Common use of Reemployment Rights Clause in Contracts

Reemployment Rights. Laid off employees are eligible for reemployment in the classification from which laid off for a thirty-nine month period from the effective date of layoff and shall be reemployed in the reverse order of layoff, as vacancies become available. Laid off employees who, at the time of layoff, took voluntary demotions or voluntary reductions in assigned time shall be, at the employee’s option, returned to a position in their former classification or to a position with increased assigned tine up to former hours, as vacancies become available, and for a period of sixty-three months from the effective date of layoff. An employee who is laid off, and is subsequently eligible for reemployment opportunity, shall be notified by telephone (if possible), or in writing by the District. Any such notice shall be sent to the last address given to the District by the employee. A copy of each notice shall be sent concurrently by District mail to the President of the CSEA local chapter. After the employee declines three such offers the District shall have no further obligation to contact the employee with reemployment offers. An employee on a reemployment list shall have eight calendar days to respond to an offer of reemployment from the date of the offer. Any acceptance by such employee of an assignment to a classification lower than the classification from which he/she was laid off or to the same classification but with fewer hours shall not effect his/her original thirty-nine month rights to reemployment in his/her former classification and with the same number of hours. An employee given an offer of reemployment does not need to accept reemployment to maintain his/her eligibility on the reemployment list provided the employee notifies the District of his/her refusal of reemployment within eight calendar days from the date of the offer. If the employee accepts reemployment he/she must report to work within ten work days following receipt of the reemployment offer. After the employee refuses three offers the District shall have no further obligation to notify the employee of reemployment opportunities. Unit member seniority and step earned as of the date of layoff shall be reinstated to the employee who is subsequently reemployed by the District within the reemployment period. Sick leave hours earned and unused at the time at the time of layoff shall be computed and paid off with the final warrant due the employee. Vacation and compensatory time earned and unused at the time of layoff shall be computed and paid off with the final warrant due the employee. After the layoff the employee shall be eligible to continue to continue coverage under COBRA, at his/her own expense for a period of eighteen months.

Reemployment Rights. Subject to the availability of a vacant position for which he/she is qualified, the laid off employee has the right to reemployment over outside candidates. Any employee who is laid off or retired in lieu of layoff, and is subsequently eligible for reemployment, shall be notified through certified mail by the District as to the date of the opening at his/her last address known to the District. The employee must respond in writing within seven (7) working days of issuance of the letter to be deemed to have declined the offer. Laid off employees are eligible for reemployment in the classification from which laid off for a thirty-nine month period (39) months from the effective date of layoff and shall be reemployed employed in the reverse order of seniority. Their reemployment shall have preference over any other method of filling vacancies in classifications incurring layoff, as vacancies become available. Laid off An employee on a reemployment list shall be notified of promotional opportunities and shall be entitled to apply through the regular selection process. Regular employees who, at the time of layoff, took who take voluntary demotions or voluntary reductions in assigned time in lieu of layoff shall be, at the employee’s option, returned to a position be reemployed in their former classification or to a position positions in the former classification with increased assigned tine up to former hours, time as vacancies become available, and for a period of sixty-three months from the effective date of layoff. An employee who is laid off, and is subsequently eligible for reemployment opportunity, shall be notified by telephone (if possible), or in writing by the District. Any such notice shall be sent to the last address given to the District by the employee. A copy of each notice shall be sent concurrently by District mail to the President of the CSEA local chapter. After the employee declines three such offers the District shall have no further obligation to contact the employee with reemployment offers. An employee on a reemployment list shall have eight calendar days to respond to an offer of reemployment from the date of the offer. Any acceptance by such employee of an assignment to a classification lower than the classification from which he/she was laid off or to the same classification but with fewer hours shall not effect his/her original thirty-nine month rights to reemployment (39) months plus twenty-four (24) months. Employees who are demoted in his/her former classification and with the same number lieu of hours. An employee given an offer of reemployment does not need to accept reemployment to maintain his/her eligibility layoff shall remain on the reemployment list provided until their rights are exhausted, or until they have regained the employee notifies assignment from which they were laid off. Regular employees who are eligible and elect to retire under Section 21.4.4 shall then be placed on a thirty-nine (39) month reemployment list in accordance with this regulation. The District agrees that when an offer of employment is made to an eligible person retired under this regulation, and the District of his/her refusal of reemployment within eight calendar days from the date of the offer. If the employee accepts reemployment he/she must report to work receives within ten work days following receipt (10) workdays a written acceptance of this offer, the reemployment offer. After the employee refuses three offers the District shall have no further obligation to notify the employee of reemployment opportunities. Unit member seniority and step earned as of the date of layoff retired person shall be reinstated allowed sufficient time to the employee who is subsequently reemployed by the District within the reemployment period. Sick leave hours earned and unused at the time at the time of layoff shall be computed and paid off terminate his or her retired status with the final warrant due the employee. Vacation and compensatory time earned and unused at the time of layoff shall be computed and paid off with the final warrant due the employee. After the layoff the employee shall be eligible to continue to continue coverage under COBRA, at his/her own expense for a period of eighteen monthsPublic Employees Retirement System.

Reemployment Rights. Laid off employees are eligible for reemployment in the classification from which laid off for a thirty-nine month period from the effective date of layoff and shall be reemployed in the reverse order of layoff, as vacancies become available. Laid off employees who, at the time of layoff, took voluntary demotions or voluntary reductions in assigned time shall be, at the employee’s option, returned to a position in their former classification or to a position with increased assigned tine up to former hours, as vacancies become available, and for a period of sixty-three months from the effective date of layoff. An employee who is laid off, and is subsequently eligible for reemployment opportunity, shall be notified by telephone (if possible), or in writing by the District. Any such notice shall be sent to the last address given to the District by the employee. A copy of each notice shall be sent concurrently by District mail to the President of the CSEA local chapter. After the employee declines three such offers the District shall have no further obligation to contact the employee with reemployment offers. An employee on a reemployment list shall have eight calendar days to respond to an offer of reemployment from the date of the offer. Any acceptance by such employee of an assignment to a classification lower than the classification from which he/she was laid off or to the same classification but with fewer hours shall not effect his/her original thirty-nine month rights to reemployment in his/her former classification and with the same number of hours. An employee given an offer of reemployment does not need to accept reemployment to maintain his/her eligibility on the reemployment list provided the employee notifies the District of his/her refusal of reemployment within eight calendar days from the date of the offer. If the employee accepts reemployment he/she must report to work within ten work days following receipt of the reemployment offer. After the employee refuses three offers the District shall have no further obligation to notify the employee of reemployment opportunities. Unit member seniority and step earned as of the date of layoff shall be reinstated to the employee who is subsequently reemployed by the District within the reemployment period. Sick Xxxx leave hours earned and unused at the time at the time of layoff shall be computed and paid off with the final warrant due the employee. Vacation and compensatory time earned and unused at the time of layoff shall be computed and paid off with the final warrant due the employee. After the layoff the employee shall be eligible to continue to continue coverage under COBRA, at his/her own expense for a period of eighteen months.

Reemployment Rights. Laid Laid-off employees are eligible for reemployment in the classification class and to the hours from which laid off for a period of thirty-nine month period from the effective date of layoff (39) months, and shall be reemployed in the reverse order of layoff. Their right to reemployment shall be in preference to new applicants to the extent provided in Education Code §45298. If substitute opportunities become available within the class from which the employee was laid off or within the classifications for which the employee is qualified, as vacancies become availablethe District will offer the substitute opportunity to the laid off employee first. An employee’s acceptance, or refusal to accept, a reemployment offer to a vacant position in a lower class status or shorter hours than that from which laid off, shall not diminish a laid-off employee's above listed reemployment rights. Laid-off employees shall have the right to apply for other vacant positions [i.e. vacant positions other than in the class from laid off] within the District. Laid off employees who, at shall have the time of layoff, took right to participate in promotional examinations within the District during the 39 month period. Any right to promotional or transfer precedence granted active employees by this Agreement shall be extended in like manner to laid-off employees on reemployment lists. Employees who elect voluntary demotions or voluntary reductions in assigned time shall beregular, non-overtime hours of employment as layoff, in lieu of separation from employment shall, at the employee’s 's option, be returned to a position in their former classification class, or to a position positions with increased assigned tine up to former hours, hours as vacancies become available, and for a period of sixty-three months from the effective date of layoff. An employee who is laid offwith no time limit, and is subsequently eligible for reemployment opportunity, except that they shall be notified by telephone (if possible), or in writing by the District. Any such notice shall be sent to the last address given to the District by the employee. A copy of each notice shall be sent concurrently by District mail to the President of the CSEA local chapter. After the employee declines three such offers the District shall have no further obligation to contact the employee with reemployment offers. An employee ranked on a reemployment list shall have eight calendar days to respond to an offer of reemployment from the date of the offerin accordance with their seniority. Any acceptance by such employee of an assignment to a classification lower than the classification from which he/she was laid Laid off or to the same classification but with fewer hours shall not effect his/her original thirty-nine month rights to reemployment in his/her former classification and with the same number of hours. An employee given an offer of reemployment does not need to accept reemployment to maintain his/her eligibility on the reemployment list provided the employee notifies the District of his/her refusal of reemployment within eight calendar days from the date of the offer. If the employee accepts reemployment he/she must report to work within ten work days following receipt of the reemployment offer. After the employee refuses three employees may refuse two (2) offers the District shall have no further obligation to notify the employee of reemployment opportunities. Unit member seniority and step earned as of the date of layoff shall be reinstated to the employee who is subsequently reemployed by the District within for employment in a vacant position equal to or greater than the reemployment periodclass status and hours from which laid off. Sick leave hours earned and unused at Thereafter, the time at the time of layoff employee’s name shall be computed and paid off with removed from the final warrant due the employee. Vacation and compensatory time earned and unused at the time of layoff shall be computed and paid off with the final warrant due the employee. After the layoff the employee shall be eligible to continue to continue coverage under COBRA, at his/her own expense for a period of eighteen months39 month reemployment list.

Reemployment Rights. Laid off employees are eligible for reemployment in the classification from which laid off for a thirty-nine month period from the effective date of layoff and shall be reemployed in the reverse order of layoff, as vacancies become available. Laid off employees who, at the time of layoff, took voluntary demotions or voluntary reductions in assigned time shall be, at the employee’s option, returned to a position in their former classification or to a position with increased assigned tine up to former hours, as vacancies become available, and for a period of sixty-three months from the effective date of layoff. An employee who is laid off, and is subsequently eligible for reemployment opportunity, shall be notified by telephone (if possible), or in writing by the District. Any such notice shall be sent to the last address given to the District by the employee. A copy of each notice shall be sent concurrently by District mail to the President of the CSEA local chapter. After the employee declines three such offers the District shall have no further obligation to contact the employee with reemployment offers. An employee on a reemployment list shall have eight calendar days to respond to an offer of reemployment from the date of the offer. Any acceptance by such employee of an assignment to a classification lower than the classification from which he/she was laid off or to the same classification but with fewer hours shall not effect affect his/her original thirty-nine month rights to reemployment in his/her former classification and with the same number of hours. An employee given an offer of reemployment does not need to accept reemployment to maintain his/her eligibility on the reemployment list provided the employee notifies the District of his/her refusal of reemployment within eight calendar days from the date of the offer. If the employee accepts reemployment re-employment he/she must report to work within ten work days following receipt of the reemployment offer. After the employee refuses three offers the District shall have no further obligation to notify the employee of reemployment opportunities. Unit member seniority and step earned as of the date of layoff shall be reinstated to the employee who is subsequently reemployed by the District within the reemployment period. Sick leave hours earned and unused at the time at the time of layoff shall be computed and paid off with the final warrant due the employee. Vacation and compensatory time earned and unused at the time of layoff shall be computed and paid off with the final warrant due the employee. After the layoff the employee shall be eligible to continue to continue coverage under COBRA, at his/her own expense for a period of eighteen months.

Reemployment Rights. Laid off employees are eligible for reemployment in the classification from which laid off for a thirty-nine month period from the effective date of layoff and shall be reemployed in the reverse order of layoff, as vacancies become available. Laid off employees who, at the time of layoff, took voluntary demotions or voluntary reductions in assigned time shall be, at the employee’s option, returned to a position in their former classification or to a position with increased assigned tine up to former hours, as vacancies become available, and for a period of sixty-three months from the effective date of layoff. An employee who is laid off, and is subsequently eligible for reemployment opportunity, shall be notified by telephone (if possible), or in writing by the District. Any such notice shall be sent to the last address given to the District by the employee. A copy of each notice shall be sent concurrently by District mail to the President of the CSEA local chapter. After the employee declines three such offers the District shall have no further obligation to contact the employee with reemployment offers. An employee on a reemployment list shall have eight calendar days to respond to an offer of reemployment from the date of the offer. Any acceptance by such employee of an assignment to a classification lower than the classification from which he/she was laid off or to the same classification but with fewer hours shall not effect affect his/her original thirty-nine month rights to reemployment in his/her former classification and with the same number of hours. An employee given an offer of reemployment does not need to accept reemployment to maintain his/her eligibility on the reemployment list provided the employee notifies the District of his/her refusal of reemployment within eight calendar days from the date of the offer. If the employee accepts reemployment re-employment he/she must report to work within ten work days following receipt of the reemployment offer. After the employee refuses three offers the District shall have no further obligation to notify the employee of reemployment opportunities. Unit member seniority and step earned as of the date of layoff shall be reinstated to the employee who is subsequently reemployed by the District within the reemployment period. Sick Xxxx leave hours earned and unused at the time at the time of layoff shall be computed and paid off with the final warrant due the employee. Vacation and compensatory time earned and unused at the time of layoff shall be computed and paid off with the final warrant due the employee. After the layoff the employee shall be eligible to continue to continue coverage under COBRA, at his/her own expense for a period of eighteen months.