Seniority for Purposes of Layoff. Notwithstanding Articles 14.01(a) and 17.01(a), for the purposes of identifying the Seniority of Employees in job classifications 4-10 for purposes of layoff, Seniority in this context shall be determined by the Employees’ start date in the position, rather than the hire date in the bargaining unit. So, for instance, an Employee in job classification 2 who gets promoted to a position in job classification 9 will be deemed to have less Seniority for layoff purposes than every other Employee in that position, except those whose hire date in the bargaining unit occurs after the date of the promotion.
Seniority for Purposes of Layoff. 399. Seniority for purposes of layoff shall be governed by Civil Service Commission Rules.
Seniority for Purposes of Layoff. 6.1 Seniority for purposes of layoff shall be based upon bargaining unit seniority, defined as all continuous service in positions within the bargaining unit since the last date of hire or appointment to a position in the unit with consideration given to breaks in service as identified in this article. The following additional considerations shall apply as warranted:
6.1.1 Bargaining unit seniority shall be calculated based upon continuous service since the last date of hire or appointment into any classification in the bargaining unit.
6.1.2 Seniority shall include time on Workers’ Compensation leave and unpaid leaves of absence of fourteen (14) days or less.
6.1.3 Seniority rights shall not be exercised until completion of the required new hire probationary period. Promoted employees do not have seniority rights in the new classification until they complete the probationary period for the classification. Within a classification therefore, probationary employees shall be laid off first, regardless of their bargaining unit seniority. Promoted probationary employees will retain bumping rights within their previous classification.
6.1.4 Employees who resign from County employment in good standing and are subsequently reinstated to their former classification per Article
Seniority for Purposes of Layoff. Seniority for the purpose of layoff is determined by Appendix B for employees listed, for employees hired on or after January 1, 2019 seniority for the purposed of layoff shall be determined by the employees last date of hire. In case of ties, the order of the employee’s ranking in the hiring process, following the Chief's interview will determine the employee’s seniority rank.
Seniority for Purposes of Layoff. 15.3.1 Seniority shall be measured for each classification in which a unit member has obtained permanent status. For each classification seniority is time served in that classification plus time served in higher classifications. Time served shall be measured from first date of paid service in each classification. (Board approved 1/16/07)
15.3.2 A unit member whose position is reduced or eliminated shall have the right to move/bump into any class in which the unit member has held permanent status (passed probationary period) and in which the unit member has seniority over another unit member being displaced. When a unit member exercises his/her bumping rights, a change in classification (for which they are eligible) or an increase in hours, days, or months shall not constitute a promotion. (Board approved 6/23/2011)
15.3.3 No seniority credit shall be earned during periods of unpaid separation from the District service, unless on leave for military service.
15.3.4 In the case of two or more employees having identical seniority, the seniority shall be determined by lot.
15.3.5 Upon request, the District shall provide seniority lists to the Association and all potentially affected unit members.
15.3.6 Any challenges of seniority shall be mutually reviewed by the District and Association within ten business days of date of provision of seniority lists.
Seniority for Purposes of Layoff. An Employee’s seniority, for purposes of layoff only, is measured by the length of the employee’s continuous employment in a particular job title calculated from the employee’s hire date in that title. For the purposes of Layoff, the six (6) job categories in which seniority can be earned are:
1. Para Educator (Interventionist, and/or Behavior Specialist)
2. Custodian (including Custodial Plus)
3. LPN
4. Library Media Technician
5. Health Room Assistant
6. Planning Room Assistant The Board, in its sole discretion, shall determine whether and when layoffs are necessary and shall determine which job title(s) shall be affected. Such reasons include, without limitation, the following situations: (1) financial necessity; (2) operational efficiency; and (3) program reduction. The Board’s determination to effectuate a layoff in this manner shall be final and not subject to the grievance or arbitration procedures of this Agreement. Within a job title selected by the Board for layoff, the employee who is least senior in that job title shall be laid off first.
Seniority for Purposes of Layoff. An employee’s seniority, for purposes of layoff, is measured by the length of the employee’s continuous employment in a job category calculated from the employee’s hire date in that job category. For the purposes of layoff, the five (5) job categories in which seniority can be earned are:
1. Paraeducator, -Interventionist, and/or FHTMS Enrichment Center Facilitator
2. Custodian (including Custodial Plus)
3. LPN
4. Library Media Technician
