Common use of STATE POLICE LIEUTENANTS Clause in Contracts

STATE POLICE LIEUTENANTS. For the purpose of this Section seniority shall be defined as length of service in the current rank plus any continuous prior service in a higher rank. The procedures in a reduction in force are as follows: (a) The appointing authority shall notify an employee that (s)he is to be laid off at least thirty (30) days prior to the effective date of reduction in force. If mutually agreed to, an employee may be given two (2) weeks’ pay in lieu of notice. (b) The Department of Human Resources shall identify and determine the order of separation of employees with permanent status, by rank, in the following manner: (1) Employees shall be selected for layoff within rank in reverse order of seniority, calculated as length of service in the current rank plus any continuous prior service in a higher rank. A Lieutenant who is identified for layoff may bump into the State Police Bargaining Unit. The employee with the least seniority in the higher rank may bump the employee with the least seniority in the next lower rank. The employee with the next higher seniority in the higher rank may bump the employee with the next higher seniority in the next lower rank. (2) If two (2) employees have equal seniority, the order of layoff will be determined by the last annual performance evaluations. The employee who rates “Outstanding” or better will be separated last. (3) In the event of equal seniority and annual performance ratings, a non-veteran will be laid off before an employee entitled to Veterans’ preference under 20 VSA, Section 1543. (c) An employee with permanent status who would otherwise be laid off shall not be laid off provided there are original probationers in permanent classified positions within the bargaining unit, at the same or lower pay scale, and the employee about to be laid off meets the minimum qualifications and is willing and able to perform the duties of the position. (d) The employee who has received notice that he or she is to be laid off shall: (1) Advise the appointing authority and the Department of Human Resources of an interest in employment with the State and availability and willingness to work, by filling an updated employment application and establishing reemployment parameters with the Department of Human Resources. (2) Notify the Department of Human Resources of his or her current address and availability to work. (e) The employee who is offered reemployment must accept the offer within five (5) workdays from the date he or she actually received written notice of the reemployment opportunity. Failure to accept within this time will constitute a decline of the offer. If he or she accepts the position the employee must report for duty within two (2) calendar weeks of the date of acceptance unless the appointing authority or designee waives the two (2) weeks’ requirement. (f) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, Lieutenants who are in a reduction in force status, and have not bumped into a lower rank under subsection (b)(1) above, will have mandatory reemployment rights to vacant bargaining unit positions which management intends to fill: as a Lieutenant in the Department of Public Safety; in the State Police Bargaining Unit on an equal basis with any State Police Bargaining Unit employees having mandatory reemployment rights; in other bargaining units as provided for other Supervisory Unit employees under this Article. Reemployment rights shall apply if: such position is at the same or lower pay grade as the position from which laid off; and if the employee meets the minimum qualifications for the position; and if the employee has indicated a desire and willingness to accept the job by stating so in “parameters” established with the Department of Human Resources before implementation of these reemployment rights can begin. A former permanent status employee, reemployed in accordance with the provisions of this subsection shall be paid the rate of pay being received at the time of the layoff, plus any general wage increases which would have been received, had the layoff not occurred, because of an adjustment to the pay grade or compensation plan, provided, however, this salary shall not exceed the maximum of the pay grade for the class to which reemployed and shall not include any step increments. Employees reemployed to a position in a lower pay grade shall be treated in the same manner as a reallocation downward for pay adjustment purposes, subject to the maximum of the new pay grade. An employee who bumps into the next lower rank shall be paid as if voluntarily demoted to such position.

STATE POLICE LIEUTENANTS. For the purpose of this Section seniority shall be defined as length of service in the current rank plus any continuous prior service in a higher rank. The procedures in a reduction in force are as follows: (a) The appointing authority shall notify an employee that (s)he is to be laid off at least thirty (30) days prior to the effective date of reduction in force. If mutually agreed to, an employee may be given two (2) weeks’ pay in lieu of notice. (b) The Department of Human Resources shall identify and determine the order of separation of employees with permanent status, by rank, in the following manner: (1) Employees shall be selected for layoff within rank in reverse order of seniority, calculated as length of service in the current rank plus any continuous prior service in a higher rank. A Lieutenant who is identified for layoff may bump into the State Police Bargaining Unit. The employee with the least seniority in the higher rank may bump the employee with the least seniority in the next lower rank. The employee with the next higher seniority in the higher rank may bump the employee with the next higher seniority in the next lower rank. (2) If two (2) employees have equal seniority, the order of layoff will be determined by the last annual performance evaluations. The employee who rates “Outstanding” ―Outstanding‖ or better will be separated last. (3) In the event of equal seniority and annual performance ratings, a non-veteran will be laid off before an employee entitled to Veterans’ preference under 20 VSA, Section 1543. (c) An employee with permanent status who would otherwise be laid off shall not be laid off provided there are original probationers in permanent classified positions within the bargaining unit, at the same or lower pay scale, and the employee about to be laid off meets the minimum qualifications and is willing and able to perform the duties of the position. (d) The employee who has received notice that he or she is to be laid off shall: (1) Advise the appointing authority and the Department of Human Resources of an interest in employment with the State and availability and willingness to work, by filling an updated employment application and establishing reemployment parameters with the Department of Human Resources. (2) Notify the Department of Human Resources of his or her current address and availability to work. (e) The employee who is offered reemployment must accept the offer within five (5) workdays from the date he or she actually received written notice of the reemployment opportunity. Failure to accept within this time will constitute a decline of the offer. If he or she accepts the position the employee must report for duty within two (2) calendar weeks of the date of acceptance unless the appointing authority or designee waives the two (2) weeks’ requirement. (f) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, Lieutenants who are in a reduction in force status, and have not bumped into a lower rank under subsection (b)(1) above, will have mandatory reemployment rights to vacant bargaining unit positions which management intends to fill: as a Lieutenant in the Department of Public Safety; in the State Police Bargaining Unit on an equal basis with any State Police Bargaining Unit employees having mandatory reemployment rights; in other bargaining units as provided for other Supervisory Unit employees under this Article. Reemployment rights shall apply if: such position is at the same or lower pay grade as the position from which laid off; and if the employee meets the minimum qualifications for the position; and if the employee has indicated a desire and willingness to accept the job by stating so in “parameters” ―parameters‖ established with the Department of Human Resources before implementation of these reemployment rights can begin. A former permanent status employee, reemployed in accordance with the provisions of this subsection shall be paid the rate of pay being received at the time of the layoff, plus any general wage increases which would have been received, had the layoff not occurred, because of an adjustment to the pay grade or compensation plan, provided, however, this salary shall not exceed the maximum of the pay grade for the class to which reemployed and shall not include any step increments. Employees reemployed to a position in a lower pay grade shall be treated in the same manner as a reallocation downward for pay adjustment purposes, subject to the maximum of the new pay grade. An employee who bumps into the next lower rank shall be paid as if voluntarily demoted to such position.

STATE POLICE LIEUTENANTS. For the purpose of this Section seniority shall be defined as length of service in the current rank plus any continuous prior service in a higher rank. The procedures in a reduction in force are as follows: (a) The appointing authority shall notify an employee that (s)he is to be laid off at least thirty (30) days prior to the effective date of reduction in force. If mutually agreed to, an employee may be given two (2) weeks’ pay in lieu of notice. (b) The Department of Human Resources shall identify and determine the order of separation of employees with permanent status, by rank, in the following manner: (1) Employees shall be selected for layoff within rank in reverse order of seniority, calculated as length of service in the current rank plus any continuous prior service in a higher rank. A Lieutenant who is identified for layoff may bump into the State Police Bargaining Unit. The employee with the least seniority in the higher rank may bump the employee with the least seniority in the next lower rank. The employee with the next higher seniority in the higher rank may bump the employee with the next higher seniority in the next lower rank. (2) If two (2) employees have equal seniority, the order of layoff will be determined by the last annual performance evaluations. The employee who rates “Outstanding” or better will be separated last. (3) In the event of equal seniority and annual performance ratings, a non-veteran will be laid off before an employee entitled to Veterans’ preference under 20 VSA, Section 1543. (c) An employee with permanent status who would otherwise be laid off shall not be laid off provided there are original probationers in permanent classified positions within the bargaining unit, at the same or lower pay scale, and the employee about to be laid off meets the minimum qualifications and is willing and able to perform the duties of the position. (d) The employee who has received notice that he or she is to be laid off shall: (1) Advise the appointing authority and the Department of Human Resources of an interest in employment with the State and availability and willingness to work, by filling an updated employment application and establishing reemployment parameters with the Department of Human Resources. (2) Notify the Department of Human Resources of his or her current address and availability to work. (e) The employee who is offered reemployment must accept the offer within five (5) workdays from the date he or she actually received written notice of the reemployment opportunity. Failure to accept within this time will constitute a decline of the offer. If he or she accepts the position the employee must report for duty within two (2) calendar weeks of the date of acceptance unless the appointing authority or designee waives the two (2) weeks’ requirement. (f) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, Lieutenants who are in a reduction in force status, and have not bumped into a lower rank under subsection (b)(1) above, will have mandatory reemployment rights to vacant bargaining unit positions which management intends to fill: as a Lieutenant in the Department of Public Safety; in the State Police Bargaining Unit on an equal basis with any State Police Bargaining Unit employees having mandatory reemployment rights; in other bargaining units as provided for other Supervisory Unit employees under this Article. Reemployment rights shall apply if: such position is at the same or lower pay grade as the position from which laid off; and if the employee meets the minimum qualifications for the position; and if the employee has indicated a desire and willingness to accept the job by stating so in “parameters” established with the Department of Human Resources before implementation of these reemployment rights can begin. begin.‌ A former permanent status employee, reemployed in accordance with the provisions of this subsection shall be paid the rate of pay being received at the time of the layoff, plus any general wage increases which would have been received, had the layoff not occurred, because of an adjustment to the pay grade or compensation plan, provided, however, this salary shall not exceed the maximum of the pay grade for the class to which reemployed and shall not include any step increments. Employees reemployed to a position in a lower pay grade shall be treated in the same manner as a reallocation downward for pay adjustment purposes, subject to the maximum of the new pay grade. An employee who bumps into the next lower rank shall be paid as if voluntarily demoted to such position.

STATE POLICE LIEUTENANTS. For the purpose of this Section seniority shall be defined as length of service in the current rank plus any continuous prior service in a higher rank. The procedures in a reduction in force are as follows: (a) The appointing authority shall notify an employee that (s)he is to be laid off at least thirty (30) days prior to the effective date of reduction in force. If mutually agreed to, an employee may be given two (2) weeks’ pay in lieu of notice. (b) The Department of Human Resources shall identify and determine the order of separation of employees with permanent status, by rank, in the following manner: (1) Employees shall be selected for layoff within rank in reverse order of seniority, calculated as length of service in the current rank plus any continuous prior service in a higher rank. A Lieutenant who is identified for layoff may bump into the State Police Bargaining Unit. The employee with the least seniority in the higher rank may bump the employee with the least seniority in the next lower rank. The employee with the next higher seniority in the higher rank may bump the employee with the next higher seniority in the next lower rank. (2) If two (2) employees have equal seniority, the order of layoff will be determined by the last annual performance evaluations. The employee who rates “Outstanding” or better will be evaluatio separated last. (3) In the event of equal seniority and annual performance ratings, a non-veteran will be laid off before an employee entitled to Veterans’ preference under entitlnder 20 VSA, Section 1543. (c) An employee with permanent status who would otherwise be laid off shall not be laid off provided there are original probationers in permanent classified positions within the bargaining unit, at the same or lower pay scale, and the employee about to be laid off meets the minimum qualifications and is willing and able to perform the duties of the position. (d) The employee who has received notice that he or she is to be laid off shall: (1) Advise the appointing authority and the Department of Human Resources of an interest in employment with the State and availability and willingness to work, by filling an updated employment application and establishing reemployment parameters with the Department of Human Resources. (2) Notify the Department of Human Resources of his or her current address and availability to work. (e) The employee who is offered reemployment must accept the offer within five (5) workdays from the date he or she actually received written notice of the reemployment opportunity. Failure to accept within this time will constitute a decline of the offer. If he or she accepts the position the employee must report for duty within two (2) calendar weeks of the date of acceptance unless the appointing authority or designee waives the two (2) weeks’ requirement.) (f) Beginning thirty (30) days immediately prior to the effective date of the layoff and continuing for two (2) years beyond such effective date, Lieutenants who are in a reduction in force status, and have not bumped into a lower rank under subsection (b)(1) above, will have mandatory reemployment rights to vacant bargaining unit positions which management intends to fill: as a Lieutenant in the Department of Public Safety; in the State Police Bargaining Unit on an equal basis with any State Police Bargaining Unit employees having mandatory reemployment rights; in other bargaining units as provided for other Supervisory Unit employees under this Article. Reemployment rights shall apply if: such position is at the same or lower pay grade as the position from which laid off; and if the employee meets the minimum qualifications for the position; and if the employee has indicated a desire and willingness to accept the job by stating so in “parameters” i established with the Department of Human Resources before implementation of these reemployment rights can begin. A former permanent status employee, reemployed in accordance with the provisions of this subsection shall be paid the rate of pay being received at the time of the layoff, plus any general wage increases which would have been received, had the layoff not occurred, because of an adjustment to the pay grade or compensation plan, provided, however, this salary shall not exceed the maximum of the pay grade for the class to which reemployed and shall not include any step increments. Employees reemployed to a position in a lower pay grade shall be treated in the same manner as a reallocation downward for pay adjustment purposes, subject to the maximum of the new pay grade. An employee who bumps into the next lower rank shall be paid as if voluntarily demoted to such position.