SENIORITY & LAYOFFS. 11.01 Seniority of employees shall be considered as their length of employment from date of (re)hire specific to each Employer.
11.02 Seniority lists shall be maintained at all times by each Employer and shall be available to the union.
11.03 Seniority rights shall cease and an employee shall be deemed to be terminated if he:
a. voluntarily quits the employ of the Employer;
b. is discharged and such discharge be not reversed through the Grievance Procedure;
c. fails to report on the first day following the expiration of a leave of absence, unless he has a justifiable reason;
d. is laid off for a continuous period of more than six (6) consecutive months and has less than two (2) years of seniority;
11.04 Where a reduction in the work force is inevitable, students and temporary employees shall be laid off first. Thereafter, provided that the Employer shall retain a competent workforce and that the employees affected have substantially equal skill, competence, efficiency, ability and qualifications, layoffs shall be determined by seniority so that the last hired shall be the first laid off. Recalls shall be conducted in the same manner but in reverse.
11.05 The Employer agrees to notify the Union of any need for layoffs once reasonably known.
11.06 In case of layoff, an employee shall be given at least a one (1) hour notice or one (1) hour's pay in lieu thereof.
11.07 Any employee laid off and recalled for work must return within one (1) workday when unemployed and within seven (7) workdays when employed elsewhere after being recalled, or make definite arrangements acceptable to the Employer to return.
11.08 Any appeal in regard to a layoff must be taken up under the first step of the Grievance Procedure hereinafter set forth within five (5) workdays after the layoff took place.
11.09 Whenever the Employment Insurance (EI) Record of Employment is not given to the employees at the time of layoff, they shall be sent by his Employer to the employee by registered mail to his last known address within twenty-four (24) hours from the time of layoff.
SENIORITY & LAYOFFS. 9.1. The Medical Center and the Association recognize that seniority shall prevail as set forth herein giving due regard to qualifications. All RNs shall accrue house-wide seniority from the date of his/her most recent employment with the Medical Center after successful completion of the probationary period contained herein. Seniority is defined as Hours Worked, PAL Hours Paid, Low Census Hours, and Long-Term Illness Paid.
9.2. Any RN promoted out of the Bargaining Unit will retain, but not accumulate, seniority attained up to the time of the transfer out of the Bargaining Unit. If an employee is hired for a position within the Bargaining Unit, seniority will commence from the date the RN is employed within the Bargaining Unit. RNs working TPD in a position outside the Bargaining Unit will retain his/her seniority, but not accumulate seniority for the hours worked outside the Bargaining Unit. RNs who work in a position, in which time is split between work within the Bargaining Unit and work outside of the Bargaining Unit, will accumulate seniority as follows:
a) Seniority will accrue for hours worked in the Bargaining Unit only.
9.3. Subject to the foregoing, seniority shall be the governing factor in promotion, transfers within the Medical Center, layoff, and recall provided that qualifications are equal.
9.4. A lay-off is defined as a separation from the service because of shortage of funds or materials, abolishment of position or for other involuntary reasons not reflecting discredit on a RN. The RN and the Association shall be given written notice of a pending lay-off at least thirty (30) days before the effective date, stating the reasons for the lay-off. Prior to RN layoffs the PCC will be notified
9.5. After the initial face-to-face meeting official notice, an RN will be given two business days to exercise their bumping rights.
9.6. Laid off RNs with seniority will be given the opportunity to fill positions of the least senior RNs under the following criterion:
a) Same or within .2 of present FTE status, except by mutual agreement.
b) Same shift
c) If no options on the same shift, the RN may have the option to bump into another shift if they have equal qualification demonstrated by documented competencies within their department. Home departments are defined as follows: ICU, Peds, Med/Surg, NICU, M/B, L&D, childbirth Education, RNU, ED, Ortho, OR, Endo, Radiology, Floats, PACU, Pre-Surgery Clinic, Heart Center, Bridges, Diabetic Clinic, HCBS, Wound ...
SENIORITY & LAYOFFS. 1. The Company will determine the necessity of reducing work time and the extent of the reduction required. Before any layoff or part timing, contractors performing work normally done by bargaining unit employees will be laid off. It is understood that certain work is not within the scope of bargaining unit employees such as work for which employees are not equipped or trained.
2. Layoffs need not apply to all Job Titles at the same time, but contract workers in any Job Title shall be laid off before any employees in that Job Title.
3. The Company will notify the Union and employees designated for layoff thirty (30) calendar days before the work force reduction occurs.
4. Employees laid off under the provisions of this Article will be offered the same medical and dental insurance coverage they had at the time of the work force reduction announcement. This coverage will extend to the end of the month in which the employee's last day worked occurs.
5. An employee, who is about to be laid off in the Xxxxxx District may request a reassignment in the Xxxxxx District of the same or dissimilar job title providing all of the following qualifications are met. The Company will consider, but cannot guarantee, transfer requests outside of the Xxxxxx District.
a. The job is vacant and at the Company's option will be filled or the incumbent employee has less company service than the transferring employee. Company service is defined as the System Service date reflected in the employee's current HR record.
b. Bumping may only occur on a lateral or downward basis as determined by the maximum wage rates for the wage schedules involved.
c. The bumping employee has previously held the title in the job to be filled and was fulfilling the basic requirements of the job when he/she previously vacated the position. The bumping employee can perform, in the judgment of the Company, the requirements of the new job with a minimum of on the job training (defined as 40 hours or less) and without physical restriction.
d. In all cases, the most senior employee requesting transfer must displace the least senior employee in the job title and location to which he/she is requesting transfer. Multiple requests to displace the same incumbent shall be granted on a seniority basis providing all elements of Section 5 are met by all employees requesting transfer.
6. Employees affected by layoff, who elect not to transfer, shall be separated without loss of recall rights and severance pay.
7. Employ...
SENIORITY & LAYOFFS. 12.01 Seniority is the ranking of employees in accordance with their length of employment with the Employer. Seniority and service shall be calculated on the basis that each one thousand nine hundred and fifty (1950) hours paid equals one (1) year.
12.02 The Employer shall maintain a seniority list and post copies in the workplace each January and July showing the date of hire and hours worked (including overtime) for all staff. A copy of this list shall also be emailed to the Union office. Seniority as posted shall be deemed to be final and not subject to complaint unless an employee brings to the attention of management an error or discrepancy on such lists in a reasonable timely manner but in any event no later than twenty (20) calendar days from the date of posting. Employees on a Leave of Absence or Parental Leave shall have the opportunity to bring forward any errors or discrepancies in the seniority list within twenty days of their return to work.
12.03 An employee's seniority rights shall cease to exist and employment shall be deemed terminated if an employee:
a. voluntarily quits the employ of the Employer;
b. is discharged and such discharge is not reversed through the grievance procedure;
c. fails to report on the first day following the expiration of a leave of absence, unless a justifiable reason is given;
d. laid off for a continuous period of more than twelve (12) months;
e. has been absent for three (3) consecutive working days without having notified the Employer, unless a justifiable reason is given;
f. retires;
g. is off work due to illness or accident for a period of twenty- four (24) months;
h. is unable to be reached by the Employer by normal means for a period of sixty (60) days. It is agreed and understood that the twenty-four (24) month period stated in (g) means the date from the first day of illness or accident, and any time the employee may work as a means of rehabilitation will not disturb the original date of illness or accident.
SENIORITY & LAYOFFS. 1. Seniority shall mean an employee's length of continuous service with the Employer since his/her last date of hire. Approved leaves of absence shall not constitute a break in the employee's seniority.
2. Once a year, the Union Secretary and the Staff Representative shall be given an updated seniority list.
3. New employees shall serve a six (6) month probation period. Upon completion of probation, his/her name shall be entered on the seniority list and shall be considered as regular employment in determining vacation and sick leave privileges.
4. In the event that a part-time, substitute or temporary employee is appointed to a regular position, prior service shall be credited toward service of the six (6) month probation period. A part-time employee (average 20 hours a week) shall earn seniority pro-rata in relationship to other part-time employees, and separate from full-time employees.
5. The Employer on the basis of a temporary transfer may fill new jobs or vacancies in existing classifications initially. Vacancies will be filled in a timely manner on the basis of temporary until the current employee who holds that position vacates it, at which time it will be posted for bid. Employees will be notified by mail of such openings. The employee will have five (5) working days to apply for the position. A copy of said notice shall be furnished to the Union.
6. Such vacancies shall be filled within ten (10) working days. Employees desiring to transfer to said vacancy shall submit a written application to the Director of Human Resources. Transfers in assignments and/or promotions for custodians and custodian-engineers shall be made on the basis of seniority, giving due regard to ability, efficiency and reliability of the individual. If it becomes necessary to bypass an employee's seniority, reasons for said denial shall be given to the employee, in writing, with a copy to the Union.
7. Assignments to positions of supervisor at the Middle School School, Senior High School, Kennedy, Roosevelt, and District Maintenance shall be made by the School District with input from a Union-appointed representative of the bargaining unit, giving due regard to ability, efficiency, and reliability of the individual. If all factors are equal, then such transfer and/or promotions shall be made on the basis of seniority. In the event that an employee is removed from an appointed position, or resigns from an appointed position, his/her seniority shall apply in placing him/her in...
SENIORITY & LAYOFFS. 1. Seniority shall mean an employee's length of continuous service with the Employer since his/her last date of hire. Approved leaves of absence shall not constitute a break in the employee's seniority.
2. Once a year, the Union Secretary and the Staff Representative shall be given an updated seniority list.
3. New employees shall serve a six (6) month probation period. Upon completion of probation, his/her name shall be entered on the seniority list and shall be considered as regular employment in determining vacation and sick leave privileges.
4. In the event that a part-time, substitute or temporary employee is appointed to a regular position, prior service shall be credited toward service of the six (6) month probation period. A part-time employee shall earn seniority pro-rata in relationship to other part-time employees, and separate from full-time employees.
5. In the event of layoff or reduction in the work force, the Employer shall provide a notice of sixty (60) working days in advance. All part-time, temporary or seasonal employees will be laid off first, after which layoff will be in inverse order of seniority. In lieu of layoff, an employee shall indicate intent to bump within three (3) working days by notifying the Director of Human Resources of the position for which seniority will be exercised. A more senior employee may bump a less senior employee provided he/she meets qualifications for the job. An employee who is laid off shall remain on recall for five (5) years, and shall not be required to accept less than the number of hours associated with their position at the time of layoff. If a laid-off employee is called back for 40 consecutive hours a month or more, he/she shall receive benefits pro-rata except no additional accumulation of seniority. These benefits, if connected with insurance carrier will depend on what is permitted by insurance carrier. Recall will be by seniority. Notice of Recall shall be by registered mail to employee's last known address (unless notified by telephone).
SENIORITY & LAYOFFS. 16.1 Seniority for full-time and part-time employees shall be defined as length of continuous service in the bargaining unit in a full- time or part-time position, and shall be applied on a bargaining unit wide basis.
16.2 The Employer shall establish and post a seniority list of all employees in the bargaining unit within thirty (30) days after the ratification of this Collective Agreement. The Employer shall maintain and post a seniority list of all employees in the bargaining unit, said seniority list to be posted by the second Monday in January and the second Monday in July with a copy to be forwarded to the Union.
16.3 In the event of a reduction in the number of employees, employees shall be laid off in reverse order of their seniority by classification at the site, subject to senior employees having been fully trained previously in the remaining work required. Employees may then bump the least junior employees in the other site subject to senior employees having been fully trained previously in the remaining work required. Employees shall be recalled to work in order of seniority, subject to senior employees having been fully trained in the required work. Notification of recall of those who cannot be contacted by telephone shall be by registered mail addressed to the last known address on file. It shall be the responsibility of the employee to maintain a current phone number and address for notification purposes. Any employee so recalled must return not later than five (5) working days after being contacted, unless a longer period of time is mutually agreed.
16.4 The Employer will provide at least fourteen (14) calendar days’ notice when laying off employees.
16.5 Recall rights shall be forfeited if:
(a) An employee does not notify the Employer of their intention to return to work within five (5) days of the date the employee receives the recall letter. (The letter shall be deemed to be received five (5) days after the date it was mailed by the Employer); or
(b) The employee does not return to work on the date specified by the Employer; or
(c) Six (6) months from the date the employee was laid off during which the employee was not recalled to a regular position; or
(d) The employee is recalled to work.
SENIORITY & LAYOFFS. 20.1 A seniority list of all employees covered by this Agreement showing name, position, and date of entering service will be prominently posted on appropriate bulletin boards accessible to all employees affected. The Authority will post and revise this roster semi-annually. The roster will be open to protest and correction for a period of thirty (30) days, upon proof of error, presented by an employee or his/her representative, such error shall be corrected.
SENIORITY & LAYOFFS. 7.1 Seniority shall be defined as the length of continuous service within the District in a position currently in the bargaining unit. Seniority shall be measured from the first day for which salary was earned, with the earliest hired holding greatest seniority. If more than one (1) employee was hired on the same day, the following will be used to break any ties:
A. Length of continuous regular employment in the bargaining unit;
B. Any other documented regular employment in the District (i.e., substitute, and temporary service shall not count);
C. In the presence of both an Association and a Board representative, by lot.
7.2 Employees will be placed in the employment category in which they are currently assigned. Seniority in a category will be retained in any category in which the employee has worked in the last five (5) years prior to February of each school year. Employees promoted from xxxx to head xxxx; mechanic assistant to mechanic, or custodian to head custodian shall remain on the original category seniority list with their original date of hire. The head xxxx, head custodian, and mechanic’s list will list the first date working in that category. The categories are as follows:
1. Custodian
2. Head Custodian
3. Maintenance
4. Maintenance Assistant
5. Head Xxxx 6. Xxxx
SENIORITY & LAYOFFS. Each of the parties hereto recognizes that employees are entitled to an equitable measure of security based on length of service. The term
