Section 10.8. Layoff Sample Clauses

Section 10.8. Layoff. 36 In the event of the possibility of layoff, employees who may be affected will be notified at least two 37 weeks in advance. If laid off, employees will be placed on a reemployment list maintained by the 38 District according to layoff ranking. Such employees are to have priority in filling an opening in the 39 classification held immediately prior to layoff. Names shall remain on the reemployment list for two 40 (2) years. 41
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Section 10.8. Layoff. 20 In the event of layoff, employees so affected are to be placed on a reemployment list maintained by the 21 District according to layoff ranking. Such employees are to have priority (subject to the provisions of 22 Section 10.6) in filling an opening in the classification held immediately prior to layoff. In no case 23 shall an employee on layoff have priority over a senior employee within that classification. Names 24 shall remain on the reemployment list for twelve (12) months. 26 Whenever layoff(s) (full or partial) occur, the Association president will be notified and provided the 27 opportunity to work in collaboration with the District in determining the appropriate application of 28 preferential seniority rights.
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Section 10.8. Layoff. 7 In the event of layoff, the District will first meet and confer with PSE. Employees so affected will 8 receive two (2) weeks’ notice of intention of layoff per Article XI.
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Section 10.8. Layoff. 2 In the event of layoff, employees so affected are to be placed on a reemployment list maintained by the 3 District according to layoff ranking. Such employees are to have priority over junior employees and 4 outside candidates in filling vacant positions in the classification held immediately prior to layoff. Names 5 shall remain on the reemployment list for two (2) years. Employees on layoff status will be called first 6 when a substitute is needed, if qualified.
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Related to Section 10.8. Layoff

  • Section 10.9 Effect of Headings and Table of Contents..............................................15 Section 110. Successors and Assigns................................................................15 Section 111. Separability Clause...................................................................15

  • Section 10.8 Effect of Headings and Table of Contents.......................12 SECTION 109. Successors and Assigns.........................................12 SECTION 110. Separability Clause............................................12

  • Section 10.7 Conflict with Trust Indenture Act..............................12

  • Section 7.2 25 Each employee shall be assigned to a definite and regular shift and workweek, which shall not be 26 changed without prior notice to the employee of two (2) calendar weeks, except in emergencies.

  • Section 11.3 No Personal Liability of Directors, Officers, Employees, Stockholders or Incorporators........................... 31

  • Section 7.4 43 In the event an employee is assigned to a shift less than the normal work shift previously 44 defined in this Article, the employee shall be given a fifteen (15) minute rest period for each 45 consecutive/continuous four (4) hours of work. Employees assigned six (6) or more hours shall 46 be given two (2) 15-minute rest periods and an unpaid lunch period.

  • Section 11.2 Governing Law..................................................14 SECTION 113. Legal Holidays.................................................14

  • Section 7.3 42 Each employee shall be assigned to a definite shift with designated times of beginning and ending.

  • Section 10.5 Notices, Etc., to Trustee and Company....................... 11

  • Section 6.2 13 The Association representatives may represent the Association and employees in meeting with officials 14 of the District to discuss appropriate matters of mutual interest. They may receive and investigate to 15 conclusion complaints or grievances of employees on District time and thereafter advise employees of 16 rights and procedures outlined in this Agreement and applicable regulations or directives for resolving 17 the grievances or complaints. They may not, however, continue to advise the employee on courses of 18 action after the employee has indicated a desire not to pursue a grievance. This does not, however, 19 preclude the Association's right to pursue the matter to conclusion. They may consult with the District 20 on complaints without a grievance being made by an individual employee.

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