Common use of SENIORITY & LAYOFFS Clause in Contracts

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 ▇▇▇▇▇▇ District may request a reassignment in the ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇ 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. Employees requesting transfer (may indicate multiple choices in order of their preference of jobs previously held) in order to avoid layoff must provide written notification of their intent to the Company within ten (10) calendar days following the layoff notification. The Company shall review their request to determine compliance with Section 5 and shall advise the employee of the status of their transfer request within twenty (20) calendar days following the layoff notification. Employees not complying with these time frames or not electing to transfer, may not elect to transfer after the expiration of the 10 calendar day decision period specified in this section. 8. Employees who are displaced will be notified and may, if applicable, exercise their rights to transfer under the provision of this Article. 9. Travel and moving expenses resulting from transfer will be the sole responsibility of the transferring employee. 10. Employees temporarily working out of title or location at the time of a work force reduction will be considered to be within their formal/permanent job title and original reporting center for purposes of this policy. 11. Employees granted transfer under the provisions of this policy will be prepared to report to their new work location/job at the time specified by the Company. 12. Layoff allowance provisions for full-time employees laid off under this Article are as follows: a. An employee with five years of service or less will be paid one (1) week's pay for each continuous year of service, or major portion thereof, including the fifth year of service. b. An employee with more than five years of service, but not more than ten, will receive five (5) weeks of pay plus two weeks of pay for each continuous year of service, or major portion thereof, after the fifth year of continuous service. c. An employee with more than ten years of service shall receive 15 weeks of pay plus three (3) weeks for each continuous year of service, or major portion thereof, after the 10th year of continuous service, providing that in no event shall the layoff allowance exceed 52 weeks of pay at the regular rate. 13. Service must be continuous as dated by the system service date. Fractional parts of years amounting to less than 6 months are disregarded. Fractions of 6 months or more are counted as a full year. Layoff allowance applies only to regular, full-time employees, and is paid in a lump sum amount, not to exceed $45,500.00. 14. The layoff allowance of a returning employee ceases beginning the first day the employee is scheduled to return to work following recall. If an employee, who has been laid off and paid a layoff allowance is subsequently reemployed and again laid off, the layoff allowance in the case of the subsequent layoff(s) is based upon the employee's aggregate length of service minus the number of weeks of layoff allowance paid on a previous layoff(s). The deductible is not applicable after 5 continuous years of reinstatement. 15. When rehiring in any job title following a layoff, the Company will first offer the job to a more senior employee who meets the job's requirements defined in Article 25, Section 5 and who was bumped from that job title due to the layoff. Refusal by an employee to accept reassignment to his/her pre-layoff position will relieve the Company of the obligation to offer such future assignments to the employee. If there is no such employee who was so bumped, then the Company will offer reemployment to those less senior employees who have been laid off in that job title or who have past experience in that job title in the inverse order in which said employees were laid off. 16. The Company will have fulfilled its obligation hereunder with respect to any laid off employee, by offering reemployment by registered mail addressed to the laid off employee's latest address as shown by the records of the Company. Any such laid off employee must respond within seven (7) calendar days after the date of the offer; otherwise, the laid off employee shall be deemed to have refused reemployment and the Company's obligation under this Article shall be terminated. Unavailability for reemployment within fourteen (14) calendar days after the date of the offer will result in the forfeiture of remaining layoff allowance, recall rights, and any other benefit. 17. Service dates for recalled employees will be reestablished according to Company policy. 18. Recalled employees’ benefit coverage will be reestablished based on company policy. 19. The Company shall not be obligated to recall any employee who has been laid off more than nine (9) months. Former employees who are no longer subject to recall may apply for employment with the Company. When an opening occurs, former employees who were laid off will be given consideration for reemployment.

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 ▇▇▇▇▇▇ District may request a reassignment in the ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇ 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. Employees requesting transfer (may indicate multiple choices in order of their preference of jobs previously held) in order to avoid layoff must provide written notification of their intent to the Company within ten (10) calendar days following the layoff notification. The Company shall review their request to determine compliance with Section 5 and shall advise the employee of the status of their transfer request within twenty (20) calendar days following the layoff notification. Employees not complying with these time frames or not electing to transfer, may not elect to transfer after the expiration of the 10 calendar day decision period specified in this section. 8. Employees who are displaced will be notified and may, if applicable, exercise their rights to transfer under the provision of this Article. 9. Travel and moving expenses resulting from transfer will be the sole responsibility of the transferring employee. 10. Employees temporarily working out of title or location at the time of a work force reduction will be considered to be within their formal/permanent job title and original reporting center for purposes of this policy. 11. Employees granted transfer under the provisions of this policy will be prepared to report to their new work location/job at the time specified by the Company. 12. Layoff allowance provisions for full-time employees laid off under this Article are as follows: a. An employee with five years of service or less will be paid one (1) week's pay for each continuous year of service, or major portion thereof, including the fifth year of service. b. An employee with more than five years of service, but not more than ten, will receive five (5) weeks of pay plus two weeks of pay for each continuous year of service, or major portion thereof, after the fifth year of continuous service. c. An employee with more than ten years of service shall receive 15 weeks of pay plus three (3) weeks for each continuous year of service, or major portion thereof, after the 10th year of continuous service, providing that in no event shall the layoff allowance exceed 52 weeks of pay at the regular rate. 13. Service must be continuous as dated by the system service date. Fractional parts of years amounting to less than 6 months are disregarded. Fractions of 6 months or more are counted as a full year. Layoff allowance applies only to regular, full-time employees, and is paid in a lump sum amount, not to exceed $45,500.00.exceed 14. The layoff allowance of a returning employee ceases beginning the first day the employee is scheduled to return to work following recall. If an employee, who has been laid off and paid a layoff allowance is subsequently reemployed and again laid off, the layoff allowance in the case of the subsequent layoff(s) is based upon the employee's aggregate length of service minus the number of weeks of layoff allowance paid on a previous layoff(s). The deductible is not applicable after 5 continuous years of reinstatement. 15. When rehiring in any job title following a layoff, the Company will first offer the job to a more senior employee who meets the job's requirements defined in Article 25, Section 5 and who was bumped from that job title due to the layoff. Refusal by an employee to accept reassignment to his/her pre-layoff position will relieve the Company of the obligation to offer such future assignments to the employee. If there is no such employee who was so bumped, then the Company will offer reemployment to those less senior employees who have been laid off in that job title or who have past experience in that job title in the inverse order in which said employees were laid off. 16. The Company will have fulfilled its obligation hereunder with respect to any laid off employee, by offering reemployment by registered mail addressed to the laid off employee's latest address as shown by the records of the Company. Any such laid off employee must respond within seven (7) calendar days after the date of the offer; otherwise, the laid off employee shall be deemed to have refused reemployment and the Company's obligation under this Article shall be terminated. Unavailability for reemployment within fourteen (14) calendar days after the date of the offer will result in the forfeiture of remaining layoff allowance, recall rights, and any other benefit. 17. Service dates for recalled employees will be reestablished according to Company policy. 18. Recalled employees’ benefit coverage will be reestablished based on company policy. 19. The Company shall not be obligated to recall any employee who has been laid off more than nine (9) months. Former employees who are no longer subject to recall may apply for employment with the Company. When an opening occurs, former employees who were laid off will be given consideration for reemployment.

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 Classifications at the same time, but contract workers in any Job Title Classification shall be laid off before any employees in that Job TitleClassification. 3. The Company will notify the Union and employees designated for layoff thirty (30) calendar days before the work force reduction occurs. Effective 11/1/08 through R to volunteer for layoff. Multiple voluntary requests will be granted in descending seniority order. Effective 11/1/09, the ability to volunteer for layoff is no longer an available option. 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 occursoccurs and for one full month thereafter. 5. An employee, who is about to be laid off in the ▇▇▇▇▇▇ District may request a reassignment in the ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇ District.R 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.. R b. Bumping Transfers may only occur on a lateral or downward basis as determined by the maximum wage rates for the wage schedules involved. c. The bumping transferring employee has had previously held the title recognized experience in the job to be filled and was fulfilling the basic requirements of the job when he/she previously vacated the position; except a senior employee may displace a less senior employee in the Building Maintenance Worker occupational title. The bumping transferring employee can perform, in the judgment of the Company, the basic requirements of the new job with a minimum of on for competence in the job without additional 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 occupational 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. Employees requesting transfer (may indicate multiple choices in order of their preference of jobs previously held) in order to avoid layoff must provide written notification of their intent to the Company within ten (10) calendar days following the layoff notification. The Company shall review their request to determine compliance with Section 5 and shall advise the employee of the status of their transfer request within twenty (20) calendar days following the layoff notification. Employees not complying with these time frames or not electing to transfer, may not elect to transfer after the expiration of the 10 calendar day decision period specified in this section. 8. Employees who are displaced will be notified and may, if applicable, exercise their rights to transfer under the provision of this Article. 9. Travel and moving expenses resulting from transfer will be the sole responsibility of the transferring employee. 10. Employees temporarily working out of title classification or location at the time of a work force reduction will be considered to be within their formal/permanent job title and original reporting center for purposes of this policy. 11. Employees granted transfer under the provisions of this policy will be prepared to report to their new work location/job at the time specified by the Company. 12. Layoff allowance provisions for full-time employees laid off under this Article are as follows: a. An employee with five years of service or less will be paid one (1) week's pay for each continuous year of service, or major portion thereof, including the fifth year of service. b. An employee with more than five years of service, but not more than ten, will receive five (5) weeks of pay plus two weeks of pay for each continuous year of service, or major portion thereof, after the fifth year of continuous service. c. An employee with more than ten years of service shall receive 15 weeks of pay plus three (3) weeks for each continuous year of service, or major portion thereof, after the 10th year of continuous service, providing that in no event shall the layoff allowance exceed 52 weeks of pay at the regular rate. 13. Service must be continuous as dated by the system service date. Fractional parts of years amounting to less than 6 months are disregarded. Fractions of 6 months or more are counted as a full year. Layoff allowance applies only to regular, full-time employees, and is paid in bi-weekly for a lump sum amountmaximum payment of 52 weeks, not to exceed $45,500.00. 14. The layoff allowance of a returning employee ceases beginning the first day the employee is scheduled to return to work following recall. If an employee, who has been laid off and paid a layoff allowance is subsequently reemployed and again laid off, the layoff allowance in the case of the subsequent layoff(s) is based upon the employee's aggregate length of service minus the number of weeks of layoff allowance paid on a previous layoff(s). The deductible is not applicable after 5 continuous years of reinstatement. 15. When rehiring in any job occupational title following a layoff, the Company will first offer the job to a more senior employee who meets the job's requirements defined in Article 25, Section 5 and who was bumped transferred from that job title classification due to the layoff. Refusal by an employee to accept reassignment to his/her pre-layoff position will relieve the Company of the obligation to offer such future assignments to the employee. If there is no such employee who was so bumpedtransferred, then the Company will offer reemployment to those less senior employees who have been laid off in that job title occupational classification or who have past experience in that job title occupational classification in the inverse order in which said employees were laid off. 16. The Company will have fulfilled its obligation hereunder with respect to any laid off employee, by offering reemployment by registered mail addressed to the laid off employee's latest address as shown by the records of the Company. Any such laid off employee must respond within seven (7) calendar days after the date of the offer; otherwise, the laid off employee shall be deemed to have refused reemployment and the Company's obligation under this Article shall be terminated. Unavailability for reemployment within fourteen (14) calendar days after the date of the offer will result in the forfeiture of remaining layoff allowance, recall rights, and any other benefit. 17. Service dates for recalled employees will be reestablished according to Company policy. 18. Recalled employees’ benefit coverage will be reestablished based on company policy. 19. The Company shall not be obligated to recall any employee who has been laid off more than nine (9) months. Former employees who are no longer subject to recall may apply for employment with the Company. When an opening occurs, former employees who were laid off will be given consideration for reemployment.

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 ▇▇▇▇▇▇ District may request a reassignment in the ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇ 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; except a senior employee may displace a less senior employee in the Building Maintenance Worker jo b title. 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. Employees requesting transfer (may indicate multiple choices in order of their preference of jobs previously held) in order to avoid layoff must provide written notification of their intent to the Company within ten (10) calendar days following the layoff notification. The Company shall review their request to determine compliance with Section 5 and shall advise the employee of the status of their transfer request within twenty (20) calendar days following the layoff notification. Employees not complying with these time frames or not electing to transfer, may not elect to transfer after the expiration of the 10 calendar day decision period specified in this section. 8. Employees who are displaced will be notified and may, if applicable, exercise their rights to transfer under the provision of this Article. 9. Travel and moving expenses resulting from transfer will be the sole responsibility of the transferring employee. 10. Employees temporarily working out of title or location at the time of a work force reduction will be considered to be within their R formal/permanent job title and original reporting center for purposes of this policy. 11. Employees granted transfer under the provisions of this policy will be prepared to report to their new work location/job at the time specified by the Company. 12. Layoff allowance provisions for full-time employees laid off under this Article are as follows: a. An employee with five years of service or less will be paid one (1) week's pay for each continuous year of service, or major portion thereof, including the fifth year of service. b. An employee with more than five years of service, but not more than ten, will receive five (5) weeks of pay plus two weeks of pay for each continuous year of service, or major portion thereof, after the fifth year of continuous service. c. An employee with more than ten years of service shall receive 15 weeks of pay plus three (3) weeks for each continuous year of service, or major portion thereof, after the 10th year of continuous service, providing that in no event shall the layoff allowance exceed 52 weeks of pay at the regular rate. 13. Service must be continuous as dated by the system service date. Fractional parts of years amounting to less than 6 months are disregarded. Fractions of 6 months or more are counted as a full year. Layoff allowance applies only to regular, full-time employees, and is paid in a lump sum amount, not to exceed $45,500.00. 14. The layoff allowance of a returning employee ceases beginning the first day the employee is scheduled to return to work following recall. If an employee, who has been laid off and paid a layoff allowance is subsequently reemployed and again laid off, the layoff allowance in the case of the subsequent layoff(s) is based upon the employee's aggregate length of service minus the number of weeks of layoff allowance paid on a previous layoff(slayoff (s). The deductible is not applicable after 5 continuous years of reinstatement. 15. When rehiring in any job jo b title following a layoff, the Company will first offer the job to a more senior employee who meets the job's requirements defined in Article 25, Section 5 and who was bumped from that job title due to the layoff. Refusal by an employee to accept reassignment to his/her pre-layoff position R will relieve the Company of the obligation to offer such future assignments to the employee. If there is no such employee who was so bumped, then the Company will offer reemployment to those less senior employees who have been laid off in that job title or who have past experience in that job title in the inverse order in which said employees were laid off. 16. The Company will have fulfilled its obligation hereunder with respect to any laid off employee, by offering reemployment by registered mail addressed to the laid off employee's latest address as shown by the records of the Company. Any such laid off employee must respond within seven (7) calendar days after the date of the offer; otherwise, the laid off employee shall be deemed to have refused reemployment and the Company's obligation under this Article shall be terminated. Unavailability for reemployment within fourteen (14) calendar days after the date of the offer will result in the forfeiture of remaining layoff allowance, recall rights, and any other benefit. 17. Service dates for recalled employees will be reestablished according to Company policy. 18. Recalled employees’ ' benefit coverage will be reestablished based on company policy. 19. The Company shall not be obligated to recall any employee who has been laid off more than nine (9) months. Former employees who are no longer subject to recall may apply for employment with the Company. When an opening occurs, former employees who were laid off will be given consideration for reemployment.