SENIORITY FOR LAYOFF PURPOSES. 1. In the event of a layoff of employees, the order of layoff shall be inversely related to length of service. (The last employee hired shall be the first employee laid off.)
2. In the event of a recall to work, the order of return shall be directly related to length of service. (The last employee laid off shall be the first employee returned to work.)
3. Length of service for the purpose of this Article, is to be measured from the date of original hire in the Bureau of Technical Services, Communications Section of the Fire Department.
4. Should the City find it necessary to lay off employees, it shall give the Union notice not less than four (4) weeks prior to the effective date of the layoff of the initially affected employee. The City and the Union shall meet within five (5) calendar days of the notice to discuss layoffs. The City at this meeting shall provide the Union with a current seniority list for the recognized bargaining unit.
5. Seniority shall be broken if an employee:
a. Retires
SENIORITY FOR LAYOFF PURPOSES. 1. Seniority for layoff purposes is the relative status of an employee based upon the his/her regular appointment date to his/her current classification within the Union bargaining unit to which will be added, in case of a reduction of an affected employee to a lower classification, the seniority the affected employee had in other classifications within the Union bargaining unit.
2. Upon reduction in supervisory and/or managerial positions, a supervisory or managerial employee affected may be returned to a classification he/she previously held in the Union bargaining unit. An employee promoted to a management or supervisory position, from a position within the Union bargaining unit, shall retain his/her Union bargaining unit seniority accrued prior to the date of the promotion and shall continue to accumulate seniority for not more than two calendar years. Thereafter, he/she shall retain, but not continue to accumulate, seniority while in a management or supervisory position.
3. Should the City find it necessary to effect a reduction in its work force, it shall give the Union notice and in no case less than four (4) weeks prior to the effective date of the layoff of the initially affected employees. The City and the Union shall meet within three (3) working days of the notice to discuss layoffs. The City, at this meeting, shall provide the Union with current seniority lists for the bargaining unit.
4. When layoffs are occasioned by an emergency or when the duration is not expected to exceed twenty (20) working days, the foregoing provisions regarding notice and the rules hereinafter set forth shall not apply. In such cases, the City shall notify the Union immediately of the situation and shall meet with the Union within three (3) working days to fully apprise it of its reasons for the layoff and its expected duration.
5. When layoffs occur in jobs or are occasioned by layoffs in bureaus where seasonal fluctuations are traditional, the provisions of sections 3 and 4 as regards to notice by the City and the requirements of meeting with the Union shall not apply.
6. In the event of a non-seasonal layoff, when it becomes necessary to reduce the work force in a particular classification within this bargaining unit, the employee with the least seniority in that classification shall be laid off. The affected employee shall displace the least senior employee holding a position in a classification within the Union bargaining unit, which the affected employee previo...
SENIORITY FOR LAYOFF PURPOSES. 1. Seniority
a. Employees Hired Prior to September 10, 1987 An employee hired into the bargaining unit prior to September 10, 1987, and in a classification other than City Laborer (Seasonal) or Sanitation Worker, as of September 9, 1987, shall have his/her relative seniority status for layoff purposes based upon his/her regular appointment date in the Department of Public Works. An employee working as a City Laborer (Seasonal) or Sanitation Worker as of September 9, 1987, shall have his/her relative seniority status for layoff purposes based upon his/her regular appointment date as City Laborer (Seasonal), only if he/she had established "main division" status in the Sanitation Section as provided below:
(1) Sanitation Section "Main Division" status An employee shall be deemed to have Sanitation Section "Main Division" status if he/she spent the majority of his/her DPW Labor Pool work time between April 1 and October 31, inclusive, working in the Sanitation Section during the 1984, 1985 and 1986 growing/construction seasons.
(2) Other DPW Division “ Main Division” Status An employee who spent the majority of his/her DPW Labor Pool work time in a DPW Division other than the Sanitation Section between April 1 and October 31, inclusive, during the 1984, 1985 and 1986 growing/construction seasons shall be deemed to have "Main Division" status in that Division.
(3) An employee initially hired by the City in 1985 or 1986 without attaining "Main Division" status, under subsections (1) or (2), above, shall have his/her "Main Division” Status determined at the end of the 1987 construction/growing season in accordance with the provisions of subsections (1) or (2), above, but including his/her work during the 1987 season.
(4) An Employee hired in 1987 shall have his/her relative seniority based upon appointment date to the Sanitation Section.
b. Employees Hired Since September 10, 1987 An employee initially hired into the Sanitation Section on or after September 10, 1987, shall have his/her relative seniority status for layoff purposes based upon his/her regular appointment dates to positions within the bargaining unit. An employee transferred into the Sanitation Section on or after September 10, 1987, on a City Service Commission "approved transfer basis" shall have his/her seniority for layoff purposes based on his/her transfer dates to positions within the bargaining unit on or after September 10, 1987, and not any prior date of employment in the section under prio...
SENIORITY FOR LAYOFF PURPOSES.
A. Pursuant to Education Code Section 45308, seniority for purposes of layoff shall be length of service in the class, plus higher classes. Length of service means all hours in paid status.
1. The Assistant Superintendent of Human Resource Services shall prepare a seniority list for classes affected by layoff based upon hours in paid status in class plus higher classes. Copies of these lists shall be provided to the Union and posted in Human Resource Services to provide employees an opportunity to view them.
2. The unit members shall be able to appeal the seniority listing in writing to Human Resource Services through an SEIU representative within ten (10) working days of the posting in Human Resource Services. An appeal committee, comprised of one (1), and no more than two (2), Human Resource Services employees appointed by the Office and two (2) employees appointed by XXXX, shall, at the request of the Union, review all appeals and make recommendations to the Assistant Superintendent of Human Resource Services and the Business Agent of SEIU. Due to the time constraints imposed by the Education Code , the layoff notifications will proceed during the appeal process, with adjustments being made if an Employee prevails on their appeal.
3. Upon completion of the appeal process, the parties may, at the request of the Union, meet to discuss revisions in the lists, and any general rules of application, if necessary. After such revisions, the parties may, at the request of the Union or Human Resource Services, execute a written verification of the list.
4. A break in service, due to lay off (Reduction In Force [RIF]), will not cause the employee to lose his/her seniority earned up to the date of layoff for a period of 39 months. For any break in service which is followed by reemployment under Education Code Section 45298, the seniority for layoff purposes will be adjusted by the time of absence during the service break.
SENIORITY FOR LAYOFF PURPOSES. Seniority for the purposes of layoff is defined as length of continuous full-time employment within the service of the City, and does not include service in a provisional and temporary status. Seniority shall be retained, but shall not accrue during any period of leave without pay, except as authorized by state and federal law.
SENIORITY FOR LAYOFF PURPOSES. 1. Seniority
a. Employees Hired Prior to September 10, 1987 An employee hired into the bargaining unit prior to September 10, 1987, and in a classifications other than City Laborer (Seasonal) or Sanitation Worker, as of September 9, 1987, shall have his/her relative seniority status for layoff purposes based upon his/her regular appointment date in the Department of Public Works. An employee working as a City Laborer (Seasonal) or Sanitation Worker as of September 9, 1987, shall have his/her relative seniority status for layoff purposes based upon his/her regular appointment date as City Laborer (Seasonal), only if he/she had established "main division" status in the Sanitation Division as provided below:
(1) Sanitation Division "Main Division" status An employee shall be deemed to have Sanitation Division "Main Division" status if he/she spent the majority of his/her DPW Labor Pool work time between April 1 and October 31, inclusive, working in the Sanitation Division during the 1984, 1985 and 1986 growing/construction seasons.
SENIORITY FOR LAYOFF PURPOSES. For seniority for layoff purposes, the Directional Boring Machine Operator, 40 hp and over/Worker shall not have a break in their Milwaukee District Council 48 seniority during the time period they are appointed to the Directional Boring Machine Operator title. When the directional boring machine season ends, if necessary, the employee in the Directional Boring Machine Operator, 40 hp and over/Worker title, who is laid off from that title, may bump a less senior employee as provided under the labor agreement between the City and Milwaukee District Council 48, AFSCME, AFL-CIO. Dated: 6/21/01 Union Representative City Representative Xxxx Xxxxxxx Xxxxx X. Xxxxxx (Original signature unreadable) Xxxxxxxxx X. Xxxxxxxx Xxxxxxx Xxxxxx Xxxxx X. Xxxxxxx Xxxxxxx Xxxxxx Xxxxxx X. Xxxxx Xxx Xxxxx
SENIORITY FOR LAYOFF PURPOSES. (a) Seniority for layoff purposes is defined as the relative status of an employee based upon his/her regular appointment date in a particular job title and job represented by the Union within the department; to which will be added, in case of a reduction to a lower classification, the seniority the affected employee had in other job titles and jobs represented by the Union within the department. Where general job titles exist and are involved in a prospective layoff, the uniqueness of a "job" will be determined by the City on the basis of whether it is the City' s current practice generally to conduct separate examinations for entry into the position, or the employee has entered the position customarily by special City Service procedures, or extensive specialized training in excess of five months is required after appointment.
(b) For the purposes of layoff, up to four officers of the union (the president and three additional officers of the union) shall have seniority preference over all other employees in their respective jobs and job titles within the department.
SENIORITY FOR LAYOFF PURPOSES. For seniority for layoff purposes, the Directional Boring Machine Operator, 40 hp and over/Worker shall not have a break in their Milwaukee District Council 48 seniority during the time period they are appointed to the Directional Boring Machine Operator title. When the directional boring machine season ends, if necessary, the employee in the Directional Boring Machine Operator, 40 hp and over/Worker title, who is laid off from that title, may bump a less senior employee as provided under the labor agreement between the City and Milwaukee District Council 48, AFSCME, AFL-CIO.
SENIORITY FOR LAYOFF PURPOSES. 43.1. In the event the Asphalt plant closes, the Asphalt Plant Engineer shall be added to bottom of the Tractor list of drivers who in a previous calendar year had worked at least 51% of their time in that calendar year as a Tractor Operator, but before employees on the Tractor trainee list. At such time he shall be placed at the bottom of the Operations Driver Worker list.
