Seniority in Layoff Sample Clauses

Seniority in Layoff. Employees will be laid off by classification within the department with the least senior employees laid off first. a. If two (2) or more employees have equal seniority, per Section 16.1, the tie shall be broken as follows, with most credit given to: 1. Length of continuous service with Employer 2. Length of continuous service in the job classification 3. Coin toss a) All impacted employees, at least one union representative and one Human Resources representative shall be present at the time of the coin toss. b) A union officer or business representative shall toss the coin unless another person is designated by mutual consent of the parties. c) The coin shall be tossed in as many rounds as needed to narrow the selection of employees. i) Heads shall indicate more seniority, tails shall indicate less. ii) The coin shall be tossed for each employee individually to determine the level of seniority. b. Part-time Employee: Seniority shall be calculated the same as a full-time employee. c. Job-Share: Seniority shall be calculated respective of each job share participant. Should the least senior employee in a job share position be laid off, the remaining job share partner shall be treated as a part-time employee. d. Limited Duration: Employees newly hired into limited duration AFSCME positions shall not be entitled to any layoff or seniority rights under this agreement until they have been employed continuously for three (3) years in the limited duration position. At that time they will receive seniority back to their hire date into the limited duration position they currently hold. If a regular AFSCME employee transitions to a limited duration position without a break in service from the regular status AFSCME position, the employee shall have layoff and seniority rights to the employee’s former regular status AFSCME classification based on the employee’s seniority in that classification.
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Seniority in Layoff. In the event of a layoff or the recalling of laid off Employees, seniority shall govern it being understood that: (a) Provided that the remaining Employees have the sufficient ability and qualifications to handle the work to be done, the most junior Employees in the affected classification will be laid off. (b) A laid off Employee shall have the right to displace a junior Employee outside of their classification at the appropriate rate of pay for said classification into which the Employee bumps into, provided the more senior Employee has sufficient ability and qualifications to handle the work. (c) Laid off Employees shall be recalled in order of their seniority into their classification, an equivalent classification, or lower paid classification, with the laid off Employees having their choice of such available positions in order of their seniority should such choice exist, provided the more senior Employee has sufficient ability and qualifications to handle the work to be done. Employees desiring to avail themselves of this rule must keep their names, phone numbers, email and addresses with the Employer and thereafter keep the Employer informed of their current address, email and phone number.
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Seniority in Layoff. Employees will be laid off by classification within the department with the least senior employees laid off first. a) If two (2) or more employees have equal seniority, per Section 16.1, the tie shall be broken as follows, with most credit given to: 1. Length of continuous service with Employer 2. Length of continuous service in the job classification 3. Coin toss b) All impacted employees, at least one union representative and one Human Resources representative shall be present at the time of the coin toss. c) A union officer or business representative shall toss the coin unless another person is designated by mutual consent of the parties. d) The coin shall be tossed in as many rounds as needed to narrow the selection of employees. 1. Heads shall indicate more seniority, tails shall indicate less. 2. The coin shall be tossed for each employee individually to determine the level of seniority.
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Seniority in Layoff. 1. In the event that a reduction in force (layoff) is necessary, the principle of seniority shall apply, and such reductions shall take place with those aides with the least service in their respective job classification. 2. Three (3) seniority lists shall be developed (labeled Seniority List A, Seniority List B, and Seniority List C). Each List is the “job classification” referred to in A. above. 3. Seniority List A shall consist of instructional aides and specialist aides. This is a single list, not separately by these titles. Time spent in either position by an employee shall be counted toward seniority. Each employee’s service shall be shown as months served. A day in a pay status is counted as a month of service. “Pay status” means at work, or on a paid leave of absence. 4. Seniority List B shall consist of non-instructional aides. Each employee’s service shall be shown as months served. A day in a pay status is counted as a month of service. “Pay status” means at work, or on a paid leave of absence. For each month that an aide on the B List worked, that month is counted as 1 month. 5. Seniority List C shall consist of security aides. Each employee’s service shall be shown as months served. A day in a pay status is counted as a month of service. “Pay status” means at work, or on a paid leave of absence. 6. If an employee on the A List has worked in a position on the B List, she/he will appear on both List A and List B. The time worked in the A list position will count towards the B List placement, but the time worked in the B List position will not count towards the A List placement. 7. Effective July 1, 2010, the Board shall prepare said Lists and share them with the Association by October 15th each year. The parties shall reach an agreement on said Lists by November 15th each year. The parties have agreed on Seniority Lists A and B which are in place in March of 2010.
Sample 1
Seniority in Layoff. A. Where layoffs may be required, the least senior employee shall be the first laid off, providing the residual more senior employees can fully and adequately perform the jobs of any less senior employees who may otherwise be laid off. Thus, as a general rule, seniority shall be observed except where the Board shall determine job skills, experience, training, ability or the like require exceptions to seniority. B. The Board’s determination will be final, and/or if in the judgment of the Board, a reduction in hours in categories rather than layoffs is desirable, this shall be at the discretion of the Board. C. Non-classified employees who have been laid off due to abolition of position shall be entitled to preferred eligibility recall rights substantially similar to those enjoyed by classified employees, provided that the employee seeking recall can fully and adequately perform the job to be filled. Thus, as a general rule, seniority shall be observed except where the Board shall determine job skills, experience, training, ability or the like require exceptions to seniority.
Sample 1

Related to Seniority in Layoff

  • Regulatory Examinations The Sub-Advisor will cooperate promptly and fully with the Advisor and/or the Trust in responding to any regulatory or compliance examinations or inspections (including information requests) relating to the Trust, the Fund or the Advisor brought by any governmental or regulatory authorities having appropriate jurisdiction (including, but not limited to, the SEC).

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • Set Off; Mitigation The Company’s obligation to pay Employee the amounts provided and to make the arrangements provided hereunder shall be subject to set-off, counterclaim, or recoupment of amounts owed by Employee to the Company or its affiliates; provided, however, that to the extent any amount so subject to set-off, counterclaim, or recoupment is payable in installments hereunder, such set-off, counterclaim, or recoupment shall not modify the applicable payment date of any installment, and to the extent an obligation cannot be satisfied by reduction of a single installment payment, any portion not satisfied shall remain an outstanding obligation of Employee and shall be applied to the next installment only at such time the installment is otherwise payable pursuant to the specified payment schedule. Employee shall not be required to mitigate the amount of any payment provided pursuant to this Agreement by seeking other employment or otherwise, and except as provided in Section 8(d)(iv) hereof, the amount of any payment provided for pursuant to this Agreement shall not be reduced by any compensation earned as a result of Employee’s other employment or otherwise.

  • Eye Examinations All represented employees, who are health service system members, shall be eligible for one (1) annual VDT examination and prescribed eyewear.

  • Medical Examinations An employee may be required by the Employer, at the request of and at the expense of the Employer, to take a medical examination by a physician of the employee's choice. Employees may be required to take skin tests, x-ray examination, vaccination, inoculation and other immunization (with the exception of a rubella vaccination when the employee is of the opinion that a pregnancy is possible), unless the employee's physician has advised in writing that such a procedure may have an adverse affect on the employee's health.

  • Health Examinations The Employer shall provide at no cost to the employee, such medical tests, health examinations and surveillance/monitoring as may be required as a condition of employment and/or as a result of regulated hazards encountered after employment.

  • Medical Examination Where the Employer requires an employee to submit to a medical examination or medical interview, it shall be at the Employer's expense and on the Employer's time.

  • Self Scheduling The Home and the Union may agree to implement a self-scheduling process. Self-scheduling is the mechanism by which employees in a Home create their own work schedules. The purpose of self scheduling is to improve job satisfaction and quality of work life for the participating employees. Self scheduling requires a collaboration of employees and management to ensure proper coverage of the Home and to meet the provisions of the Collective Agreement. It is agreed that self scheduling will be negotiated locally by the Home and the Union and will include a trial period. Each Home must have the majority agreement of the full-time and part-time employees who vote on the issue to agree on a trial period of up to six months. Once the trial period is complete, each Home must have a minimum of 66⅔% agreement of the full-time and part-time employees who vote on the issue to continue with the new schedule on a permanent basis.

  • SITE EXAMINATION Contractor has examined the Site and certifies that it accepts all measurements, specifications and conditions affecting the Work to be performed at the Site. By submitting its quote, Contractor warrants that it has made all Site examination(s) that it deems necessary as to the condition of the Site, its accessibility for materials, workers and utilities, and Contractor’s ability to protect existing surface and subsurface improvements. No claim for allowance of time or money will be allowed as to any other undiscovered condition on the Site.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

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