Seniority Layoff - Recall. A. Seniority shall be defined as the total length of services as a classified employee within the District from the last date of hire. For accounting purposes, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoff. B. In the event it becomes necessary to reduce the work force, employees shall be laid off within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position. C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff. D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall. E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rights. F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff. G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer. H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months. I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above. J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Seniority Layoff - Recall. A. Section 1. Seniority standing shall be granted to all employees covered by this Agreement. The standing is to be determined on the basis of service to the district from the date of regular employment in the bargaining unit with the Plymouth-Canton Board of Education. Seniority for regular full or part time cafeteria staff shall be defined as total years of service, including time on leave of absence or layoff, in the total length of services as a classified employee within the District from the last date of hirebargaining unit. For accounting purposes, all authorized leave All new employees shall be computed placed on the seniority list as of the first day of employment, upon the completion of a probationary period of sixty (60) working days of employment. Probationary employees may be discharged or disciplined by the Employer without the same causing a breach of this Agreement or constituting a grievance. If two (2) or more employees have the same seniority date, their position on the seniority list will be decided by a lottery system, upon completion of the probationary period. A representative of the Association, designated by the president will meet with the Employer to conduct the lottery. Employees involved may be present at the lottery if they so desire.
Section 2. Seniority shall be terminated if the employee resigns, retires, is discharged, or refuses a recall from layoff.
Section 3. Employees are expected to give two (2) weeks’ notice of resignation.
Section 4. Employees shall be laid off and recalled according to their seniority in their classifications. An employee on scheduled layoff shall have the right to displace a lesser seniority employee who is in a lower classification provided the senior employee is qualified to hold the position held by the employee. At no time workedwill a less senior person be retained and a more senior person laid off provided the more senior person has the qualifications required for the job, with agreement between association president or designee and management. Employees who are laid off reduced in hours by 25% or more shall have the option of displacing the lowest seniority in their classification who has comparable hours, and/or hours as close as possible. Employees who do not qualify for benefits due to the reduction of their hours shall have the option of displacing the lowest seniority in their classification who qualifies for benefits. If an employee cannot displace an employee within their classification, they will displace the lowest seniority employee in the next lower classification for which they are qualified. Compensation and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods benefits provided to active employees will not accumulate while an employee is on leave of absence or layoff.
B. In the event it becomes necessary Section 5. An agreed to reduce the work force, employees shall be laid off within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned made available to positions in the job category held before layoff in PCCA President and to each employee covered by this Agreement on November 1 of each year: such list shall contain date of hire with the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recallDistrict, date of entry into classification and employee's location.
E. At Section 6. Any employee who takes another position within the Plymouth-Canton Community Schools shall not continue to earn seniority in this bargaining group while in such position. If this person returns to this bargaining unit, he/she will receive only the seniority he/she accumulated up to the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rightsleaving this bargaining unit.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Seniority Layoff - Recall. A. Seniority shall be defined as the total length of services as a classified employee continuous service within the District from as of the last bargaining unit member's first working day within their job classification. In the circumstance of more than one (l) individual beginning employment on the same date of hirewithin the same classification, all individuals so affected will participate in a drawing to determine position on the seniority list. Secretaries who accept any secretarial position within the district outside the bargaining unit prior to July 1, 2002 shall have their accumulated seniority frozen. Secretaries who accept any secretarial position within the district outside the bargaining unit after that date shall have their accumulated seniority frozen for a three-year period. After three years, they would no longer hold seniority within the bargaining unit. Seniority under this Agreement accrues only to bargaining unit members. For accounting purposesthe purpose of vacancies and lay-off, the employee will retain seniority in all authorized leave shall be computed as time worked. Employees who are laid off Classifications (i.e. secretary and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoffparaprofessional) previously held.
B. A bargaining unit member shall be deemed to have terminated employment upon retirement, resignation or discharge for just cause which is not reversed through the grievance procedure.
C. Two seniority lists shall be published by the Board to the Association by October 1, of each year; one per classification: a secretary seniority list and a paraprofessional seniority list.
D. In any reduction of the event it becomes necessary staff, a bargaining unit member with greater seniority within the classification shall be given preference over a member with less service in the classification to reduce retain her employment as long as she meets the qualifications for the position. A reduction of staff is the elimination of a position, a reduction of the work forceyear of over two (2) weeks, or a reduction of over five (5) hours per week. Any bargaining unit member whose position is involved in a reduction of staff shall be given two (2) weeks written advance notice.
E. Laid off employees shall be laid off recalled within a job category their classification in reverse order of layoff to any position for which a reduction they are qualified.
F. Notice of recall shall be sent by certified or registered mail to the last known address as shown on the Employer's records. The recall notice shall state the time and date on which the employee is to be made in inverse order of seniority (lease senior laid off first)report back to work. For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority It shall be used to determine the order of layoff, consistent with the employee’s ability 's responsibility to perform keep the jobEmployer notified as to current mailing address. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the A recalled employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two eighteen (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15l8) calendar days from the date of the mailing to notify the District of the intent recall notice to returnreport to work. Employees recalled to work for which they are qualified are obligated to take said work. Employees who decline recall to perform work for which they are qualified shall be deemed to have terminated employment. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, Association will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step notified of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoffany recall.
G. Employees covered by this article will have the option to continue insurance programs at on layoff shall retain their own expense, subject to the approval seniority for purpose of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.three
Appears in 2 contracts
Seniority Layoff - Recall. A. Seniority The Board of Education may, as part of a general reduction in personnel due to lack of sufficient operating funds or declining student enrollment, direct the Superintendent of Education to furlough administrative personnel to teaching positions. Furloughs shall be defined on a seniority and certification basis. Certification and seniority refers to the division between the time spent in the Bedford Administrators' Association and in other exempt administrative positions in the Bedford Public Schools. When administrative positions are re-created due to a reversal of the previously listed factor of economics or enrollment, or when openings in administrative positions occur for other reasons, the criteria listed in paragraph one of seniority and certification shall apply in reassigning furloughed administrators. In no event shall a furloughed administrator be assigned to a position higher in status than the one from which he/she was furloughed except that an elementary principal, provided that state certification standards are met, may be reassigned to a Level 3 position. The District agrees to staff secondary buildings administratively, beginning with school year 2004-05 with one (A) level Assistant Principal per building. Regarding summer school position, the district agrees to post the position by March 1st of the existing school year. The JHS will continue its present staffing for the school year 2004-05, as the total length part of services this agreement. The (B) level Principal will be paid their per diem rate for additional duties as a classified employee within the District from the last date of hiredetermined. For accounting purposes, all authorized leave All administrative personnel in Level 3 or Level 4 shall be computed as time workedinterchangeable for layoff purposes provided the individuals are certified for the position. Employees who are laid off Openings occurring in positions from which no administrator had been furloughed will be filled in the regularly established procedure of posting, applying, interviewing, and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods selection by the Superintendent of layoff.
B. In Education and/or the event it becomes necessary to reduce the work force, employees shall be laid off within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the jobBoard. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned posted to positions in each administrator at least ten (10) working days prior to March 20. It shall be the job category held before layoff in responsibility of each employee to promptly check the inverse order in which they were laid offseniority list. The same criteria used during If an employee or the layoff process will be used in determining which employer to recall.
E. At association does not believe that the time of layoffemployee's seniority or certification is correctly shown on the list, the District Assistant Superintendent of Human Resources shall provide an opportunity for laid-off employees to express be notified, in writing, desire to return to of the Districtalleged error within ten (10) working days of the list's final posting. The District shall also receive If no challenges are made within the employee’s address for recall notification. In the event of a recallten (10) day period, the District seniority list shall notify the employee who has expressed a desire be deemed to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; accurate and the employee will employer shall incur no liability (including back pay) for relying on such list. After March 20, the seniority list shall be placed frozen until re-posted on March 1 the proper experience step following year. Updating of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue state verified endorsement shall be allowed only during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty ten (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th10) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty(March 1 -seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 2 contracts
Samples: Administrative Master Agreement, Administrative Agreement
Seniority Layoff - Recall. A. Section 1. Seniority standing shall be granted to all employees covered by this Agreement. The standing is to be determined on the basis of service to the district from the date of regular employment in the bargaining unit with the Plymouth-Canton Board of Education. Seniority for regular full or part time cafeteria staff shall be defined as total years of service, including time on leave of absence or layoff, in the total length of services as a classified employee within the District from the last date of hirebargaining unit. For accounting purposes, all authorized leave All new employees shall be computed placed on the seniority list as of the first day of employment, upon the completion of a probationary period of sixty (60) working days of employment. Probationary employees may be discharged or disciplined by the Employer without the same causing a breach of this Agreement or constituting a grievance. If two (2) or more employees have the same seniority date, their position on the seniority list will be decided by a lottery system, upon completion of the probationary period. A representative of the Association, designated by the president will meet with the Employer to conduct the lottery. Employees involved may be present at the lottery if they so desire.
Section 2. Seniority shall be terminated if the employee resigns, retires, is discharged, or refuses a recall from layoff.
Section 3. Employees are expected to give two (2) weeknostic’e of resignation.
Section 4. Employees shall be laid off and recalled according to their seniority in their classifications. An employee on scheduled layoff shall have the right to displace a lesser seniority employee who is in a lower classification provided the senior employee is qualified to hold the position held by the employee. At no time workedwill a less senior person be retained and a more senior person laid off provided the more senior person has the qualifications required for the job, with agreement between association president or designee and management. Employees who are laid off reduced in hours by 25% or more shall have the option of displacing the lowest seniority in their classification who has comparable hours, and/or hours as close as possible. Employees who do not qualify for benefits due to the reduction of their hours shall have the option of displacing the lowest seniority in their classification who qualifies for benefits. If an employee cannot displace an employee within their classification, they will displace the lowest seniority employee in the next lower classification for which they are qualified. Compensation and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods benefits provided to active employees will not accumulate while an employee is on leave of absence or layoff.
B. In the event it becomes necessary Section 5. An agreed to reduce the work force, employees shall be laid off within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned made available to positions in the job category held before layoff in PCCA President and to each employee covered by this Agreement on November 1 of each year: such list shall contain date of hire with the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recallDistrict, date of entry into classification and employee's location.
E. At Section 6. Any employee who takes another position within the Plymouth-Canton Community Schools shall not continue to earn seniority in this bargaining group while in such position. If this person returns to this bargaining unit, he/she will receive only the seniority he/she accumulated up to the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rightsleaving this bargaining unit.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Seniority Layoff - Recall. Section A. Seniority The first nine (9) positions scheduled by the company shall be defined as the total length of services as a classified employee within the District from the last date of hirefull-time straight-shift positions (i.e., eight (8) consecutive hours). For accounting purposes, all authorized leave These positions shall be computed as scheduled to work eight (8) consecutive hours per day, five (5) consecutive days per week, with assigned starting times. An employee’s start time workedshall be uniform throughout the week, except for Monday and Saturday shifts. Employees Any employee holding a bid to one of these assigned positions who are laid off and subsequently reinstated is required to work prior to regular starting bid time and/or after regular quitting time shall retain cumulative seniority be paid for at a rate of 1 1/2 times his regular hourly rate for all periods hours worked except for periods prior to or in excess of layoffthis regular shift, provided they work their full shift as well.
Section B. In the event it becomes necessary to reduce the work force, employees The company shall conduct shift bids on April 1 and October 1 of each year. The company may conduct additional bids as operational needs dictate. Bid sheets shall be laid off posted for a period of five (5) consecutive business days. Any bid selections not completed within a job category that period may be filled in which a reduction is to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent by management with the employee’s ability names of employees who have yet to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such select a position.
Section C. Once The parties agree that seniority shall apply in the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association following manner:
1. Master seniority shall apply in cases of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and recall, April 1 shift bidding, vacation accrual and pension accrual in the Association president manner already provided for herein.
2. Terminal seniority shall receive written notice of actionapply in all other cases.
3. Written notice Extra work opportunities in the Dade County and Broward County terminals shall be given at least two (2) weeks in advance of layoffoffered to available employees by terminal seniority first, to full-time/full-time split shift employees then to casual employees. If all terminal regular and casual employees have been exhausted, then the Company will offer such extra work opportunities to employees by master seniority. The Company shall offer such opportunities promptly.
Section D. LaidWhen a new regular full-off employees shall remain on a recall list time position becomes available, or an existing regular full-time position becomes vacant and that vacancy is expected to last for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less more than fourteen (14) days from (and the date Company elects to fill it), then the following positions only shall be subject to bid: The regular full time position shall be bid among full time split shift employees, by master seniority. The full-time split shift position vacated by that successful bidder shall, likewise, be bid among the remaining full-time split shift employees, by terminal seniority. And, finally, the full-time split shift position vacated by that successful bidder shall be offered to casual employees. There shall be no further movement of personnel, as a result of the notice of recall was received, new or lose all recall rightsvacant regular full-time position.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 1 contract
Samples: Local Rider Agreement
Seniority Layoff - Recall. A. 20.01.01 Seniority shall be for Employees hired prior to September 1, 2005 is defined as the total length of services as continuous service in the employ of the Employer or the predecessor Employer, calculated from the most recent date at which work commenced.
20.01.02 Seniority for Employees hired on or after September 1, 2005 is calculated from the date upon which the Employee is hired into a classified employee permanent position within the District PSSP bargaining unit. A new Employee who was previously employed in a temporary capacity within the bargaining unit will have their seniority dated back to the first date in which they began employment in the temporary assignment within this bargaining unit, provided there has been no break in service between the temporary assignment and the permanent assignment. A break in service shall not include the natural school breaks during summer, March break and Christmas.
20.01.03 As of April 1st each year, the Employer shall post electronically on the Board’s internal website, a seniority list ranking, in order from the last greatest to the least seniority of all members of the Union, including name, date of hire. For accounting purposes, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoff.
B. In the event it becomes necessary to reduce the work force, employees shall be laid off within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodialclassification, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notificationlocation. In the event of that it is necessary to break ties in seniority ranking, such ties shall be broken by a recall, the District shall notify the employee who has expressed a desire to return random number statistical elimination process. Any dispute with respect to the District of the recall by certified mail, return receipt, sent seniority list shall be reported to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date Administrator of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, Human Resources or lose all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; designate and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for Bargaining Unit President within thirty (30) working days of its posting. Continuous service will not be interrupted as a result of any approved leave of absence authorized in accordance with this Collective Agreement or while on layoff with recall rights. Seniority shall cease, and employment shall terminate:
a) if the layoff occurs during Employee is discharged, and the regular school year discharge is not reversed through the Grievance and Arbitration Procedure;
b) if the Employee resigns, in writing, and does not withdraw such resignation, in writing, within twenty-four (24) hours;
c) if the Employee has been absent without leave, unless a reason acceptable to the end Employer is given;
d) if the Employee is on layoff, and fails to return to work within ten (10) working days of recall to a position for which the Employee is qualified. Notification of recall shall be by registered mail to the last known address filed with the Employer by the Employee;
e) if the Employee overstays an authorized leave of absence, unless a reason acceptable to the Employer is given;
f) if the Employee retires;
g) after twenty-four (24) consecutive months of layoff or surplus to the needs of the month in which the thirtieth (30thEmployer;
h) day fell; on promotion or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for transfer to a position not included in the Bargaining Unit after a period of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven twelve (2712) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 1 contract
Samples: Collective Agreement
Seniority Layoff - Recall. A. Seniority shall be defined establishedfor members covered by this Agreement and such seniority shall be based upon the member's continuous length of service with the Police Service while in a classification covered by this Agreement. Insofar as the total members covered by the Agreement are concerned, seniority provisions are solely for the purpose of determininga member's position for the drawing of designated holidays and vacations and for the purposes of layoff and recall. Seniority within each unit, bureau, platoon, division, etc., shall be a governing factor. Each rank shall draw and be allocated separate from each other. All of constables shall be one rank: constable. Schedule "A" designates other ranks covered by this Agreement. If the Chief of Police designates ranks above constables to substitute one for another during the vacation periods for administrative coverage, and the members involved fail to resolve their draw and allocation among themselves, the Chief of Police may exercise Section and allocate the vacation periods and the highest rank involved shall be considered held by the members for the duration of the substitute coverage. In determining the length of services as a classified employee within service for the District purpose of seniority, continuous service shall not be considered interrupted if absence from the last date service is due to the leave of hireabsence granted and recognized by the Board or the Chief of Police. For accounting purposes, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoff.
B. In Where the event it becomes necessary Board has made a decision to reduce the work forcecomplement of the Service and such reduction of personnel cannot be accommodated through attrition where such action is not in contravention of the Police ServicesAct, employees the lay-off of members shall be laid off within a job category in which a reduction is to be made in inverse occur by reverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expenseseniority, subject to the approval exigencies of the insurance carrierService. When a vacancy in the complement of the Service exists, the members on lay-off shall be recalled in order of seniority, subject to the exigencies of the Service. The District shall provide fringe benefits Board is to endeavour to give as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and much notice of lay-off as possible to the end of members affected after consultation with the month in which the thirtieth (30th) day fell; or the District Police Association. A member shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall retain rights for a position period of lower code and/or less hours than twelve (12)months following lay- off. A member laid off due to a reduction in staff and who fails to return to work within ten days after notice of return to work has been forwarded by registered mail to the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees last known address of such member, shall be hired for positions within deemed to have served their service with the bargaining unit during Board and shall forfeit all seniority rights except in the period case of employee layoff within that employee’s classifications, as long as sickness or other just cause agreed upon by the employee meets the terms of Section B aboveBoard.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 1 contract
Samples: Uniform Collective Agreement
Seniority Layoff - Recall. A. DEFINITION OF SENIORITY
1. Seniority shall will be defined based on the hire date into the Laboratory Professionals Bargaining Unit, except as specified below.
2. The seniority roster in effect upon ratification will remain in effect.
3. OFNHP members employed by Xxxxxx Permanente in the total length Northwest region who are hired into a Laboratory Professionals bargaining unit position from another position represented by another OFNHP collective bargaining agreement will be granted one (1) year of services seniority for every (3) three completed years of employment as an OFNHP bargaining unit Xxxxxx Permanente employee, on a classified prorated basis.
a. Job bidding seniority will be applied in the following order
i. Laboratory Professionals bargaining unit seniority (see 10 C for order of application)
ii. Xxxxxx Permanente Employees covered by any other OFNHP collective bargaining agreement
iii. All other candidates
b. For all other purposes where seniority is applied, namely in workgroup settings, including but not limited to vacation bidding, holiday assignments, schedule bidding, education leave, and reductions in force, seniority will be applied by years of employment by Xxxxxx Permanente in the Northwest region in any position covered by any OFNHP collective bargaining agreement in Xxxxxx Permanente Northwest region.
4. Seniority will be bridged, through adjustment of the hire date, for the following reasons:
a. Xxxxxx and recall;
b. Voluntary resignation/retirement and rehire or returning to the bargaining unit via transfer: if the employee is rehired or transfers into the bargaining unit after a break in service within the District twelve (12) months following non-retirement resignation/retirement/ departure from the last date of hire. For accounting purposesbargaining unit, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoff.
B. In the event it becomes necessary to reduce the work force, employees shall be laid off within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed given full credit for seniority previously accrued through the prior termination date; seniority will continue to accrue on the proper experience step of rehire date. If the salary schedule for employee is rehired after twelve (12) months, seniority will be based on the employee’s experience in the Districtrehire date.
5. An employee will not receive increment credit for updated seniority list shall be provided by the time spent Employer every January and July and reviewed by a Labor Management Committee every March and September. The list shall be published on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject HRconnect and distributed to the approval of OFNHP union office and the insurance carrierLabor Management Committee every January and July. The District list shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as include the employee meets location, job title, status, coded hours, Xxxxxx Permanente hire date, and Laboratory Professionals seniority date. Management proposal: August 12 at 11:40 a.m. via email to Xxxx Xxxxxx The Employer reserves the terms of Section B aboveright to modify, amend, or withdraw this proposal.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Seniority Layoff - Recall. 10.1 Employees shall have no seniority until the completion of the probationary period at which time their seniority shall revert to their first day of work following Board action. In the event that more than one (1) employee has the same first day of work, position on the seniority list shall be determined by lot.
10.2 The seniority list on the date of this Agreement will show the names and job titles of all employees of the unit entitled to seniority. The Employer will keep the seniority list up to date at all times and will provide the local union membership with up-to-date copies on January 1 and July 1 of each year during the period of this Agreement.
10.3 An employee shall lose his/her seniority for the following reasons only:
A. Seniority He/she quits.
B. He/she is discharged and the discharge is not reversed through the procedure set forth in this Agreement.
C. He/she does not return to work when recalled from layoff as set forth in the recall procedure.
D. Retires from School District.
E. Voluntary transfer to a non-bargaining unit position.
10.4 Layoff shall be defined as a reduction in the total length work force due to a decrease of services as a classified employee within work or financial distress of the District from the last date of hire. For accounting purposes, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoffEmployer.
B. In the event it becomes necessary to reduce the work force, employees 10.5 No employee shall be laid off within pursuant to a job category necessary reduction in which a reduction is the work force unless said employee shall have been notified of said layoff at least fourteen (14) calendar days prior to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more effective date of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recallnecessary reduction in work force, the District Employer shall notify first lay off probationary employees, then the least seniored employees. In no case shall a new employee be employed by the Employer while there are laid off employees who has expressed are qualified for a desire vacant or newly-created position. Employees whose positions have been eliminated due to return reduction in work force or who have been affected by a layoff/elimination of position shall have the right to assume a position, regardless of classification, for which they are qualified, which is held by a less senior employee.
A. In the event of a reduction in work hours, a qualified employee with greater seniority may displace employees with less seniority in order to maintain work hours. In no case shall a reduction of any employee’s work hours take effect until ten (10) workdays after written notice to the District of the recall by certified mail, return receipt, sent to the last address affected employee(s) is given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rightsEmployer.
F. All benefits B. Where a group meeting is held to which an employee was entitled to at facilitate the time of layoffbumping process, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new affected employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District provided with written notice at least five (5) workdays prior to the District making monetary or staffing reductions which affect bargaining unit membersmeeting.
Appears in 1 contract
Samples: Master Agreement
Seniority Layoff - Recall. 10.1 Employees shall have no seniority until the completion of the probationary period at which time their seniority shall revert to their first day of work following Board action. In the event that more than one (1) employee has the same first day of work, position on the seniority list shall be determined by the order that the Board of Education acted in open session of a Board meeting to hire employees.
10.2 The seniority list on the date of this Agreement will show the names and job titles of all employees of the unit entitled to seniority. The Employer will keep the seniority list up to date at all times and will provide the local union membership with up-to-date copies on January 1 and July 1 of each year during the period of this Agreement.
10.3 An employee shall lose his/her seniority for the following reasons only:
A. Seniority He/she quits.
B. He/she is discharged and the discharge is not reversed through the procedure set forth in this Agreement.
C. He/she does not return to work when recalled from layoff as set forth in the recall procedure.
D. Retires from School District.
E. Voluntary transfer to a non-bargaining unit position.
10.4 Layoff shall be defined as a reduction in the total length work force due to a decrease of services as a classified employee within work or financial distress of the District from the last date of hire. For accounting purposes, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoffEmployer.
B. In the event it becomes necessary to reduce the work force, employees 10.5 No employee shall be laid off within pursuant to a job category necessary reduction in which a reduction is the work force unless said employee shall have been notified of said layoff at least fourteen (14) calendar days prior to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more effective date of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recallnecessary reduction in work force, the District Employer shall notify first lay off probationary employees, then the least seniored employees. In no case shall a new employee be employed by the Employer while there are laid off employees who are qualified for a vacant or newly-created position. Employees whose positions have been eliminated due to reduction in work force or who have been affected by a layoff/elimination of position shall have the right to assume a position, regardless of classification, for which they are qualified, which is held by a less senior employee.
A. In the event of a reduction in work hours, a qualified employee with greater seniority may displace employees with less seniority in order to maintain work hours. In no case shall a reduction of any employee’s work hours take effect until ten (10) workdays after written notice to the affected employee(s) is given by the Employer.
A. Where a group meeting is held to facilitate the bumping process, affected employees shall be provided with written notice at least five (5) workdays prior to the meeting.
B. For purposes of this article, it is understood that qualified, displaced employees with fewer hours can bump employees with greater hours.
10.7 Laid off employees shall be recalled in order of seniority, with the most senior employee being recalled first, to any position for which he/she is qualified. An employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less served more than fourteen (14) days from the date of the notice of recall was received, or lose all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) consecutive working days if the layoff occurs during the regular school year and in a position shall be deemed qualified for that position. Notices of recall shall be sent by certified or registered mail to the end of last known address as shown on the month in Employer’s records. The recall notice shall state the time and date on which the thirtieth employee is to report back to work. It shall be the employee’s responsibility to keep the Employer notified as to his/her current mailing address. A recalled employee shall be given five (30th5) day fell; workdays from receipt of notice to accept or reject work. If a response is not received within the District specified time limit, it shall provide fringe benefits through August 30 be regarded as a declined response and subject to the same consequences as if the layoff occurs at the end that person had declined said work. Employees recalled to an equal or greater number of the school year or during the summer.
H. work hours for which they are qualified are obligated to take said work. An employee may decline who declines such recall for a position of lower code and/or less hours than the position held prior to layoff shall forfeit his/her seniority rights and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B aboveconsidered to have quit.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 1 contract
Samples: Master Agreement
Seniority Layoff - Recall. A. Seniority shall will be defined as figured from the total length date of services as a classified employee hire separately for employees within the District from bargaining unit. (Seniority will be alphabetical by last name when two or more Central Office Support Personnel employees have the last same date of hire. For accounting purposes, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoff.)
B. In the event If it becomes necessary to reduce the work forcenumber of Central Office Support Personnel employees through general layoff, the probationary Central Office Support Personnel employees shall will be laid off within a job category first. All other Central Office Support Personnel employees will be laid off in which a reduction is to be made in inverse order of seniority. (The Central Office Support Personnel employee having the least seniority (lease senior will be laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall .) Recall will be used to determine the in reverse order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off C. Should it become necessary to reduce the number of Central Office Support Personnel employees shall remain on a recall list for twenty-seven (27) months after the date of through general layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process every effort will be used in determining which employer made to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express give thirty (30) days notice in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed Central Office Support Personnel employees will be recalled on a desire to return to the District of the seniority basis. A recall by certified mail, return receipt, notice will be sent to the last address given by currently recorded in the employee Central Office. Failure to respond within five (5) working days will be deemed a resignation.
D. If a Central Office Support Personnel position becomes available, the District office. The employee will have fifteen school district is obligated to recall employees who are laid off for a period of twelve (1512) calendar days months from the date of the mailing to notify the District notification of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rightslayoff.
F. All benefits to which an employee was entitled to X. Xxxx days already accumulated at the time of layoff, included unused accumulated sick leave, will layoff shall be restored to reinstated when the Central Office Support Personnel employee upon the employee’s recall under this Article; and the is recalled.
F. If an employee will be placed on the proper experience step of the salary schedule for the employee’s experience has seniority in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expensebargaining unit, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within leaves the bargaining unit during for another job within the period of employee layoff within that employee’s classificationsdistrict, and later returns to the bargaining unit, previously acquired seniority shall remain in effect. No seniority shall accrue for time spent working outside the bargaining unit, as long as the full-time employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.(thirty
Appears in 1 contract
Samples: Master Agreement
Seniority Layoff - Recall. A. Seniority shall be is defined as the total continuous length of services as a classified employee within ofservice in the District from bargaining unit since the employee's last date of hire. For accounting purposesAn employee shall lose his seniority when he:
a. Quits voluntarily or retires.
b. Is discharged for just cause.
c. Fails to return to work within five (5) days after notice of recall.
Section 1: Section 2:
d. Is absent, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods layoff, for three (3) consecutive working days without notice to the Assistant Director of layoff.
B. Public Works or his designee. In the event it becomes necessary to reduce the work forceofan emergency, employees such notice shall be given as soon as possible.
e. Is laid off within for a job category in which a reduction is to be made period ofeighteen (18) consecutive months. The Town will lay off employees in inverse order of seniority (lease senior laid off first)seniority, provided that the employees to be retained are qualified to perform available work. For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the The Town will recall employees in reverse order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees last laid off to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffsfirst recalled. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice Layoffs shall be given at least two (2) weeks in advance of layoff.the following order:
D. Laida. Seasonal or temporary employees;
b. Part-time employees;
c. Probationary employees;
d. Full-time employees. Laid off employees shall remain on be entitled to recall according to seniority for a recall list for twenty-seven period ofeighteen (2718) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of from layoff, provided that the District shall provide an opportunity for laidaffected employee must keep the Town advised ofhis cun-off employees to express in writing, desire to return to the Districtent address. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify If the employee who has expressed a desire to return to notifies the District of the recall Town by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District mail prior to the District making monetary or staffing reductions which affect bargaining unit membersexecution of recall rights and prior to the expiration of the original eighteen ( 18) month recall period that they wish to extend the recall time for additional six (6) months, it shall be granted. The Town shall provide the Union a seniority list updated annually. New hires shall not accrue seniority until after successful completion of the probationary period. Upon successful completion of the probationary period, seniority shall be calculated from the employee's date of hire.
Appears in 1 contract
Samples: Working Agreement
Seniority Layoff - Recall. A. Seniority shall be defined as the total length of services as a classified employee within the District from the last date of hire. For accounting purposes, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoff.
B. In the event it becomes necessary to reduce the work force, employees shall be laid off within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first). For the purposes of this section, job categories shall be: be custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of the layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Seniority Layoff - Recall. A. 14.1 Seniority shall be defined as the total length of services continuous service as a classified employee within bargaining unit member, beginning with the District from the last most recent date of hire. For accounting purposes, all All authorized leave leaves shall be computed as time workedworked for purposes of determining seniority. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods the period of layoff.
B. In the event it becomes necessary to reduce the work force, employees shall be laid off within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first). 14.2 For purposes of this sectionArticle, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority a reduction in force shall be used to determine defined as a reduction in the order work hours of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or position of more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance hours per day or the complete elimination of layoff.
D. Laid-off a position or positions. Reductions of less than two (2) hours per day will not entitle employees shall remain on a to bump into other positions but will entitle them to recall list rights for twenty-seven (27) 27 months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the should work hours within their job category held before layoff in the inverse order in which they were laid offtitle and building become available and if such hours do not conflict with building scheduling. The same criteria used during District shall determine when such reductions in force are necessary. If the layoff process will be used District decides that a reduction in determining which employer force is necessary, and upon taking action to recall.
E. At the time of layoffimplement a reduction in force, the District shall provide an opportunity the association Chapter president with a list of the position(s) to be eliminated along with a seniority list for laid-off the employees to express in writing, desire to return to within the District. The District shall also receive the employee’s address for recall notificationaffected classification(s). In the event of a recallreduction in force, all temporary employees within an affected classification shall be laid off before regular employees.
14.3 The least senior employee in the affected job titles will be laid off, unless the District determines that a more senior employee should be laid off on the basis of comparative job performance or the district’s operational needs for special occupational skills. The employee identified as the one to be laid off shall be notified at least thirty (30) days prior to the effective date of the reduction in force.
14.4 Classification families are a group of job title(s) that are functionally related to one another in such a way that duties, responsibilities and qualifications within the classification group permit incumbents to transfer skills from one job within the classification family to another. The listing of jobs within the classification family is in rank order, with the most skilled jobs listed at the top. Thus, the skills involved in performing higher ranked job functions are presumed to be transferable to jobs ranked below them. An employee who has been selected for layoff may bump a less senior employee holding a different, lesser paying position within the same classification family.
14.5 No employee shall be entitled to bump into a position of a greater number of hours per day and the District shall notify not be required to split a position to allow for bumping.
14.6 An employee in a position selected for a reduction as defined in section 11.2 may move into a vacant position that he or she previously held with the district, either within or outside his or her current classification family under the following circumstances:
a. The employee who has expressed a desire to return had at least satisfactory evaluations while working in the prior position.
b. The employee was not removed from the position for disciplinary reasons; and
c. The employee worked in that position for the District and demonstrates to the District the ability to perform the functions of the position as described by the job description. Employees moving into previously held positions would have 10
14.7 Recall rights shall exist for 27 months from the date of layoff. Recall shall be in inverse order of layoff from each position.
14.8 Each employee on layoff shall keep the District informed of his/her current address for recall notification.
14.9 Employees will be given recall notification by certified mail, return receiptreceipt requested, sent to the last address given by the employee to the District officeOffice. The employee will have fifteen seven (157) calendar working days from the date of the mailing certified postmarked of such notice to notify the District of the intent his/her intention to return. The employee must report return on the starting date specified by the District. Employees failing to accept the same or substantially the same position offered in a timely manner shall be considered to have waived the right to recall. Substantially the same, providing it will not be less than for the purposes of this article, shall mean a position that provides at least 80% of the former monthly salary. The employee must return within fourteen (14) working days from the date of receipt of the notice of recall was receivedrecall, or lose all recall rightsunless another return date is mutually agreed upon with the District.
F. All benefits to which an employee was entitled to at the time of layoff14.10 Upon recall, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will shall be placed on the proper experience salary step of on which he/she was placed prior to the salary schedule for layoff. One step movement shall be granted if the employee’s experience employee had completed 120 work days in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during work year at the time of layoff.
G. 14.11 An employee will not forfeit his/her rights to recall should he/she take a lesser hour position and/or a job in a lower classification. Employees covered by who accept a position with fewer hours than they had prior to layoff shall remain on the recall list for those hours which they had prior to the layoff until the end of the 27 month period following the layoff.
14.12 If no employee from a classification remains on the recall list, the District will fill open positions in accordance with Article 10 of this article agreement.
14.13 The District will have continue to provide the option same insurance benefits as were provided prior to layoff to any employee laid off during the school year through the second month following the month of layoff. After that time, employees who are laid off may continue in the District’s group insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, expense as long as premiums are paid in advance each month until resignation or the employee meets expiration of the terms recall period, whichever comes first. Upon recall, employees shall have restored the accumulated sick leave recorded for them at the time of Section B abovelayoff.
J. The Association will be allowed 14.14 Upon request, the opportunity District agrees to provide input to the Association a complete list of all classified employees, including each employee’s date of hire and total experience in job classification and in the District.
14.15 For purposes of this Article, the job classification families shall be as follows: Group 1: Cook V Group 2: Transportation Dispatch Driver Trainer Bus Driver Van Driver Bus Monitor Transportation Assistant/Crossing Guard Instructional Assistant II/ISSDRM/*After School Tutor Group 4: Vocational Trainer / Transition Specialist Group 5: Home School Consultant Group 6: High School Paraprofessional Librarian Elementary/Middle School Paraprofessional Librarian Group 7: Administrative Assistant III Administrative Assistant II Administrative Assistant I/ Receptionist Group 8: General Ledger Specialist Accounts Payable Clerk Bookkeeper Accounting Clerk I Group 9: Maintenance III Maintenance II Maintenance I Custodian III Custodian II Custodian I District prior to the District making monetary or staffing reductions which affect bargaining unit membersFacilities Custodian Group 10: Mechanic III Mechanic I Group 11: Technology Support Specialist Group 12: Printer Group 13: Day Care Coordinator Group 14: Family Outreach Coordinator *After School Coordinator Group 15: Health Coordinator. *After School positions include elementary, middle and high school levels.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Seniority Layoff - Recall. A. Seniority The seniority for all employees shall commence with the first day of work within the school district as a permanent employee. Beginning July 1,2006 the seniority for all employees shall commence with the first day of work within the bargaining unit. This seniority shall be known as district seniority. All employees shall also gain department seniority. Department seniority shall commence with the first day of work within a department of the WBMT. Departments, for the purpose of this Article, shall be defined as the total length of services as a classified employee within the District from the last date of hire. For accounting purposesMaintenance, all authorized leave shall be computed as time worked. Employees who are laid off Utility, and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoffTechnical.
B. In the event that more than one employee has the same seniority date (either district or department) the tie shall be broken by drawing lots. The time, place and date of all such drawings shall be mutually agreed to and announced so that all interested parties may be present. Drawings will only take place when ties need to be broken. Once a tie has been broken, the seniority order shall be considered permanent.
C. An employee will lose his/her seniority and terminate his employment with the Employer for the following reasons:
(1) Employee quits or retires;
(2) Employee is discharged and the discharge is not reversed;
(3) Employee is absent for three (3) consecutive working days without notifying the Employer unless the employee is physically unable to notify the Employer;
(4) If the employee fails to return to work when recalled from layoff as set forth in the recall procedure provided herein unless the employee is physically unable to notify the Employer;
(5) Involuntary layoff for four (4) years;
(6) If the employee gives a false reason for a leave of absence;
(7) If the employee engages in other employment during a leave except in proper cases where exception is made;
(8) If the employee alters, fraudulently, pertinent information on his/her application for employment (the falsification may come to light sometime after the employee's date of hire or date of acquiring seniority).
D. A seniority list shall be constructed and maintained by the Employer. The list shall be divided by department listing each employee, district seniority date, department seniority date and classification. Each employee shall be ranked according to department seniority. Frozen seniority, by department, will also be maintained. MT bargaining unit members employed on July 1, 1999 shall retain all frozen transportation department seniority. The Union shall be furnished with a seniority list upon request of the president. The President shall be notified by the Office of Human Resources of all new hires, terminations and leaves of absence as they occur.
E. No changes or adjustments to the seniority list will be made without mutual agreement of the parties. Such agreements shall be reduced to writing and appended to the master seniority list.
F. The probationary period for employees new to the bargaining unit shall be ninety (90) regularly scheduled working days. That is, the probationary employee must actually work ninety (90) days of the normal work schedule to complete probation. Any accumulated overtime does not apply toward probation. Health insurance benefits for new employees shall be provided on the first day of the month following the employee’s date of hire. Employees may elect to purchase insurance from the first date of hire until the first of the month following the employee’s date of hire. Upon completion of probation, the employee will be granted all sick leave from date of hire. New members of the bargaining unit who have completed a probationary period in another bargaining unit within the school district shall serve a sixty (60) working day probationary period. There will be no interruption of the employee’s fringe benefits and the employees accrued sick and vacation days will transfer to this unit.
G. Layoff shall be defined as a reduction in the work force due to a decrease in work, a lack of funds, elimination of a job function or a return from leave resulting in a loss of position.
H. Should it becomes be necessary to reduce positions, the work forceemployer will, to the extent possible, retain higher seniority employees shall be laid off within a job category in which a reduction is to be made in inverse order of over temporary, probationary and lower seniority (lease senior laid off first)employees. For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority District seniority shall be used in all layoff and bumping. The procedure to reduce positions will be as follows:
1. The employer will determine the positions to be eliminated. Employees holding these positions will be considered displaced employees.
2. If there are no vacancies in the bargaining unit (which the employer intends to fill) equal to the number of displaced employees, the employer will notify the least senior employees (regardless of department or classification) equal to the number of displaced employees of layoff.
3. Displaced employees not notified of layoff may exercise their district seniority to bump into any department/classification for which they are qualified which is equal or lower (in pay rate) to their current position. Displaced employees will be notified of a meeting date and site where they will elect their bump (subject to their district seniority).
4. Following this meeting the first level of employees bumped will be notified of such by the employer. These employees will also be notified of a meeting date where they will elect their bump (subject to their district seniority).
5. Following the meeting in #4 the second level of employees bumped will be notified of such by the employer. These employees will also be notified of a meeting date where they will elect their bump if one or more employees have sufficient seniority to bump.
6. Meetings described in #4 and #5 will continue until only those employees notified of layoff remain.
7. For the purposes of bumping order seniority will be used at the classification level, not the individual employee rate of pay.
8. In each meeting described in #3, #4, #5, #6, the employee in the highest paying classification (or the highest senior employee in the highest paying classification) will bump first, and the others will follow in the same order.
9. The Union will be included in all meetings described above.
I. An employee who is eligible or any employee in the custodial classification may elect a voluntary layoff instead of bumping, subject to the following:
(1) Employee will be eligible for unemployment compensation.
(2) Employee must return if recalled to his/her previous classification.
(3) Employee shall remain on recall list and available for a recall for four (4) years.
J. No employee shall be able to claim, through recall or bumping, a position in a higher paying classification.
K. Prior to notification of layoff, consistent the Union shall be provided with a list of those scheduled for layoff. Employees shall have a minimum of twenty (20) calendar days notice prior to the effective date of layoff.
L. No new employee will be hired while there are laid off employees, subject to the laid off employee’s ability to perform do the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a positionwork.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay M. Laid off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice in seniority order, shall be given the first opportunity for any temporary work and shall be paid at least two (2) weeks in advance the temporary employee rate of layoffpay. Any laid off employee who elects to sub shall be placed at the top of the sub list and called before all other substitutes.
D. Laid-off employees N. Employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list for four (4) years. Each employee is responsible for keeping the employer advised in writing of any change of address and phone number and will not be excused for failure to report for work on recall if he/she fails to receive recall notice because of his/her own failure to advise the employer in writing of changes of address and phone number.
O. Laid off employees shall be returned to recalled in reverse order of layoff. Any positions in which become vacant or are newly created while employees are on the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process recall list will first be posted internally and, if not filled, will be used in determining which employer subject to recall.
E. At the time of layoff, recall provisions. Employees who have exercised their seniority to bump or who have been bumped shall be given the District shall provide an first opportunity for laid-off employees to express in writing, desire to return to the District. The District their former classification.
P. Recall shall also receive the employee’s address for recall notification. In the event of a recallbe by written, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receiptreceipt requested, sent to the employee's last address given by known address. Such notice shall require that the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than for work within fourteen (14) days from the date of the notice delivery or proof of recall was received, or lose non-delivery. Copies of all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will notices shall be restored provided to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoffUnion.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Seniority Layoff - Recall. A. Seniority 28.01 The Employer shall be defined post in a conspicuous place in both fire halls a current list of all permanent full time employees indicating their seniority as of January 1 of the total length of services as a classified employee within the District from the last date of hire. For accounting purposes, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoff.
B. In the event it becomes necessary to reduce the work force, employees shall be laid off within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportationcurrent year. Seniority shall be used calculated from the date of hire to a permanent position. The seniority list shall be revised periodically by the Employer as changes occur. Age shall determine seniority for employees hired on the order of layoffsame date, consistent with the older being more senior.
28.02 In determining the length of service of an employee for seniority purposes, such length of service shall be computed from the employee’s ability 's date of hire in the Fire Department except that seniority shall not be applicable during the initial probationary period. When the probationary period is successfully completed, seniority will commence from the original date of hire into the Fire Department.
28.03 The employee shall retain and accrue his seniority where leave of absence has been granted by the Employer for a period of up to perform 90 calendar days, inclusive.
(a) Such leave may be extended for an additional period of 30 days when approved by both the job. The Board may decide to retain a less senior employee. In those cases where Employer and the Board Union in writing, and seniority will accrue during such extension.
(b) Where an employee has decided to retain a less senior employeebeen granted leave of absence on Her Majesty's Service, his seniority shall be continued from the date of re-entering the Employer's service.
28.04 Where an employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees is to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Boardoff, the Superintendent will notify Employer shall provide advance notice in writing of the Association effective date of its intention to recommend layoffsthe layoff. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written Such notice shall be given at least two (2) weeks 48 regularly scheduled shifts in advance of the effective date of the layoff. In lieu of such notice the Employer shall pay to the employee salary and benefits equivalent to 48 regular shifts.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. 28.05 In the event of a recallreduction in the work forces, layoff shall be affected in reverse order of seniority.
28.06 Subject to section 28.09, if layoffs occur, providing a senior man is capable of performing another job within the District bargaining unit, he may exercise his seniority rights and take such job.
28.07 A laid off employee shall notify retain his seniority and right to recall within the bargaining unit for 24 months after the last date of layoff.
28.08 In the event of a recall or increase in the work force and subject to section 28.09, positions will be filled in reverse order of the layoff provided ability and qualifications are sufficient and the employee is willing to relocate at his own expense.
28.09 The parties to this agreement agree that the exercising of seniority rights on layoff or recall shall not be used to achieve promotion for that employee or what would otherwise be deemed a promotion under this agreement, nor shall it be used to circumvent other provisions of this collective agreement.
28.10 Notwithstanding section 28.09, an employee may be recalled in a higher classification provided that the employee is capable of doing the job and the employee is not being recalled to a permanent position or if no successful candidate was located by means of job posting.
28.11 A laid off employee who is recalled to work within his right to recall period shall retain the annual vacation leave accrual rate that he was entitled to on his date of layoff but he shall not accrue any type of leave for the period he was laid off.
28.12 An employee shall be deemed to have resigned if after layoff he fails to acknowledge his availability to report to work within ten calendar days after notice of recall has expressed a desire to return to been issued by the District of the recall by certified mail, return receipt, sent Employer through registered mail to the last address given by on record with the employee Human Resources Department and further if he fails to the District office. The employee will have fifteen (15) report to work within 15 calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the after notice of recall was receivedhas been issued. The time period for reporting to work, or lose all recall rights.
F. All benefits to which an employee was entitled to after being recalled, may be extended for a maximum of 30 days at the time discretion of layoff, included unused accumulated sick leave, will be restored to the Fire Chief when circumstances prevent the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule from reporting for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs work at the end of the school year or during the summerrequired time.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B above.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Seniority Layoff - Recall. A. All newly hired employees will be considered to be in a probationary status for a period of forty-two (42) working days. At the discretion of the Superintendent, a probation period may be extended a maximum of twenty-
B. Employees will hold two seniority dates:
1. District Seniority shall be - District seniority is defined as continuous service with the total length of services as a classified employee within the District district from the employee's last date of hire.
2. For accounting purposes, all authorized leave Classification Seniority - Classification seniority is defined as the length of service with the district in a particular classification.
(1) bus drivers
(2) Food service coordinator
(3) cafeteria personnel
(4) custodians
(5) maintenance employees
(6) mechanics
(7) secretaries
(8) teacher-aides
(9) library clerk
C. Seniority shall be computed as time workedlost by retirement, resignation or discharge. Employees who are on layoff shall have their seniority frozen at date of layoff and shall commence accrual at date of return from layoff. Fringe benefits under this Agreement shall not accrue to any laid off and subsequently reinstated employee. An employee who changes classifications but remains within the bargaining unit shall retain cumulative have his/her seniority for all periods worked except for periods of layoffin a particular classification frozen at the date he/she becomes employed in a different classification. Seniority shall again commence accruing within a classification in the event the employee later becomes re-employed in that classification.
B. In D. Should the event it becomes necessary to reduce the work forceBoard determine that a reduction of staff within a particular classification is necessary, employees shall be laid off by classification as follows:
1. Probationary employees within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first)the classification.
2. For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent Employees with the employee’s ability to perform least seniority within the jobclassification.
3. The Board may decide to retain a less senior employee. In those cases where If two or more employees have the Board has decided to retain a less senior employeesame seniority date, the employee must have one or more of who has worked the following: more relevant skillsmost regularly scheduled hours, training relevant to the position or experience with the student or situation. including approved leaves (holiday, vacation, sick, personal, jury, court appearances, worker's comp., etc.) will be deemed most senior.
E. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such will be given notice of possible layoff when the school district administration determines to recommend a positionlayoff. Notice of layoff will be given as soon as the Board determines the layoff will definitely occur.
C. Once F. Employees may IIbumpll back into previously held classifications only if such bumping would prevent the Administration has decided employee from being subject to recommend layoffs a layoff.
G. In the event of recall to any job classification, laid off employees shall be recalled in inverse order of layoff. Notice of recall will be sent to the Boardemployee's last known address by registered mail. If the individual does not report to work within five (5) days of receipt of notice, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice he/she shall be given at least two deemed a voluntary quit.
H. In no event shall an employee on a laid off status retain recall rights longer than eighteen (218) weeks in advance months following date of layoff.
D. Laid-off employees shall remain on a recall I. A seniority list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list reflecting District and Classification seniority shall be returned maintained by the district and shall be transmitted to positions in the job category held before layoff in Association president not later than January 1 of each year. Changes to the inverse order in which they were laid off. The same criteria used during the layoff process seniority list will be used in determining which employer to recallmade as they occur.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed on the proper experience step of the salary schedule for the employee’s experience in the District. An employee will not receive increment credit for the time spent on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject to the approval of the insurance carrier. The District shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. J. The Board agrees that no to post a seniority list on the Association bulletin board in each building.
K. No new employees shall be hired for positions employed by the Board while there are employees of the District who are laid off within the bargaining unit during classification. An employee in a laid off status shall be entitled to a position funded by CETA provided the period qualifications of employee layoff within that employee’s classifications, as long as the employee meets the terms of Section B abovesaid funding are met.
J. The Association will L. Employees shall not be allowed entitled to receive insurance benefits at Board expense during layoff. However, a laid off employee may elect to continue insurance benefits by paying the opportunity to provide input to the District insurance premiums prior to the District making monetary date they are due at the payroll office. This section is contingent upon approval by the respective insurance carrier.
M. In case of the elimination of a position or staffing reductions which affect bargaining unit members.major cut back in hours of a position, the employee affected by the reduction shall have the right to exercise his/her seniority to displace a less senior employee in the same classification to retain the same hours and pay. The least seniored employee possible will be displaced or reduced.
Appears in 1 contract
Samples: Master Agreement
Seniority Layoff - Recall. A. DEFINITION OF SENIORITY
1. Seniority shall will be defined based on the hire date into the Laboratory Professionals Bargaining Unit, except as specified below.
2. The seniority roster in effect upon ratification will remain in effect.
3. OFNHP members employed by Xxxxxx Permanente in the total length Northwest region who are hired into a Laboratory Professionals bargaining unit position from another position represented by another OFNHP collective bargaining agreement will be granted one
(1) year of services seniority for every (3) three completed years of employment as an OFNHP bargaining unit Xxxxxx Permanente employee, on a classified prorated basis.
a. Job bidding seniority will be applied in the following order
i. Laboratory Professionals bargaining unit seniority (see 10 C for order of application)
ii. Xxxxxx Permanente Employees covered by any other OFNHP collective bargaining agreement
iii. All other candidates
b. For all other purposes where seniority is applied, namely in workgroup settings, including but not limited to vacation bidding, holiday assignments, schedule bidding, education leave, and reductions in force, seniority will be applied by years of employment by Xxxxxx Permanente in the Northwest region in any position covered by any OFNHP collective bargaining agreement in Xxxxxx Permanente Northwest region.
4. Seniority will be bridged, through adjustment of the hire date, for the following reasons:
a. Xxxxxx and recall;
b. Voluntary resignation/retirement and rehire or returning to the bargaining unit via transfer: if the employee is rehired or transfers into the bargaining unit after a break in service within the District twelve (12) months following non- retirement resignation/retirement/ departure from the last date of hire. For accounting purposesbargaining unit, all authorized leave shall be computed as time worked. Employees who are laid off and subsequently reinstated shall retain cumulative seniority for all periods worked except for periods of layoff.
B. In the event it becomes necessary to reduce the work force, employees shall be laid off within a job category in which a reduction is to be made in inverse order of seniority (lease senior laid off first). For purposes of this section, job categories shall be: custodial, aide, secretary, food service and transportation. Seniority shall be used to determine the order of layoff, consistent with the employee’s ability to perform the job. The Board may decide to retain a less senior employee. In those cases where the Board has decided to retain a less senior employee, the employee must have one or more of the following: more relevant skills, training relevant to the position or experience with the student or situation. Employees to be laid off may bump into positions within their category if they have more seniority than an individual holding such a position.
C. Once the Administration has decided to recommend layoffs to the Board, the Superintendent will notify the Association of its intention to recommend layoffs. Once the Board makes the official decision to lay off employees, those affected by such layoff and the Association president shall receive written notice of action. Written notice shall be given at least two (2) weeks in advance of layoff.
D. Laid-off employees shall remain on a recall list for twenty-seven (27) months after the date of layoff. When vacancies occur, employees on the recall list shall be returned to positions in the job category held before layoff in the inverse order in which they were laid off. The same criteria used during the layoff process will be used in determining which employer to recall.
E. At the time of layoff, the District shall provide an opportunity for laid-off employees to express in writing, desire to return to the District. The District shall also receive the employee’s address for recall notification. In the event of a recall, the District shall notify the employee who has expressed a desire to return to the District of the recall by certified mail, return receipt, sent to the last address given by the employee to the District office. The employee will have fifteen (15) calendar days from the date of the mailing to notify the District of the intent to return. The employee must report on the starting date specified by the District, providing it will not be less than fourteen (14) days from the date of the notice of recall was received, or lose all recall rights.
F. All benefits to which an employee was entitled to at the time of layoff, included unused accumulated sick leave, will be restored to the employee upon the employee’s recall under this Article; and the employee will be placed given full credit for seniority previously accrued through the prior termination date; seniority will continue to accrue on the proper experience step of rehire date. If the salary schedule for employee is rehired after twelve (12) months, seniority will be based on the employee’s experience in the Districtrehire date.
5. An employee will not receive increment credit for updated seniority list shall be provided by the time spent Employer every January and July and reviewed by a Labor Management Committee every March and September. The list shall be published on layoff. Employee benefits do not accrue during the time of layoff.
G. Employees covered by this article will have the option to continue insurance programs at their own expense, subject HRconnect and distributed to the approval of OFNHP union office and the insurance carrierLabor Management Committee every January and July. The District list shall provide fringe benefits as established in this Agreement for thirty (30) days if the layoff occurs during the regular school year and to the end of the month in which the thirtieth (30th) day fell; or the District shall provide fringe benefits through August 30 if the layoff occurs at the end of the school year or during the summer.
H. An employee may decline recall for a position of lower code and/or less hours than the position held prior to layoff and still retain future recall rights for the full twenty-seven (27) months.
I. The Board agrees that no new employees shall be hired for positions within the bargaining unit during the period of employee layoff within that employee’s classifications, as long as include the employee meets the terms of Section B abovelocation, job title, status, coded hours, Xxxxxx Permanente hire date, and Laboratory Professionals seniority date.
J. The Association will be allowed the opportunity to provide input to the District prior to the District making monetary or staffing reductions which affect bargaining unit members.
Appears in 1 contract
Samples: Labor Agreement
