Selection of Employees for Layoff Sample Clauses

Selection of Employees for Layoff. Seniority shall be the controlling factor in selection of employees for layoff within each classification. Whenever possible, the employer shall give affected employees and the bargaining agent at least thirty (30) calendar days notice of anticipated layoffs.
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Selection of Employees for Layoff. The appointing authority shall identify by classification the positions to be eliminated. Within classification, the appointing authority shall identify the positions to be eliminated, employees shall be selected for layoff based on seniority.
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Selection of Employees for Layoff. 1. Except in the case of probationary employees who are not reemployed for the following school year, the selection of the employee(s) to be terminated as a result of the elimination of any bargaining unit position(s) shall be made in accordance with the following: a. The following district-wide impact areas shall be used: i. Pre K-8 Classroom Teachers (including Literacy Spec. Teacher)
Sample 1
Selection of Employees for Layoff. 1. Except in the case of probationary employees who are not reemployed for the following school year, the selection of the employee(s) to be terminated as a result of the elimination of any bargaining unit position(s) shall be made in accordance with the following: a. The following district-wide impact areas shall be used: i. PreK-8 Classroom Teachers (including Literacy Spec. Teacher) ii. 9-12 impact areas by department: English Social Studies Math Science Business Education Alternative Education International Program iii. K-12 impact areas by specialty: Library Speech/Language Pathologist Art Computer Technology Music Health/Physical Education Nurses Guidance Special Education Gifted and Talented Title 1 Teacher(s) English Language Learning (ELL) Reading Recovery World Language 2. Once the impact area for layoff has been determined by the Board, the following criteria will be utilized to determine the specific employees selected for layoff (listed alphabetically and not in order of priority): a. Academic Preparation; b. Length of Continuous Service in RSU 26; c. Written Performance Evaluation; and d. Qualifications / Special Skills. 3. In consideration of the relative qualifications of all employees within the specific impact areas subject to a reduction in force and according to the criteria, the effected employee will be the person with the lowest number of points. If there is a probationary employee within that specific impact area within the probationary period, then that probationary employee shall not be offered a contract for the following year prior to the layoff of any other employee. Points shall be assigned to the individuals within the impact area in accordance with the following criteria: a. Academic preparation – Up to six (6) points Two (2) points for a BA or BS degree; Four (84 points for a MA or MS degree; Six (6) points for CAS, CAGS, Ph.D., Ed.D. or second master's degree. b. Length of Continuous Service in RSU 26– Up to ten (10) points Two (2) points for each three (3) years of continuous service with RSU 26 and/or prior school systems within RSU 26 up to a maximum of ten (10) points for this category. c. Last Written Summative Performance Evaluation – Up to three (3) points The following points may be received based on the most recent written performance evaluation: Zero (0) points for an Unsatisfactory evaluation; One (1) point for Partially Effective evaluation; Two (2) points for Effective evaluation; and Three (3) points for Exem...
Sample 1
Selection of Employees for Layoff. The Employer shall determine the specific positions and the geographical area to be affected by the layoff. Within the job position and geographic area, temporary employees and probationary employees will be released before regular full-time or regular part-time employees are laid off. The Employer shall determine whether part-time or full-time positions will be reduced. Layoff shall occur from among part-time or full-time employees according to which category of position is affected by the layoff.
Sample 1
Selection of Employees for Layoff. Employees considered for layoff shall be those employees in the impact area where the position elimination occurs. 1. Generally the least senior employee in the impact area where the position elimination occurs shall be the employee selected for layoff. However, in the event that it is necessary to retain the least senior employee because of the employee’s skills, experience, qualifications, and/or training to provide the programs remaining, then the next least senior employee shall be the employee to be laid off. In addition, the least senior employee in a special education impact area may be retained and the next least senior employee laid-off if the layoff of the least senior employee would adversely impact the delivery of services to a student. 2. An Ed Tech II or III selected for layoff may displace an Ed Tech in a lower classification within their impact area using the same procedures outlined above. 3. An employee who is terminated as the result of a RIF shall receive at least thirty (30) calendar days’ written notice.
Sample 1

Related to Selection of Employees for Layoff

  • Compensation of Employees Compensate its employees for services rendered at an hourly rate at least equal to the minimum hourly rate prescribed by any applicable federal or state law or regulation.

  • Termination of Employees Agent may in its discretion stop using any Retained Employee at any time during the Sale, subject to the conditions provided for herein. In the event that Agent desires to cease using any Retained Employee, Agent shall notify Merchant at least seven (7) days prior thereto, so that Merchant may coordinate the termination of such employee; provided, however, that, in the event that Agent determines to cease using an employee “for cause” (which shall consist of dishonesty, fraud or breach of employee duties), the seven (7) day notice period shall not apply, provided further, however, that Agent shall immediately notify Merchant of the basis for such “cause” so that Merchant can arrange for termination of such employee. From and after the date of this Agreement and until the Sale Termination Date, Merchant shall not transfer or dismiss Retained Employees except “for cause” without Agent’s prior consent. Notwithstanding the foregoing, Agent shall not have the right to terminate the actual employment of any Retained Employee, but rather may only cease using such employee in the Sale and paying any Expenses with respect to such employee.

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable. B. It is the intent of the parties that the number of layoff notices initially issued shall be limited to the number of positions by which the work force is intended to be reduced. Additional notices shall be issued as other employees become subject to layoff as a result of employees exercising reduction rights under Section 5. C. The notice of layoff shall include the reason for the layoff, the proposed effective date of the layoff, the employee's hire date, the employee's layoff points, a list of classes in the employee's occupational series within the layoff unit, the employee's rights under Sections 5. and 6. and the right of the employee to advise the County of any objection to the content of the layoff notice prior to the proposed effective date of the layoff.

  • CLASSIFICATION OF EMPLOYEES Section 1. A full-time employee shall be deemed to be any employee regularly scheduled to work forty (40) hours per week. A regular employee is one whose employment is reasonably expected to continue for longer than fifteen (15) months. Section 2. A part-time employee shall be deemed to be any employee regularly scheduled to work less than forty (40) hours per week. Section 3. The Company shall have the right to reduce employee classifications from full-time to part-time or to increase employee classifications from part-time to full-time. Should the Company deem it appropriate to reclassify full-time employees to part-time employees, it will seek volunteers from the affected group and then force in reverse order of seniority. Section 4. A temporary employee is one who is engaged for a specific project or a limited period, with the definite understanding that his/her employment is to terminate upon completion of the project or at the end of the period, and whose employment is expected to continue for more than three (3) consecutive weeks, but not more than fifteen (15) months. The termination of the employment of such temporary employees shall not be subject to the grievance or arbitration provisions of this Agreement. Section 5. Agency workers and independent contractors shall not be deemed to be employees of the Company and, as such, shall not be covered by any of the terms or conditions of this Agreement.

  • Compensation of Employee Employer shall pay Employee, and Employee shall accept from Employer, in full payment for Employee's services hereunder, compensation as follows:

  • Duration of Employment 5.1 A seafarer shall be engaged for the period specified in Appendix 1 to this Agreement and such period may be extended or reduced by the amount shown in Appendix 1 for operational convenience. The employment shall be automatically terminated upon the terms of this Agreement at the first arrival of the ship in port after expiration of that period, unless the Company operates a permanent employment system.

  • Separation of Employment (a) If an employee is discharged he shall be paid in full for all monies owing him on the date of his discharge. If an employee quits the Employer may withhold payment for five (5) calendar days. (b) The Employer shall give a Record of Employment Certificate to any employee who separates from employment for at least seven (7) days for any reason within five (5) days of the last day worked, or terminates.

  • Location of Employment The Executive's principal place of business shall continue to be at the Company's headquarters to be located within thirty (30) miles of Doylestown, Pennsylvania; provided, that the Executive acknowledges and agrees that the performance by the Executive of his duties shall require frequent travel including, without limitation, overseas travel from time to time.

  • Compensation for Loss of Employee Tools (a) The Employer will replace all Employee tools lost or stolen in accordance with the Award.

  • Types of Employment 19.1 Employees under this Agreement may be employed in any one of the following employment categories: (a) full-time employment; (b) regular part-time employment; or (c) casual employment. 19.2 At the time of engagement an Employer will inform each Employee of the terms of their engagement, and in particular whether they are to be full-time, regular part-time or casual.

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