Common use of Retention Points Clause in Contracts

Retention Points. A. When there are multiple positions in the same class within the layoff unit available, the following procedures for calculating retention points shall be used. 1. Within the layoff unit, employees who have completed the position orientation year shall be ranked on a layoff list based on retention points derived from length of service and evaluations. Employees who work less than full time shall have their retention points determined in proportion to the time worked. Layoff rights extend only to employees who meet the specific qualifications and equivalent FTE of the position regardless of their placement on the layoff list. a) One point for each month of continuous employment at the University in the Operational Services Unit. (i) No retention points shall be granted for a month in which the employee was not on the payroll. (ii) The period of leave for active military service in accordance with Chapter 115, F.S. shall count as continuous employment and shall be considered to be at the same level of performance as last evaluated. b) Points for performance based on the past five (5) years of performance evaluations as follows: (i) One point for each performance evaluation at the “meets” or “satisfactory” level. (ii) Two points for each performance evaluation at the “above” level. (iii) Three points for performance evaluation at the “exceeds” or “superior” level. (iv) Any period of service not covered by an evaluation shall be computed as previously evaluated. c) Points shall be deducted for disciplinary action issued after the date of ratification of this collective bargaining agreement, as follows: (i) Two points shall be deducted for each oral reprimand, except, however, only one point shall be deducted for oral reprimands marked “Invalid in accordance with Section 7.3(B).” (ii) Three points shall be deducted for each written reprimand, except, however, only one and a half points shall be deducted for written reprimands marked “Invalid in accordance with Section 7.3(C).” (iii) Four points shall be deducted for each suspension B. After totaling the retention points, layoff shall be in order, beginning with the employee with fewest points. Recall, if it occurs, shall be in order, beginning with the employee with the greatest points. When two or more employees have the same total retention points, preference shall follow the order of the longest University service in the class.

Retention Points. A. When there are multiple positions in the same class within the layoff unit available, the following procedures for calculating retention points shall be used. 1. Within the layoff unit, employees who have completed the position orientation year shall be ranked on a layoff list based on retention points derived from length of service and evaluations. Employees who work less than full time shall have their retention points determined in proportion to the time worked. Layoff rights extend only to employees who meet the specific qualifications and equivalent FTE of the ofthe position regardless of their placement on the layoff list. a) One point for each month of continuous employment at the University in the Operational Services Unit. (i) No retention points shall be granted for a month in which the employee was not on the payroll. (ii) The period of leave for active military service in accordance with Chapter 115, F.S. shall count as continuous employment and shall be considered to be at the same level of performance as last evaluated. b) Points for performance based on the past five (5) years of performance evaluations as follows: (i) One point for each performance evaluation month of service at the “meets” or “satisfactory” level. (ii) Two points for each performance evaluation month of service at the “above” level. (iii) Three points for performance evaluation each month of service at the “exceeds” or “superior” level. (iv) Any period of service not covered by an evaluation shall be computed as previously evaluated. c) Points shall be deducted for disciplinary action issued after the date of ratification of this collective bargaining agreement, as follows: (i) Two points shall be deducted for each oral reprimand, except, however, only one point shall be deducted for oral reprimands marked “Invalid in accordance with Section 7.3(B).” (ii) Three points shall be deducted for each written reprimand, except, however, only one and a half points shall be deducted for written reprimands marked “Invalid in accordance with Section 7.3(C).” (iii) Four points shall be deducted for each suspension B. After totaling the retention points, layoff shall be in order, beginning with the employee with fewest points. Recall, if it occurs, shall be in order, beginning with the employee with the greatest points. When two or more employees have the same total retention points, preference shall follow the order of the longest University service in the class.

Retention Points. A. When there are multiple positions in the same class within the layoff unit available, the following procedures for calculating retention points shall be used. 1. Within the layoff unit, employees who have completed the position orientation year shall be ranked on a layoff list based on retention points derived from length of service and evaluations. Employees who work less than full time shall have their retention points determined in proportion to the time worked. Layoff rights extend only to employees who meet the specific qualifications and equivalent FTE of the position regardless of their placement on the layoff list. a) One point for each month of continuous employment at the University in the Operational Services UnitServicesUnit. (i) No retention points shall be granted for a month in which the employee was not on the payroll. (ii) The period of leave for active military service in accordance with Chapter 115, F.S. shall count as continuous employment and shall be considered to be at the same level of performance as last evaluated. b) Points for performance based on the past five (5) years of performance evaluations as follows: (i) One point for each performance evaluation at the “meets” or “satisfactory” level. (ii) Two points for each performance evaluation at the “above” level. (iii) Three points for performance evaluation at the “exceeds” or “superior” level. (iv) Any period of service not covered by an evaluation shall be computed as previously evaluated. c) Points shall be deducted for disciplinary action issued after the date of ratification of this collective bargaining agreement, as follows: (i) Two points shall be deducted for each oral reprimand, except, however, only one point shall be deducted for oral reprimands marked “Invalid in accordance with Section 7.3(B).” (ii) Three points shall be deducted for each written reprimand, except, however, only one and a half points shall be deducted for written reprimands marked “Invalid in accordance with Section 7.3(C).” (iii) Four points shall be deducted for each suspension B. After totaling the retention points, layoff shall be in order, beginning with the employee with fewest points. Recall, if it occurs, shall be in order, beginning with the employee with the greatest points. When two or more employees have the same total retention points, preference shall follow the order of the longest University service in the class.