Common use of Rights of Return Clause in Contracts

Rights of Return. As position vacancies occur, employees on layoff and those occupying positions to which they have bumped shall be afforded return rights in the order of their length of service in the classification(s) in which such vacancies occur. A. An employee shall have ten (10) calendar days from the mailing by certified mail of a notice of return to the address of record on file with the Human Resources Department to indicate acceptance of such return and the employee’s agreement to report for work as specified in the notice. B. Employees in layoff status shall retain all credited sick leave earned but unused at the time of layoff. An employee on layoff shall not earn vacation leave credit while in layoff status. Upon an employee's return from layoff, the employee shall be credited with proportionate vacation leave for the balance of the calendar year. The amount of such credit shall be based upon continuous, uninterrupted service with the City, including time spent in layoff status. Use of vacation leave so credited shall be subject to the provisions of Section 12.02, Vacation Leave Allowance for Full-Time Employees, of this Memorandum of Understanding. C. Employees who are displaced from their classifications by virtue of layoff shall be placed on a reemployment register for the classification they held at the time the layoff occurred, hereinafter referred to as the "primary" register. They shall also be placed on reemployment registers for classifications in which they previously served, hereinafter referred to as "secondary" registers. If an employee fails to respond to such notice of return within the prescribed time period or declines to return from layoff to a secondary register classification, the employee’s name shall be removed from said secondary register, and the employee shall no longer be eligible for recall to that classification. If an employee fails to respond to notice of return within the prescribed time period or declines return to the primary register classification, the employee will be considered to have voluntarily resigned employment with the City. D. Primary and secondary reemployment registers shall be valid for a period of two (2) years.

Rights of Return. As position vacancies occur, employees on layoff and those occupying positions to which they have bumped shall be afforded return rights in the order of their length of service in the classification(s) in which such vacancies occur. A. An employee shall have ten (10) calendar days from the mailing by certified mail of a notice of return to the address of record on file with in the Human Resources Department to indicate acceptance of such return and the employee’s his or her agreement to report for work as specified in the notice. B. Employees in layoff status shall retain all credited sick leave earned but unused at the time of layoff. An employee on layoff shall not earn vacation leave credit while in layoff status. Upon an employee's return from layoff, the employee layoff he or she shall be credited with proportionate vacation leave for the balance of the calendar year. The amount of such credit shall be based upon continuous, continuous uninterrupted service with the City, City including time spent in layoff status. Use of vacation leave so credited shall be subject to the provisions of Section 12.02, Vacation Leave Allowance for Full-Time Employees, 12.02 of this Memorandum of Understanding. C. Employees who are displaced from their classifications by virtue of layoff shall be placed on a reemployment register for the classification they held at the time the layoff occurred, hereinafter referred to as the "primary" register. They shall also be placed on reemployment registers for classifications in which they previously servedserved in, hereinafter referred to as "secondary" registers. If an employee fails to respond to such notice of return within the prescribed time period or declines to return from layoff to a secondary register classification, the employee’s classification his or her name shall be removed from said secondary register, register and the employee shall no longer be eligible for recall to that classification. If an employee fails to respond to notice of return within the prescribed time period or declines return to the primary register classification, the classification employee will be considered to have voluntarily resigned employment with the City. D. Primary and secondary reemployment registers shall be valid for a period of two (2) years.