REDUCTION OF WORK FORCE AND RECALL. A. Reduction of Work Force and Recall In the event it should become necessary to reduce the number of Employees in the bargaining unit, or to formally discontinue a University position to which a P&A/UAW member is assigned, the University agrees to provide written notice to the Employee and the Union at least thirty (30) days prior to the actual reduction, except in instances of unusual or extenuating circumstances. It is understood, however, that an Employee who receives such notice must respond to the University within five (5) days indicating whether the Employee will accept appropriate employment if available under the work force reduction procedure. If the Employee's acceptance of such work results in the layoff of another Employee, that Employee shall receive as much notice of layoff as is possible. In the event of layoff, the University shall meet with the Union, on request, prior to the contemplated reduction to review how the reduction will be accomplished. In an effort to provide that Employees with the least seniority are the first to be subject to any necessary work force reduction, the following order of layoff will be implemented:
1. In order for any transfer or recall to take place per the following provisions, the subject Employee must have the qualifications and the ability to perform the duties of the available position. An Employee placed into a position under the provisions of this Article may be subject to the ninety (90) day job qualifying period. If an Employee is subject to such a qualifying period, both the Employee and the Union shall be notified as to the Employee's performance. There shall be a minimum of two (2) progress reports within the ninety (90) day period. The first report must be done midway through the period and the second report must be done prior to the expiration of the ninety (90) day qualifying period. Any Employee subject to the job qualifying period and disqualified within the ninety (90) day period shall continue to exercise seniority under the provisions of this Article.
2. Employees who have not completed the probationary period will be the first laid off within the affected classification in the department or division where reductions are deemed necessary. Any "temporary" position in a classification represented by the Union for possible elimination in lieu of the contemplated reduction of any regular position.
3. The subject Employee, with the least classification seniority in the classification affected w...
REDUCTION OF WORK FORCE AND RECALL. A. When there is a reduction in the work force, the following procedures shall be followed: Probationary Employees will be laid off on a classification basis provided the seniority Employees are able and qualified to perform the available work.
B. Seniority Employees will be laid off by unit (i.e. Grounds/Custodial), according to seniority in their classifications, provided the greater seniority Employees are able and qualified to perform the available work. The General Supervisor and Custodial Supervisor classifications will be considered the same for Article 20 purposes.
C. In appropriate cases exceptions may be made by mutual agreement of Management, the Union, and the Employee.
D. Employees to be laid off for an indefinite period of time will have at least thirty (30) calendar days notice in writing of layoff. In emergency situations which prevent such notice, the Employee may charge lost time during the initial thirty (30) calendar day period to either his/her vacation or illness bank. The Employer agrees to provide the Union with a list of the Employees being laid off on the same date the notices are issued to the Employees.
E. When jobs are restored after a layoff, Employees will be recalled according to inverse order of layoff, provided they are able and qualified to perform the available work. All seniority employees shall enjoy 18 months of recall rights.
F. Notice of recall shall be sent to the Employee at his/her last known address by registered or certified mail. If an Employee fails to report for work within five (5) working days from the date of delivery of notice of recall, he/she shall be considered a quit. This period shall be extended three (3) additional working days for cause.
REDUCTION OF WORK FORCE AND RECALL. Section 1. When it becomes necessary to reduce the work force, plant wide seniority shall be the determining factor in lay-offs and recall providing the employees affected have equal skill and ability to do the work required.
Section 2. The Company shall give one (1) week's notice to employees of lay-offs and at the same time advise the Union. Notice of lay-offs may be waived by the Company when circumstances causing the lay-off are beyond the Company's control such as fire, flood, storm, major utility failure, loss of major facilities, etc.
Section 3. Active employees who have been transferred because of reduction of force from one job to another shall be given first right of refusal by seniority to return to the job from which they were transferred by reduction of force when the work is again available.
REDUCTION OF WORK FORCE AND RECALL. A. When there is a reduction in the work force, the following procedures shall be followed: Probationary Employees will be laid off on a classification basis provided the seniority Employees are able and qualified to perform the available work.
B. Seniority Employees will be laid off by unit (i.e. Grounds/Custodial), according to seniority in their classifications, provided the greater seniority Employees are able and qualified to perform the available work. The General Supervisor and Custodial Supervisor classifications will be considered the same for Article 20 purposes.
C. In appropriate cases exceptions may be made by mutual agreement of Management, the Union, and the Employee.
D. Employees to be laid off for an indefinite period of time will have at least thirty
REDUCTION OF WORK FORCE AND RECALL
