Common use of Rights of Laid-Off Employees Clause in Contracts

Rights of Laid-Off Employees. Restoration of hours or recall from layoff will be in reverse order of seniority. Employees will be offered recall to any available position in their job classification, classification series or in any classification they have previously held (provided they meet minimum qualifications for the position). Recall will be accomplished simultaneously by e-mail and trackable mail to the employee’s addresses on file in the Human Resources Department. The employee is responsible for notifying Human Resources of any address changes. The employee must accept or reject the position within seven (7) days and report to work within fourteen (14) days of the mailing of the recall notice unless the Employer and the employee agree otherwise. An employee’s recall and employment rights terminate if the employee rejects an equivalent job (same classification and rate of pay as the pre-layoff job) in the zone of the employee’s home worksite. A full-time employee on layoff may elect to work in a part-time position without giving up the employee’s recall rights, and a full-time or part-time employee may elect to work in a temporary or per diem position without giving up the employee’s recall rights. While an employee is working a reduced schedule or in layoff status, per diem employees may not be offered work until employees in the same classification or classification series have been given an opportunity to take the work except that per diem employees may work shifts already posted on the monthly schedule at the time the layoff notice is provided. Employees in layoff status may review the open positions posted on the Employer’s website and make application for vacancies in accordance with Article 13. Human Resources can assist employees with setting up an applicant profile on the Employer’s applicant tracking system to electronically notify them of vacancies.

Rights of Laid-Off Employees. Restoration For up to 12 months after the lay-off date, restoration of hours or recall from layoff will be in reverse order of seniority, provided the employees have the necessary job-related certification and/or training, and/or advanced clinical skills necessary for operation of the department or health center. This section shall not apply to furloughs. Employees will be offered recall to any available the position in their job classification, classification series or in any classification they have previously held (provided they meet minimum qualifications for at the position)time of the layoff. Recall will be accomplished simultaneously by e-mail and trackable mail to the employee’s addresses address on file in the Human Resources Department. The employee is responsible for notifying Human Resources of any address changes. The employee must accept or reject the position within seven (7) days and report to work within fourteen (14) days of the mailing of the recall notice unless the Employer and the employee agree otherwiseother- wise. An employee’s recall and employment rights terminate if the employee rejects an equivalent job (same classification and rate of pay as the pre-layoff job) in the zone of the employee’s home worksite). A full-time employee on layoff may elect to work in a part-part- time position without giving up the employee’s recall rights, and a full-time or part-time employee may elect to work in a temporary or per diem position without giving up the employee’s recall rights. While an employee is working a reduced schedule or in layoff status, per diem employees may not be offered work until employees in the same classification or classification series have been given an opportunity to take the work except that per diem employees may work shifts already posted on the monthly schedule at the time the layoff notice is provided. Employees in layoff status may should review the open positions posted on the Employer’s website and make application applications for vacancies in accordance with Article 13Job Posting and Vacancy Filling. Human Resources can assist employees MOH – CHN Concerning the Transition Of Bargaining Unit Work and Positions to CHN The Employer and the Union hereby agree: Notice: The Employer will provide the Employee and the Union with setting up an applicant profile on the no less than sixty (60) days written no- xxxx of a decision to permanently or indefinitely layoff or reduce hours. Employer’s applicant tracking system Obligation to electronically notify them Bargain the Effects of vacancies.the Decision: Prior to the implementation of a transition of services or positions to CHN, the Employer will meet with the Union to:

Rights of Laid-Off Employees. Restoration of hours or recall from layoff will be in reverse order of seniority. Employees will be offered recall to any available position in their job classification, classification series or in any classification they have previously held (provided they meet minimum qualifications for the position). Recall will be accomplished simultaneously by e-mail and trackable mail to the employee’s addresses on file in the Human Resources Department. The employee is responsible for notifying Human Resources of any address changes. The employee must accept or reject the position within seven (7) days and report to work within fourteen (14) days of the mailing of the recall notice unless the Employer and the employee agree otherwise. An employee’s recall and employment rights terminate if the employee rejects an equivalent job (same classification and rate of pay as the pre-layoff job) in the zone of the employee’s home worksite. A full-time employee on layoff may elect to work in a part-time position without giving up the employee’s recall rights, and a full-time or part-time employee may elect to work in a temporary or per diem position without giving up the employee’s recall rights. While an employee is working a reduced schedule or in layoff status, per diem employees may not be offered work until employees in the same classification or classification series have been given an opportunity to take the work except that per diem employees may work shifts already posted on the monthly schedule at the time the layoff notice is provided. Employees in layoff status may review the open positions posted on the Employer’s website and make application for vacancies in accordance with Article 13. Human Resources can assist employees with setting up an applicant profile on the Employer’s applicant tracking system to electronically notify them electronically of vacancies.