Common use of Special Layoff Provisions Clause in Contracts

Special Layoff Provisions. X. Xxxxx to the layoff of permanent full-time employee(s) in any classification of a department, the department will release the same number of temporary employees in that classification and department as the number of permanent employees identified for layoff. B. Effective January 1, 2010, employees may transfer, in lieu of layoff and without exhausting their displacement rights within their original department, to a position in another department, in the same classification (job code), only if the position in the other department is vacant, funded, already been granted a waiver from a hiring freeze, if any, and a personnel request pursuant to Part 7 of the Personnel Management Regulations to fill that position has been submitted to the Human Resources Department. C. Effective January 1, 2010, employees who are laid off and who meet the criteria set forth in subsections 1 through 4, below, may utilize 75% of their seniority to displace the employee having less seniority in the same class in a different department, the least senior employee being displaced first, and so on. 1. The laid off employee must hold a position in one of the following classifications: Cook 1KWA Lead Cook 1KTA Custodian GK7A, GKWB Clerk Specialist JWXD Clerk Senior JWXC Clerk Beginning JWXA, JWXE Driver Clerk 9QWA 2. The laid off employee must first exhaust all displacement rights in the employee’s department. 3. The laid off employee must have at least four (4) years of seniority in his/her current classification. 4. The laid off employee must meet any additional requirements of the position in the new department, e.g. pass a background investigation or possess a license or certification. D. The displacement process set forth in Section 9.6.C will be implemented in accordance with Sections 9.2.C and 9.2.D. E. A reduction in hours does not constitute a layoff for purposes of subsection C of Section 9.6. F. In the event of ties in seniority rights, such ties will be broken by length of last continuous permanent County employment. If there remain ties in seniority, such ties will be broken by random selection among the employees involved. G. Each employee who exercises his/her rights set forth in subsections B and C of Section 9.6 must serve a 90-day probationary period in the new department. Any employee who fails to successfully complete this probationary period will be placed on the layoff list for their original displacement class.

Special Layoff Provisions. X. Xxxxx to the layoff of permanent full-full time employee(s) in any classification of a department, the department will release the same number of temporary employees in that classification and department as the number of permanent employees identified for layoff. B. Effective January 1, 2010, employees may transfer, in lieu of layoff and without exhausting their displacement rights within their original department, to a position in another department, department in the same classification (job code), only if the position in the other department is vacant, funded, already been granted a waiver from a hiring freeze, if any, and a personnel request pursuant to Part 7 of the Personnel Management Regulations to fill that position has been submitted to the Human Resources Department. C. Effective January 1, 2010, employees who are laid off and who meet the criteria set forth in subsections 1 through 4, below, may utilize 75% of their seniority to displace the employee having less seniority in the same class in a different department, the least senior employee being displaced first, and so on. 1. The laid off employee must hold a position in one of the following classifications: Cook 1KWA Lead Cook 1KTA Custodian GK7A, GKWB Clerk Specialist JWXD Clerk Senior JWXC Clerk Experienced JWXB Clerk Beginning JWXA, JWXE Driver Clerk 9QWA9QWA Eligibility Work Specialist XHTB 2. The laid off employee must first exhaust all displacement rights in the employee’s department. 3. The laid off employee must have at least four (4) years of seniority in his/her current classification. 4. The laid off employee must meet any additional requirements of the position in the new department, e.g. pass a background investigation or possess a license or certification. D. The displacement process set forth in Section 9.6.C 11.6.C will be implemented in accordance with Sections 9.2.C Section 11.2.C and 9.2.D.11.2.D. E. A reduction in hours does not constitute a layoff for purposes of subsection C of Section 9.611.6. F. In the event of ties in seniority rights, such ties will be broken by length of last continuous permanent County employment. If there remain ties in seniority, such ties will be broken by random selection among the employees involved. G. X. Each employee who exercises his/her rights set forth in subsections B and C of Section 9.6 11.6 must serve a 90-day probationary period in the new department. Any employee who fails to successfully complete this probationary period will be placed on the layoff list for their original displacement class.

Special Layoff Provisions. X. Xxxxx A. Prior to the layoff of permanent full-full time employee(s) in any classification of a department, the department will release the same number of temporary employees in that classification and department as the number of permanent employees identified for layoff. B. Effective January 1, 2010, employees may transfer, in lieu of layoff and without exhausting their displacement rights within their original department, to a position in another department, in the same classification (job code), only if the position in the other department is vacant, funded, already been granted a waiver from a hiring freeze, if any, and a personnel request pursuant to Part 7 of the Personnel Management Regulations to fill that position has been submitted to the Human Resources Department. C. Effective January 1, 2010, employees who are laid off and who meet the criteria set forth in subsections 1 through 4, below, may utilize 75% of their seniority to displace the employee having less seniority in the same class in a different department, the least senior employee being displaced first, and so on. 1. The laid off employee must hold a position in one of the following classifications: Cook Xxxx 1KWA Lead Cook Xxxx 1KTA Custodian GK7A, GKWB Clerk Specialist JWXD Clerk Senior JWXC Clerk Experienced JWXB Clerk Beginning JWXA, JWXE Driver Clerk 9QWA9QWA Eligibility Work Specialist XHTB 2. The laid off employee must first exhaust all displacement rights in the employee’s department. 3. The laid off employee must have at least four (4) years of seniority in his/her current classification. 4. The laid off employee must meet any additional requirements of the position in the new department, e.g. pass a background investigation or possess a license or certification. D. The displacement process set forth in Section 9.6.C 11.6.C will be implemented in accordance with Sections 9.2.C Section 11.2.C and 9.2.D.D. E. A reduction in hours does not constitute a layoff for purposes of subsection C of Section 9.611.6. F. In the event of ties in seniority rights, such ties will be broken by length of last continuous permanent County employment. If there remain ties in seniority, such ties will be broken by random selection among the employees involved. G. Each employee who exercises his/her rights set forth in subsections B B. and C C. of Section 9.6 11.6 must serve a 90-day probationary period in the new department. Any employee who fails to successfully complete this probationary period will be placed on the layoff list for their original displacement class. The provisions of Section 11.6 expire on June 29, 2013.

Special Layoff Provisions. X. Xxxxx A. Prior to the layoff of permanent full-time employee(s) in any classification of a department, the department will release the same number of temporary employees in that classification and department as the number of permanent employees identified for layoff. B. Effective January 1, 2010, employees may transfer, in lieu of layoff and without exhausting their displacement rights within their original department, to a position in another department, in the same classification (job code), only if the position in the other department is vacant, funded, already been granted a waiver from a hiring freeze, if any, and a personnel request pursuant to Part 7 of the Personnel Management Regulations to fill that position has been submitted to the Human Resources Department. C. Effective January 1, 2010, employees who are laid off and who meet the criteria set forth in subsections 1 through 4, below, may utilize 75% of their seniority to displace the employee having less seniority in the same class in a different department, the least senior employee being displaced first, and so on. 1. The laid off employee must hold a position in one of the following classifications: Cook Job Classification Job Code Xxxx 1KWA Lead Cook Xxxx 1KTA Custodian GK7A, GKWB Clerk Specialist JWXD Clerk Senior JWXC Clerk Experienced JWXB Clerk Beginning JWXA, JWXE Driver Clerk 9QWA9QWA Eligibility Work Specialist XHTB 2. The laid off employee must first exhaust all displacement rights in the employee’s department. 3. The laid off employee must have at least four (4) years of seniority in his/her current classification. 4. The laid off employee must meet any additional requirements of the position in the new department, e.g. pass a background investigation or possess a license or certification. D. The displacement process set forth in Section 9.6.C 11.6.C will be implemented in accordance with Sections 9.2.C Section 11.2.C and 9.2.D.D. E. A reduction in hours does not constitute a layoff for purposes of subsection C of Section 9.611.6. F. In the event of ties in seniority rights, such ties will be broken by length of last continuous permanent County employment. If there remain ties in seniority, such ties will be broken by random selection among the employees involved. G. Each employee who exercises his/her rights set forth in subsections B and C of Section 9.6 11.6 must serve a 90-day probationary period in the new department. Any employee who fails to successfully complete this probationary period will be placed on the layoff list for their original displacement class. The provisions of Section 11.6 expire on June 29, 2013.