REDUCTION IN PERSONNEL - REEMPLOYMENT Sample Clauses

REDUCTION IN PERSONNEL - REEMPLOYMENT. Section 1. When necessary to reduce the regular force of bus operators, lay-offs shall be in the inverse order of seniority. Section 2. When necessary to reduce the regular force of maintenance employees, lay- offs shall be in the inverse order of seniority, within the respective classifications; provided, however, that a senior employee laid off in a higher classification shall be permitted to displace a junior employee in a lower classification if such senior employee desires to accept a job in such lower classification, and any such junior employee so displaced shall in turn have the privilege of displacing an employee in a lower classification with lower seniority and so on down the line. The privilege of displacing junior employees as above provided for must be exercised in accordance with the effective date as designated by the City. Section 3. When regular forces of bus operators or maintenance employees are increased, former employees of the City who were laid off in accordance with the provisions of Section 1 and 2 of this Article shall be offered reemployment in the reverse order in which they were laid off; provided that this Agreement or any renewal, amendment or extension thereof is still in effect and no more than two (2) years shall have elapsed since their lay-off. Section 4. When a lay-off exceeds thirty (30) days, the person offered reemployment under the provisions of this Article shall pass a physical examination conducted by a doctor selected by the City and such person shall be subject to the then existing conditions of employment of the City. Section 5. In the reemployment of personnel as provided in this Article, the following procedure will be followed: A. The City shall notify each person to be reemployed to report for work by registered U.S. Mail (return receipt requested) or by telegram. Such letter or telegram shall be directed to the last known address of such person, and a copy thereof shall be furnished to the Transit Union. By so doing, the City shall have discharged its obligations under this Article. Employees who were laid off must keep the City and the Transit Union supplied with a correct and up-to-date mailing address or risk forfeiture of their seniority and reemployment rights hereunder. B. Persons so notified to report for work must report for work within ten
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REDUCTION IN PERSONNEL - REEMPLOYMENT. Section 1: When it is necessary to reduce the regular forces of the operators or maintenance employees, layoffs of operators shall be in the reverse order of seniority as defined in Article 15 of this Agreement, and layoffs of maintenance employees shall be in the reverse order of seniority within each classification of maintenance employees as defined in Article 15 of this Agreement provided the employee retained is qualified to perform the job and was working in the classification required at the time of the reduction in force. Employees so laid off will retain and accumulate seniority rights during such layoff. Section 2: When the regular forces of operators or maintenance employees are increased, former employees of the Employer who were laid off in accordance with Section 1 of this Article, shall be offered recall in the reverse order in which they were laid off, provided, however, that this Agreement, or any renewal, amendment, or extension thereof is still in effect, and no more than two (2) years has elapsed since their last layoff. Section 3: In the recall of persons in accordance with Section 2 above, the following procedure shall be followed:
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REDUCTION IN PERSONNEL - REEMPLOYMENT. When reductions in the Operations Department are ordered by the Company, employees will be laid off in reverse order of their seniority.
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REDUCTION IN PERSONNEL - REEMPLOYMENT. Section 1: When it is necessary to reduce the regular forces of the operators or Section 2: When the regular forces of operators or maintenance employees are Section 3: In the recall of persons in accordance with Section 2 above, the following
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Related to REDUCTION IN PERSONNEL - REEMPLOYMENT

  • Nondiscrimination in Employment Consultant shall not discriminate against any employee or applicant for employment on any basis prohibited by law. Contractor shall provide equal opportunity in all employment practices. Consultants shall ensure that their subcontractors comply with this program. Nothing in this Section shall be interpreted to hold a Consultant liable for any discriminatory practice of its subcontractors.

  • Non-Discrimination in Employment 9.3.1 CONTRACTOR shall comply with Executive Order 11246, entitled “Equal Employment Opportunity,” as amended by Executive Order 11375, and as supplemented in Department of Labor regulations (Title 41 CFR Part 60). 9.3.2 All solicitations or advertisements for employees placed by or on behalf of CONTRACTOR shall state that all qualified applicants will receive consideration for employment without regard to race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, military and veteran status, or any other protected group, in accordance with the requirements of all applicable federal or State laws. Notices describing the provisions of the equal opportunity clause shall be posted in a conspicuous place for employees and job applicants. 9.3.3 CONTRACTOR shall refer any and all employees xxxxxxxx of filing a formal discrimination complaint to: California Department of Fair Employment 0000 Xxxxxx Xxxxx, Xxxxx 000 Elk Grove, CA 95758 Telephone: (000) 000-0000 (000) 000-0000 (TTY)

  • Reemployment List A list of persons who have occupied positions allocated to any class in the merit system and who have voluntarily separated and are qualified for consideration for reappointment under the Personnel Management Regulations governing reemployment.

  • Personnel Selection Leave 35.6.1 Where an employee participates in a personnel selection process for a position in the Public Service, as defined in the Financial Administration Act, the Council shall grant leave of absence with pay for the period during which the employee's presence is required for purposes of the selection process, and for such further period as the Council considers reasonable for the employee to travel to and from the place where his presence is so required.

  • Reemployment Former state employees who are reemployed within five (5) years of leaving state service will be granted all unused and unpaid sick leave credits they had at separation. If an employee is reemployed after retiring from state service, when the employee subsequently retires or dies, only unused sick leave accrued since the date of reemployment minus sick leave taken within the same period will be eligible for sick leave separation cash out, in accordance with 12.7 above.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Leave When Employment Terminates When the employment of an employee is terminated for any reason, the employee or his/her estate shall, in lieu of earned but unused vacation leave, be paid an amount equal to the product obtained by multiplying the number of days of earned but unused vacation leave by the daily rate of pay applicable to the employee immediately prior to the termination of his/her employment.

  • Fixed Term Employment (1) An employee and an employer may agree that the employment of the employee will end: (a) At the close of a specified date or period; or (b) On the occurrence of a specified event; or (c) At the conclusion of a specified project. (2) Before an employee and employer agree that the employment of the employee will end in a way specified in subsection (1) the employer must: (a) Have genuine reasons based on reasonable grounds for specifying that the employment of the employee is to end in that way; and (b) Advise the employee of when or how his or her employment will end and the reasons for his or her employment ending in that way. (3) The following reasons are not genuine reasons for the purpose of subsection (2)(a): (a) To exclude or limit the rights of the employee under the Employment Relations Act 2000; (b) To establish the suitability of the employee for permanent employment.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

  • Layoff and Reemployment A. Application Whenever it is necessary because of a lack of work or funds, or whenever it is advisable in the interest of economy to reduce the number of permanent and/or probationary employees (hereinafter known as "employees") in any State agency, the State may lay off employees pursuant to this Section.

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