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days be given a written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to layoff at least ten (10) working days prior to return the effective date. Also, the employer shall give written notice to work, upon request the Local Union President and the Chairperson of the employeeGrievance Committee on the same day as the employee is notified. When it is necessary to reduce the number of employees in any job classification due to elimination of the job, a reduction in the number of employees in that job or other reason, the employee on the job with the least seniority will be released from that job. Such employee will then be allowed to displace an employee with less unit seniority on another job classification provided the displacing employee is able to satisfactorily perform the duties of the job the employee seeks to displace into. Any employee displaced under this procedure will, in turn, have a like right until, by the process of elimination, the employee with the least unit seniority is laid off or, if no layoff is contemplated, is assigned other work by the Employer. Employees on layoff shall be placed at the top of the substitute list and given priority status and will be paid the regular union rate of pay for the job they are performing. Employees who are collecting unemployment compensation benefits agree to forfeit their eligibility for such benefits for the day(s) they are called to work and do not report for work. Laid off employees shall have their sick leave frozen during the time of layoff. Employees shall be removed from the layoff list after a two year period, and shall no longer be subject to recall. Any employee who has been accepted into a new position through the displacement procedure will be placed in the new position no later than a month after acceptance, when possible.

REDUCTION IN FORCE. The term “layoff” shall be defined as a reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy Deputy, Corrections Sergeant (formerly Corrections Shift Leader) or Corrections Corporal (formerly Assistant Corrections Shift Leader Leader) and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employee.seven

REDUCTION IN FORCE. The term “A dismissal of an employee to reduce the workforce (layoff” ), as distinguished from a dismissal for just cause, shall not be defined made unless and until the Employer establishes that such dismissal is necessary for legitimate business reasons and all other reasonable alternatives have been considered in good faith as a reduction in the working forceprovided below. In the event of a layoff affecting employees within the bargaining unit, the Organization shall begin the process by consulting with the Guild at least one (1) week in advance of notice to the affected employees. The Organization will provide a detailed explanation and budget demonstrating why these unit positions are being eliminated and shall meet with the Guild to discuss potential alternatives to layoffs. Employees will not lose access to company email and other company resources until the end of the notice period, unless email or company resources are misused to disparage or otherwise harm the company, its clients or potential clients. In that case, the employee will lose access immediately upon discovery and forfeit all claims to severance. Employees may use work time during their notice period to look for and secure other employment. These activities may include but are not limited to online job searching, drafting resumes and cover letters, and conducting interviews. Supervisors are encouraged to discuss with their employees job opportunities within the Organization and the labor movement. At the same time as notifying the affected employees of the layoff, probationarythe Organization agrees to notify all unit Employees of the intended layoff, part-time and temporary employees in request whether any of the classification in which Employees wish to volunteer for the layoff to reduce the number of Employees to be laid off. The Guild will be provided with a copy of the notice to the Employees at the same time it is sent to occur the Employees. Provided the selection for layoff of any Employee(s) who volunteers for layoff would meet the financial and operating needs of the Employer, such volunteer(s) shall be laid off firstthe person(s) selected for layoff. To the extent that selection of any or all of the volunteers would not meet the above-stated Employer needs, or volunteers are not in any order, provided the remaining seniority employees are qualified and able sufficient numbers to perform the available work as scheduled. Thereafter, seniority employees in the classification in which meet the layoff is to occur numbers, the Employer shall proceed with its own layoff selections. Consideration of Employees for dismissal or layoff for economic reasons will be laid off implemented on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employee.

REDUCTION IN FORCE. The term “layoff” shall be defined as a reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees reductions in force shall be handled as described below. If there is a reduction in the classification in which the layoff is to occur of Detective, such reduction shall be laid off made on the basis of classification seniority, least senior first, provided the remaining seniority employees in that classification are qualified and able to perform the available work as scheduled. A full- time seniority employee who is displaced from the classification of Detective shall then be placed in a regular position vacancy, if any, in the classification of CAR. If there is no such vacancy, such person shall displace the employee in the classification of CAR who has served the least amount of total time in the classification(s) of Detective and/or CAR, provided he has greater total time in such classification(s), is qualified, and is able to perform the work of the employee to be displaced. If there is a reduction of employees in the classification of CAR, such reduction shall be made on the basis of total time the employee has served on a full-time basis in the classifications of Detective and/or CAR, commencing with the employee having the least amount of total time served, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority An employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in position as a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department CAR, but who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employeethe Midland Sheriff Employees Association bargaining unit (Unit I), or (2) is may request transfer to said unit in a classification at a lower rate accordance with the provisions of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or lessagreement. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, full-time seniority employees will be recalled to regular position vacancies in the classification of Detective, in order of seniorityclassification seniority within the rank of Detective, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Employees shall be recalled to regular position vacancies in the classification of CAR, based upon the total time the employee has served on a full-time basis in the classifications of Detective and CAR, commencing with the employee who has the greatest amount of total time served, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten fourteen (1014) working calendar days to return to work, upon request of the employee.

REDUCTION IN FORCE. The term “layoff” decision to implement a Reduction in Force shall be defined at the sole discretion of the School Board. As soon as a Reduction in Force is contemplated, the Superintendent of Schools shall notify the Leadership Union that the elimination of positions is contemplated. When a final determination has been made as to the reduction of the work force, and as early as possible, the Superintendent of Schools shall communicate that decision in writing to those staff members involved. For the purposes of a Reduction in Force, all bargaining unit members shall be assigned to one of the following classifications: High School Principal Middle School Principal Elementary School Principal Secondary Assistant Principal Xxxx of Academics Elementary Assistant Principal Directors by area of responsibility Director of School Counseling School Psychologist School Counselors Department Heads by Subject Should the School Board decide to reduce the work force, the School Board will make every reasonable effort to minimize the effects in reduction in force on the current staff by absorbing as many positions as possible through attrition. If all layoffs cannot be accomplished through attrition, the most qualified employees within each of the aforesaid classifications will be retained. If the qualifications of all employees within a classification are determined to be more or less equal, the most senior employees (determined by number of years of employment in the classification in Hudson) will be retained. If the selection is made on the basis of seniority, the selection will not be subject to the grievance procedure. Laid off members shall be placed on a recall list for a period of two years from the date of layoff. Members on the recall list shall be recalled to open positions within their assigned classification in the inverse order of their layoff. Any transfer, assignments, or reassignments resulting from or involved with a reduction in staff will be made at the working forcesole discretion of the Superintendent of Schools. In the event of a layoffchange of assignment or transfer as a result of a reduction in force, probationary, part-time and temporary employees in the classification in which the layoff is to occur member involved shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date notified of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employeechange.

REDUCTION IN FORCE. The term “layoff” shall be defined as a reduction in the working force. In the event the District determines that it is appropriate to reduce the number of a layoffemployees who are included in this group, probationary, part-time and temporary employees seniority will be considered in identifying the classification person to be reduced. For this purpose seniority will be considered the length of current continuous employment with the District in an administrative assistant position. When it is determined by the district which the layoff employee position is to occur shall be laid off firstreduced, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior firstemployee of that salary grade will be notified they are scheduled for reduction unless the least senior employee had required skills which are needed for their job. In such an instance, provided the remaining seniority employees next least senior employee would be identified for reduction. When notified that they are qualified and able to perform the available work as scheduled. A seniority scheduled for reduction, an employee who is displaced from his own classification may exercise his seniority to displace could "bump" the least senior employee in a classification at an equal pay rate their current salary grade or in a classification at the next lowest pay rate for which he lower salary grade if the employee has the skills, knowledge or capacity needed to function in the position obtained via the "bump". For the purpose of "bumping," if staff reduction should be scheduled, the following is qualified the order of salary grades from highest to lowest: Pay Grade 4, Pay Grade 3, Pay Grade 2, and able Pay Grade 1. The salary shall be based on the lesser of their current salary or the current incumbent’s salary Employees reduced via this procedure shall have recall employment rights to perform the work any position of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off salary grade they were reduced from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who one (1) holds a position in a classification previously held by such former employeecalendar year following the reduction. Recall is also dependent upon the employee having the skills, knowledge or capacity for the recall position. Employees must notify the District if they desire to use the "bump" process within five (25) days of being notified their job is in a classification at a lower rate of pay than that previously held by such former being reduced to qualify for "bumping." Employees do not forfeit recall rights if they opt not to "bump" another employee. In either circumstance, Employees on "recall status" are entitled to use the returning former employee must be qualified and able Complaint Procedures if they have a complaint regarding their failure to perform gain re-employment via the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employeeprocess.

REDUCTION IN FORCE. The term “Reduction in force is defined as the complete elimination of a specific job. If the District decides to layoff employees, factors to be considered will be basis on job performance records, the operational needs for and availability of special occupational skills, and the employee's seniority in the position. Upon taking action to lay off Employees, the District will provide the group with a layoff list. Affected employees will be notified at least thirty (30) working days prior to layoff” . Seniority shall be defined determined as the total length of continuous service beginning with the initial start date in a position. For seniority purposes, all authorized leaves shall be considered as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for the period of layoff. An employee who is laid off in a reduction in force may transfer to a position in a previously held position if (a) the working forceemployee has greater seniority than persons in that classification, and (b) the employee had at least satisfactory evaluations while employed in that position. In Recall rights shall exist for fifteen (15) months from the event date of a layoff, probationary, part-time and temporary employees . Recall shall be in the classification in which order of layoff from each employment category. Each employee on layoff shall keep the layoff is District informed of his/her current address for recall notification. Employees will be given recall notification by certified mail, return receipt requested, sent to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of last address given by the employee to the District Office Upon recall, the employee shall be displacedplaced at the salary step on which he/she was placed prior to the layoff. A One step movement shall be granted if the employee had completed 120 work days in the work year at the time of layoff, and if during the period of layoff a salary step had been granted to the group. An employee will not forfeit his/her rights to recall should he/she take a lesser hour position and/or a job in a lower classification. Employees who were full-time employee of the Sheriff’s Department prior to layoff who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and accept a part-time employee who transfers out position shall remain on the recall list for recall to full-time employment until the end of the bargaining unit into 15-month period following the Midland Patrol Deputies Association or layoff. If no employee from a classification remains on the Midland County Command Officers Associationrecall list, shall retain the seniority he earned through the date of such transferDistrict will fill open positions in accordance with District personnel procedures. Subject to the provisions hereinafter provided, if such former employee is later Employees who are laid off from either of such units or a part-may continue in the District's group insurance programs at their own expense during the layoff as long as premiums are paid in advance each month. Upon recall, employees shall have restored the accumulated sick leave recorded for them at time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employee.

REDUCTION IN FORCE. A. All ESP Employees other than Custodial and Maintenance Prior to action to reduce bargaining unit positions, the Alliance and the affected ESP employee(s) shall be given written notice at least sixty (60) days prior to the end of the school year. Layoffs shall be in inverse order of seniority within classification, providing the more senior ESP employee is qualified for the position remaining. For purposes of this Section 4.8, “Classification” shall refer to the following. Secretary/Clerk/Bookkeeper PCHS Cafeteria Workers Personal Assistants Job Coaches Teacher Aides Security Guards Nurses Certified Nursing Assistant Student Supervisors/Study Hall Supervisor/Pool Locker Room Supervisor Accompanist Computer Technician Registrar Recall rights to positions shall extend for twenty-four (24) months following the effective date of layoff. Recall within each classification shall be in order of seniority for those qualified. Recalled ESP employees shall suffer no loss of pay or benefits in effect at the time of layoff unless altered through collective negotiations between the Alliance and the employer. Seniority shall not be lost nor shall it be earned while on layoff. Uninterrupted part-time service shall be calculated on a pro rata basis. If there is a tie in seniority, the ESP employee with the greater total service to the District in any capacity shall be retained if qualified. Within the classification of secretary/clerk/bookkeeper, all continuous services in any of the positions shall be credited and transferable within the overall classification. In no case, however, may an ESP employee exercise seniority to bump into another classification. Notwithstanding any other provision hereunder, in exercising seniority rights hereunder, an ESP employee within the secretary/clerk/bookkeeper classification whose position has been eliminated shall be entitled only to the position of the least senior ESP employee within the classification holding a position that the ESP employee whose position has been eliminated is qualified to fill. The term “layoff” more senior ESP employee thus assuming the position of a less senior ESP employee shall suffer no loss of pay. The less senior ESP employee whose position is thus being assumed, shall not be entitled to bump into any other position and shall be separated. Seniority shall be defined as a reduction the length of an ESP employee’s continuous employment with the District within the classification. Service shall be computed from the first day of uninterrupted employment. Service shall not be interrupted due to utilization of approved leaves of absence, vacations, layoff, or normal breaks in the working forcecontractual year for a particular position. In the event A full year of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur service shall be laid off first, in any order, provided earned if an ESP employee works at least one-half (1/2) of the remaining seniority employees are qualified and able to perform the available ESP employee’s work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduledyear. A seniority employee who is displaced from his own classification may exercise his seniority list shall be developed and posted each year prior to displace March 1 reflecting the least senior length of service of each ESP employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputyeach classification, Corrections Deputy or Corrections Shift Leader and including those on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employee.

REDUCTION IN FORCE. The term “layoff” When it becomes necessary to reduce the number of administrators, it shall be defined as done by classification. Classifications shall include Secondary School Principals, Assistant Secondary School Principals, Elementary School Principals and each individual Director. When more than one administrator fills a reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee position to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Associationeliminated, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees administrator to be laid off for an indefinite period will be the least senior within the classification. Seniority will be determined by the administrators' years of time will receive at least seven (7) calendar days written notice service within the District. Years of layoffservice within a CAA classification shall be carried from one CAA classification to other CAA classifications. The Association shall receive a list from If seniority based upon years of service does not differentiate between the County’s Director administrators involved, the date of Human Resources Board confirmation of the employees being administrator's hire shall determine seniority with the administrator with the most recent date of confirmation of hire to be laid off. If the date of the Board confirmation of the administrators' hire does not differentiate between the administrators involved, the level of educational degree obtained by the administrator shall determine seniority with the administrator with the lower level of educational degree to be laid off. Administrators laid off on due to a Reduction-in-Force must maintain a current address with the same date Superintendent's Office. Administrators must be given first option for any vacancy for which the notices are issued administrator is certified within the District so long as a current address is maintained with the Superintendent's Office. Administrators must be rehired in the reverse order that the Reduction-in-Force occurred within the classification involved. If a laid-off administrator refuses an offer for reemployment to a position for which the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled administrator is qualified and able which offers pay and benefits equal to perform or better than the available work as scheduledeliminated position, the administrator shall forfeit the administrator's right to reemployment under this Article. Notice If a laid-off administrator is recalled to a position within the District within one (1) year of recall may the Reduction-in-Force, the lay-off shall not be by telephoneconsidered a break in service for purposes of computing the administrator's years of service. If challenged, confirmed by certified mail the provisions within this Article shall be subject to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request grievance procedures of the employeethis Agreement.

REDUCTION IN FORCE. The term “layoff” shall be defined as a reduction in the working force. In the event the District determines that it is appropriate to reduce the number of a layoffemployees who are included in this group, probationary, part-time and temporary employees seniority will be considered in identifying the classification person to be reduced. For this purpose seniority will be considered the length of current continuous employment with the District in an administrative assistant position. When it is determined by the district which the layoff employee position is to occur shall be laid off firstreduced, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior firstemployee of that salary grade will be notified they are scheduled for reduction unless the least senior employee had required skills which are needed for their job. In such an instance, provided the remaining seniority employees next least senior employee would be identified for reduction. When notified that they are qualified and able to perform the available work as scheduled. A seniority scheduled for reduction, an employee who is displaced from his own classification may exercise his seniority to displace could "bump" the least senior employee in a classification at an equal pay rate their current salary grade or in a classification at the next lowest pay rate for which he lower salary grade if the employee has the skills, knowledge or capacity needed to function in the position obtained via the "bump". For the purpose of "bumping," if staff reduction should be scheduled, the following is qualified the order of salary grades from highest to lowest: Pay Grade 4, Pay Grade 3, Pay Grade 2, and able Pay Grade 1. The salary shall be based on the lesser of their current salary or the current incumbent's salary Employees reduced via this procedure shall have recall employment rights to perform the work any position of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off salary grade they were reduced from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who one (1) holds a position in a classification previously held by such former employeecalendar year following the reduction. Recall is also dependent upon the employee having the skills, knowledge or capacity for the recall position. Employees must notify the District if they desire to use the "bump" process within five (25) days of being notified their job is in a classification at a lower rate of pay than that previously held by such former being reduced to qualify for "bumping." Employees do not forfeit recall rights if they opt not to "bump" another employee. In either circumstance, Employees on "recall status" are entitled to use the returning former employee must be qualified and able Complaint Procedures if they have a complaint regarding their failure to perform gain re-employment via the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employeeprocess.

REDUCTION IN FORCE. The term “layoff” ‌ If the City should reduce its work force, layoffs shall be made within each department by job title within classification based on seniority as defined as in Article 12 - Seniority, unless the City determines that a reduction bona fide special operational need exists that requires retention of a less senior employee. The City agrees to notify employees and the Union (the Local President and the Xxxxxx/Springfield Field Office at xxxxxx@xxxx000.xxx or 541-342-1055) not less than thirty (30) days prior to any layoff, except in the working force. In the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out member of the bargaining unit into the Midland Patrol Deputies Associationthat he or she may be laid off, the Midland County Command Officers Association, or City will also inform the Union of this potential layoff. Failure by the City to part-time status, and a part-time employee who transfers out provide notice of the bargaining unit into the Midland Patrol Deputies Association possible layoffs to affected employees or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject Union prior to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize obligation for formal notification will not be subject to the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or lessgrievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for an indefinite period which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of time will receive a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at least seven (7) calendar days the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being Employees who are to be laid off on will be given preferential consideration for vacancies in other departments if the same date employee possesses the notices are issued to skill, ability and experience required in the employeesvacant position. When the work force is increased after a In lieu of layoff, seniority employees will be recalled in order an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of seniorityvacant positions, most senior first, provided and the employee to shall be recalled is qualified and able to perform paid at the available work as scheduledwage established for the lower job title. Notice of recall The employee may be placed at any step in the range in accordance with his/her experience, as recommended by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employeeDepartment Head.

REDUCTION IN FORCE. The term “layoff” Parties agree that should the Company find it necessary to permanently reduce its workforce because of economic or other reasons, any such reduction in force will be accomplished by the following method: the Company will determine how many employees within each classification as identified in Appendix A will be reduced, and then effectuate the reduction by laying off the needed number of employees in the affected classifications and work area based on ability to perform available work and seniority. Ability to perform available work includes but is not limited to the employee’s work performance, training and experience based on Company records. If all other criteria are equal attendance may be used a s the final criteria, but only if an employee’s attendance is unsatisfactory at the time. For purposes of this provision, an employee with more than ten (10) attendance points will be considered unsatisfactory. This procedure shall only apply to permanent workforce reductions that the Company expects to exceed ten (10) consecutive workdays. Although the procedures applied to temporary workforce reductions shall be defined as determined by the Company, the junior employees in the affected area will normally be laid off unless there is a reasonable operating need to retain a junior employee. A general reduction in the working forcenumber of work hours or work days shall not be considered a workforce reduction. In Whenever circumstances permit the event Company will discuss a general work week reduction with the Union prior to finalizing the posting of a layoff, probationary, part-time the reduced workweek schedule. Temporary and temporary probationary employees in within the affected job classification in which the layoff is to occur and work area shall be laid off first based on their last date of hire, laying off the probationary or temporary employees with the most recent date of hire first. Such employees will not retain any recall privileges and their seniority and employment relationship will be terminated. Non-probationary employees laid off in the reduction of force will retain recall privileges for a period equal to their length of service up to a maximum of eighteen (18) months from the date they were laid off. Prior to entering furloughed status, in any order, provided non-probationary employees will receive preference over temporary and probationary employees on work at the remaining seniority employees plant for which they are qualified and able to perform immediately. If the available work as scheduled. ThereafterCompany decides to restore any positions eliminated through layoffs, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are it will do so by recalling furloughed qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, job classification and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position work area in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice reverse order of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority Pay for those employees will be recalled in order of seniority, most senior first, provided based on the rate for the job to which the employee is recalled. In any event, if the recall process fails to fill the assignment, the position will be recalled is qualified bulletined as a vacancy and able assigned pursuant to perform the available work as scheduled. Notice of recall may be by telephoneArticle IX, confirmed by certified mail to the employee’s last known address, with a copy to the AssociationFILLING VACANT POSITIONS. Employees will be granted on layoff status for more than their length of service up to ten eighteen (1018) working days to return to work, upon request of the employeemonths will not retain any recall privileges and will have their seniority and employment relationship terminated.

REDUCTION IN FORCE. The term “layoff” shall Reduction in force will be defined as a reduction in within job classifications - that is, the working force. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall least senior Supervisor will be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in from the classification in which the layoff is to occur being reduced. Qualifications shall be laid off on determined by the basis of seniorityPolice Chief, least senior first, provided but any dispute will be subject to the remaining seniority employees are qualified and able to perform the available work as scheduledgrievance procedure. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee Supervisors shall be recalled in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work reverse order of the employee to be displacedreduction in force. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before Supervisors will have recall rights for eighteen (18) months from the date of this Agreement transferred into lay-off from active duty in the department. A refusal of recall shall be considered as a professional association representing employees of the Midland County Sheriff’s Departmentresignation, and recall rights shall terminate. If a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Associationreduction occurs within a job classification, the Midland County Command Supervisor affected will revert to the next lower job classification. If a Lieutenant is affected, that Lieutenant will revert to a Sergeant. If a Sergeant is affected, that Sergeant shall revert to a Patrol Officer at a rank of P-4/3 and any further reduction in workforce within the Patrol Officers AssociationUnit will follow the procedures set forth in the agreement between the Town of Westborough and the Patrol Officers Unit. The Town shall send written notices of recall positions to each Supervisor who is being recalled, or to part-time statusby First Class Mail and Certified Mail, and a part-time employee who transfers out Return Receipt Requested, notifying them of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transferreturn, work location and shift assignment. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee Supervisors who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least have received recall notices shall have seven (7) calendar days written notice of layoffto respond in writing indicating that they will accept the position. The Association time shall receive a list begin to run two (2) days after the date of the mailing of the notice. Failure to respond to the Town’s recall shall result in removal of the person’s name from the County’s Director recall list and forfeiture of Human Resources of the employees being laid off on the same date the notices are issued further recall rights. Any Supervisor who declines such employment after having indicated that he/she would return to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduledinstructed shall have his/her name removed from the recall list and shall forfeit further recall rights. Notice Supervisors who are separated from employment as the result of a layoff and, who are subsequently recalled to employment shall for the purpose of determining their salary upon recall may be by telephone, confirmed by certified mail to the employee’s last known address, credited with a copy to the Association. Employees will be granted up to ten (10) working days to return to work, upon request of the employeetheir prior service.

REDUCTION IN FORCE. The term “layoff” shall be defined as In the event the Board of Directors, in its exclusive judgment, ultimately decides that a reduction in force shall be implemented, the working forceBoard shall specify the number of positions to be authorized within each job classification. Procedure: The Fire Chief shall then designate those employees to be laid off in accordance with the Board's specified number of authorized positions in each job classification and in accordance with the following procedures. Employees shall be laid-off in inverse order of seniority by job classification except that an employee in a higher paying job classification shall have the right to "bump" employees in lower paying job classifications in which the higher paid employee was previously employed. An employee who “bumps" to a lower paying job classification will be placed on the applicable seniority list for that classification according to the employee’s prior District service (promotion date) in that rank. Employee(s) cannot ”bump" into a lower paying job classification that they were not previously employed and successfully completed probation, unless while during probation in the lower paying job classification the employee was promoted into the higher paying job classification. Upon reduction employee must complete the probation period in lower paying classification. Employee(s) to be laid-off will commence with the highest job classification. Those employee(s) will be "bumped” and be integrated into the appropriate lower paying job classification prior to any employee being laid-off in the lower paying job classification. In the event of that an employee ''bumps'' to a layoff, probationary, part-time and temporary employees in the lower paying job classification in which accordance with the layoff is to occur provisions of this Article, their salary shall be immediately reduced to the step of the lower salary range which would have applied had the employee never been promoted to the higher paying position. Prior to an employee being laid off firstoff, in any order, provided the remaining seniority employees are qualified and able said employee may be required to perform the available work as scheduledsubmit to a physical examination with a District paid physician. Thereafter, seniority employees in the classification in which the layoff is to occur Said examination shall be laid off based on the basis of senioritypresent District physical, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification taking into consideration employee's age at the next lowest pay rate for which he is qualified and able to perform the work time of the said examination. If said examination determines an employee to be displacedphysically disabled, and impaired their ability to be recalled, said employee may apply for disability benefits provided by the District. A full-time employee of disability shall not remove an employee’s name from the Sheriff’s Department who formerly held the position of Court Security Deputyrecall List, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Departmentunless, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former said employee is later laid off from either of such units or a part-time position, he may utilize determined to be totally disabled. Physical examinations shall be at the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or District's expense. When vacancies occur within two (2) years after the date an employee is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstancelaid-off under this Article, the returning employee shall be given the opportunity to be rehired or advanced to their former classification provided a vacancy exists in the classification, in accordance with seniority and prior to the employment of any new employee must in that classification; provided, however, that such reduced or laid-off employee meets the physical and other qualifying standards in effect at the time that they had been previously appointed to the classification into which they seek to be qualified and able returned. If any such reduced or laid-off employee fails to perform the work of the employee he seeks to bump with an orientation period of ten report for duty within thirty (1030) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days after mailing a written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified registered mail to the employee’s last known address, they shall have lost the right to be rehired or advanced hereunder. In the event that an employee is advanced from a job classification to another job classification in accordance with a copy the provisions of paragraph 5 above, their salary shall revert to the Associationstep of the higher range that would have applied had there not been a reduction in job classification as a result of a general lay-off. Employees If at any point in time during the two (2) year reinstatement period (as identified above), the District reclassifies the job descriptions, but maintains similar job functions, the employees who were directly affected by the initial lay-off from their previously held positions, will be granted up to ten (10) working days to return to work, upon request re-hiring rights under the new job description/classification. This will remain in effect for the entire duration of the employee.two

REDUCTION IN FORCE. The term “layoff” shall be defined as a reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees reductions in force shall be handled as described below. If there is a reduction in the classification in which the layoff is to occur of Detective, such reduction shall be laid off made on the basis of classification seniority, least senior first, provided the remaining seniority employees in that classification are qualified and able to perform the available work as scheduled. A full-time seniority employee who is displaced from the classification of Detective shall then be placed in a regular position vacancy, if any, in the classification of Patrol Deputy. If there is no such vacancy, such person shall displace the employee in the classification of Patrol Deputy who has served the least amount of total time in the classification(s) of Detective and/or Patrol Deputy, provided he has greater total time in such classification(s), is qualified, and is able to perform the work of the employee to be displaced. If there is a reduction of employees in the classification of Patrol Deputy, such reduction shall be made on the basis of total time the employee has served on a full-time basis in the classifications of Detective and/or Patrol Deputy, commencing with the employee having the least amount of total time served, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority An employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in position as a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department Patrol Deputy, but who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employeethe Midland Sheriff Employees Association bargaining unit (Unit I), or (2) is may request transfer to said unit in a classification at a lower rate accordance with the provisions of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or lessagreement. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days day’s written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, full-time seniority employees will be recalled to regular position vacancies in the classification of Detective, in order of seniorityclassification seniority within the rank of Detective, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Employees shall be recalled to regular position vacancies in the classification of Patrol Deputy, based upon the total time the employee has served on a full-time basis in the classifications of Detective and Patrol Deputy, commencing with the employee who has the greatest amount of total time served, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Association. Employees will be granted up to ten fourteen (1014) working calendar days to return to work, upon request of the employee.

REDUCTION IN FORCE. 23-1 The term “layoff” Board shall determine when reductions in force are necessary and which job categories* or occupations** shall be defined as a reduction in the working forceaffected. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur Employees within affected job categories or occupations shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off considered for retention on the basis of seniority, least senior first, provided School District need and who meets the qualifications for the remaining positions. The determination of who best meets the qualifications shall rest solely with the Board. The following factors shall be considered when classified staff are to be reduced in force: (a) retirements, resignations and normal attrition shall be considered first; (b) all probationary staff (6 months or less) shall be reduced in force before any regular employee; (c) employees with the least amount of seniority employees are qualified in the District shall be the first to be reduced in force within a job category or occupation; (d) if seniority is the same among employees, evaluation, documented job performance, job related cross-trained skills, affirmative action considerations, and able required job skills as determined by testing will identify who is to perform the available work as scheduledbe reduced in force. A seniority Any employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, reduced shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position be so notified in a classification previously held by such former employee, or writing at least two (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, weeks prior to the returning former employee must be qualified and able to perform the work effective date of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoffreduction. The Association Board shall receive forward a list from the County’s Director of Human Resources of the those employees being laid off reduced to the Association on the same date that the notices are notice of reduction is issued to an employee. Any employee who is to be reduced in their assignment shall be placed on a re-employment list or lists, as may be required by the employeeseffective date of the reduction and shall be eligible for re- employment in the first vacant position for which they are qualified in inverse order of the reduction. When The re-employment list or lists shall expire after twelve (12) months of the work force effective date of the reduction and has precedence over new hires, promotions or other action which would fill a position on a permanent basis. An employee who is increased after a layoffreemployed in his/her previous job title within one year of his/her termination date shall be placed at the step in the salary schedule which was in effect at the time the employee left, seniority employees and all sick leave benefits which had been accumulated will be recalled in order reinstated. *Job Categories are defined as: Bus Driver, Bus Mechanic, Grounds Xxxxxxx, Grounds Workers, Maintenance Worker, Maintenance Technician I, Maintenance Technician II, Building Engineer I, Building Engineer II, Building Engineer III, Building Engineer IV, Court Agency Liaison, Xxxx/Xxxxx, Nutrition Services Assistant, Nutrition Supervisor I, Nutrition Supervisor II, Nutrition Supervisor III, Paraprofessional Instruction, Paraprofessional Health & Technology, Paraprofessional Special Education, Secretary/Clerk, Secretary School/Office Secretary ACHS, Printer Specialist, Printing Aide, Campus Monitor, Transition Advisor, Warehouse Worker, Lead Warehouse Worker, Assistant Child Care Center Coordinator I, II and III, Group Leaders and Paraprofessionals of seniorityChild Care Centers, most senior firstXxxx of Child Care Centers, provided the employee to be recalled is qualified and able to perform the available work as scheduledBus Driver Assistant Trainer, Registrar *Job Occupations are defined as: Paraprofessional Instructional: child care, office instructional, Title I, attendance liaison, adult literacy program intake coordinator, media, home visitors, ESL tutors, bilingual, attendance clerk, child care supervisor, speech/language assistant, special populations, health clerk, paraprofessional. Notice of recall may be by telephoneParaprofessional PreSchool/Group Leader Paraprofessional Special Education: autism spectrum disorder concentration, confirmed by certified mail to the employeebehavior team, assistive technology. Secretary/Clerk: entry level secretaries, counseling secretaries, coordinator’s last known addresssecretaries, with a copy to the Associationdirector’s assistant secretaries, clerks, liaison. Employees will be granted up to ten (10) working days to return to workSecretary School/Office: elementary/middle school principal’s secretary, upon request of the employeemanager’s secretary, alternative high school principal’s head secretary. Secretary HS – high school principal’s secretary.

REDUCTION IN FORCE. The term “layoff” shall be defined as In the event the Board of Directors, in its exclusive judgment, ultimately decides that a reduction in force shall be implemented, the working forceBoard shall specify the number of positions to be authorized within each job classification. Procedure: The Fire Chief shall then designate those employees to be laid off in accordance with the Board's specified number of authorized positions in each job classification and in accordance with the following procedures. Employees shall be laid-off in inverse order of seniority by job classification except that an employee in a higher paying job classification shall have the right to "bump" employees in lower paying job classifications in which the higher paid employee was previously employed. An employee who “bumps" to a lower paying job classification will be placed on the applicable seniority list for that classification according to the employee’s prior District service (promotion date) in that rank. Employee(s) cannot ”bump" into a lower paying job classification that they were not previously employed and successfully completed probation, unless while during probation in the lower paying job classification the employee was promoted into the higher paying job classification. Upon reduction employee must complete the probation period in lower paying classification. Employee(s) to be laid-off will commence with the highest job classification. Those employee(s) will be "bumped” and be integrated into the appropriate lower paying job classification prior to any employee being laid-off in the lower paying job classification. In the event of that an employee ''bumps'' to a layoff, probationary, part-time and temporary employees in the lower paying job classification in which accordance with the layoff is to occur provisions of this Article, their salary shall be immediately reduced to the step of the lower salary range which would have applied had the employee never been promoted to the higher paying position. Prior to an employee being laid off firstoff, in any order, provided the remaining seniority employees are qualified and able said employee may be required to perform the available work as scheduledsubmit to a physical examination with a District paid physician. Thereafter, seniority employees in the classification in which the layoff is to occur Said examination shall be laid off based on the basis of senioritypresent District physical, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification taking into consideration employee's age at the next lowest pay rate for which he is qualified and able to perform the work time of the said examination. If said examination determines an employee to be displacedphysically disabled, and impaired their ability to be recalled, said employee may apply for disability benefits provided by the District. A full-time employee of disability shall not remove an employees name from the Sheriff’s Department who formerly held the position of Court Security Deputyrecall List, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Departmentunless, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former said employee is later laid off from either of such units or a part-time position, he may utilize determined to be totally disabled. Physical examinations shall be at the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or District's expense. When vacancies occur within two (2) years after the date an employee is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstancelaid-off under this Article, the returning employee shall be given the opportunity to be rehired or advanced to their former classification provided a vacancy exists in the classification, in accordance with seniority and prior to the employment of any new employee must in that classification; provided, however, that such reduced or laid-off employee meets the physical and other qualifying standards in effect at the time that they had been previously appointed to the classification into which they seek to be qualified and able returned. If any such reduced or laid-off employee fails to perform the work of the employee he seeks to bump with an orientation period of ten report for duty within thirty (1030) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days after mailing a written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified registered mail to the employee’s last known address, they shall have lost the right to be rehired or advanced hereunder. In the event that an employee is advanced from a job classification to another job classification in accordance with a copy the provisions of paragraph 5 above, their salary shall revert to the Association. Employees will be granted up to ten (10) working days to return to work, upon request step of the employeehigher range that would have applied had there not been a reduction in job classification as a result of a general lay-off.

REDUCTION IN FORCE. The term “layoff” shall be defined as An employee will receive fifteen (15) working days advance notice of layoff with a reduction in copy of such notice to the working forceUnion. In the event of a layoffreduction in force, probationarythe City shall determine the order of layoff based upon the qualifications, part-time performance evaluations of record, specializations needed for retained positions, and temporary seniority with the union. When these factors are equal, employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis reverse order of seniority, least senior first, provided the remaining seniority employees are qualified and able . Employees may “bump” or displace to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former the same or lower pay grade if they meet the minimum qualifications and if their seniority exceeds that of the other employee’s in the pay grade. For the purpose of bumping into the municipal court, an employee may bump or (2) displace, if in addition, he/she meets the qualifications for the job and the needs of the court and the Judge. If the Judge in his or her discretion declines to accept the application and an employee who was eligible to bump is laid off due to the Judge’s decision, that employee shall be entitled to one month of severance pay. In addition, the City shall pay directly to the insurance provider up to three months of insurance premiums as set forth in a classification at a lower rate of pay than that previously held by such former Article IX for the employee. In either circumstance, the returning former employee must be qualified and able to perform the work Upon receipt of the employee he seeks to bump with an orientation period Official Notice of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees Reduction in Force that will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail mailed to the employee’s last known addressaddress on file with the City, with the employee will have a copy period of 10 working days in which to consider employment options. The Official Notice will include information pertaining to the Associationemployee’s right to displace other employees as outlined in this section. A copy of the Official Notice will be sent to the union. Employees wishing to exercise their displacement rights must provide to the Human Resources Department, a Statement of Intent to Displace within the 10 working day notice period. Along with the Statement of Intent to Displace, the employee must identify a maximum of three positions, listed in priority order, for which they are qualified and for which they have the required level of seniority. The employee must also include a full and complete description of verifiable qualifications for each position identified. The City shall review within five (5) working days, in order, the employee’s displacement choices based on their qualifications, performance evaluations of record, specializations and seniority. From this data, the City will determine the position (as high on the priority listings as possible), into which the employee is qualified to bump. Knowledge, skills, and abilities as contained in the current job description of the position in question, shall be the basis from which the determination is made. In cases where qualifications, performance, and union seniority are equal, seniority will be granted up to ten (10) working days to return to workthe determining factor. The City shall not lay off bargaining unit employees in lieu of disciplinary action. Employees who are displaced will be provided the same notice and rights as outlined above. If the Department Head and employee mutually agree, upon request the displaced employee may take paid administrative leave for the duration of the employee15 working day advance notice period. Employees cannot gain hours through the “bumping” process. In other words, a part time position may not bump a full time position. In addition, employees who currently share a position (job share) can, together, petition to bump into a full time position if they are qualified and meet the required level of seniority. The pay grade of the position bumped into will prevail; however, the employee shall be placed at a step as comparable to their current pay as possible within the pay grade. All displaced employees will be provided an out processing interview to review their benefits and various options as an inactive employee on recall status. Displaced employees will not be allowed to “run out” accrued leave balances but will be paid out in accordance with the union agreement. Employees who move into a new position as a result of this process shall be in a trial status and shall receive written performance evaluations once a month throughout the six month trial period. At the successful completion of the six month trial period, the employee will resume the normal evaluation process as outlined in City policy. Employees, who are unable to satisfactorily perform the duties of the new position, will be subject to termination.

REDUCTION IN FORCE. The term “layoff” shall be defined as An employee will receive fifteen (15) working days advance notice of layoff with a reduction in copy of such notice to the working forceUnion. In the event of a layoffreduction in force, probationarythe City shall determine the order of layoff based upon the qualifications, part-time performance evaluations of record, specializations needed for retained positions, and temporary seniority with the Union. When these factors are equal, employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided reverse order of seniority. Employees may “bump” or displace to a position in the remaining same or lower pay grade if they meet the minimum qualifications and if their seniority employees are qualified and able to perform exceeds that of the available work as scheduled. Thereafter, seniority other employees in the classification pay grade. For the purpose of bumping into the municipal court, an employee may bump or displace, if in which addition, they meet the layoff qualifications for the job and the needs of the court and the Judge. If the Judge in their discretion declines to accept the application and an employee who was eligible to bump is laid off due to occur the Judge’s decision, that employee shall be laid off on entitled to one month of severance pay. In addition, the basis City shall pay directly to the insurance provider up to three (3) months of seniority, least senior first, provided insurance premiums as set forth in Article IX for the remaining seniority employees are qualified and able to perform the available work as scheduledemployee. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work Upon receipt of the employee Official Notice of Reduction in Force that will be mailed to be displaced. A full-time employee of the Sheriffemployee’s Department who formerly held address on file with the position of Court Security Deputy, Corrections Deputy or Corrections Shift Leader and on or before the date of this Agreement transferred into a professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies AssociationCity, the Midland County Command Officers Association, or to part-time status, and employee will have a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) working days or less. Employees in which to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoffconsider employment options. The Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to the employees. When the work force is increased after a layoff, seniority employees Official Notice will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail include information pertaining to the employee’s last known address, with a right to displace other employees as outlined in this section. A copy of the Official Notice will be sent to the AssociationUnion. Employees will be granted up wishing to exercise their displacement rights must provide to the Human Resources Department, a Statement of Intent to Displace within the ten (10) working days day notice period. Along with the Statement of Intent to return Displace, the employee must identify a maximum of three (3) positions, listed in priority order, for which they are qualified and for which they have the required level of seniority. The employee must also include a full and complete description of verifiable qualifications for each position identified. The City shall review within five (5) working days, in order, the employee’s displacement choices based on their qualifications, performance evaluations of record, specializations and seniority. From this data, the City will determine the position (as high on the priority listings as possible), into which the employee is qualified to workbump. Knowledge, upon request skills, and abilities as contained in the current job description of the employeeposition in question shall be the basis from which the determination is made. In cases where qualifications, performance, and union seniority are equal, seniority will be the determining factor. The City shall not lay off bargaining unit employees in lieu of disciplinary action. Employees who are displaced will be provided the same notice and rights as outlined above. If the Department Head and employee mutually agree, the displaced employee may take paid administrative leave for the duration of the fifteen (15) working day advance notice period. Employees cannot gain hours through the “bumping” process. In other words, a part-time position may not bump a full-time position. In addition, employees who currently share a position (job share) can, together, petition to bump into a full-time position if they are qualified and meet the required level of seniority. The pay grade of the position bumped into will prevail; however, the employee shall be placed at a step as comparable to their current pay as possible within the pay grade. All displaced employees will be provided an out-processing interview to review their benefits and various options as an inactive employee on recall status. Displaced employees will not be allowed to “run out” accrued leave balances but will be paid out in accordance with the Union agreement. Employees who move into a new position as a result of this process shall be in a trial status and shall receive written performance evaluations once a month throughout the six-month trial period. At the successful completion of the six-month trial period, the employee will resume the normal evaluation process as outlined in City policy. Employees who are unable to satisfactorily perform the duties of the new position will be subject to termination.