Common use of Temporary Reduction of Work Hours or Layoff Clause in Contracts

Temporary Reduction of Work Hours or Layoff. ‌ A. The Employer will determine the basis, the effective date, and the length of temporary layoffs or reduction in hours. Temporary reduction(s) in hours or temporary layoffs will be administered in accordance with seniority within the job classification within the department where temporary reduction(s) in hours or temporary layoffs occur. Temporary employees will be subject to layoff or a reduction in work hours before a regular employee will be impacted. B. The Employer may temporarily reduce the work hours of an employee to not less than twenty (20) per week. C. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary reduction in hours. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of the reduction in hours unless the parties mutually agree to do so. D. The Employer may temporarily layoff an employee for up to a maximum total of thirty (30) calendar days. E. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary layoff. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of a layoff unless the parties mutually agree to do so. F. Employees temporarily laid off will retain return rights to the same position at their same rate of pay. G. An employee whose work hours are temporarily reduced or who is temporarily laid off will not be entitled to: 1. Be paid any leave balance if the layoff was due to the lack of funds, except that accrued annual (vacation) leave may be accessed by an employee who is temporarily laid off or has their hours reduced once the employee has accumulated five (5) workdays of layoff or the equivalent reduction in hours during any fiscal year. The accessing of annual leave shall be on a hour-for-hour basis for only that time in excess of the five (5) days during a fiscal year that an employee is temporarily laid off or whose hours are reduced; 2. Bump to any other position; or 3. Be placed on the layoff list. H. The Employer shall first offer to the temporarily laid off employee(s) any available temporary assignments involving positions represented by OPEIU before hiring an agency or WSF temporary employee provided the employee has the skills and ability to perform the work. I. A temporary reduction of work hours or layoff will not affect an employee’s periodic increment date and the employee will continue to accrue vacation and sick leave credit at their normal rate. J. Employee(s) displaced will receive all notifications of OPEIU job openings during their temporary layoff and will retain their rights under Article 6 to apply for same.

Temporary Reduction of Work Hours or Layoff. ‌ A. The Employer will determine the basis, the effective date, and the length of temporary layoffs or reduction in hours. Temporary reduction(s) in hours or temporary layoffs will be administered in accordance with seniority within the job classification within the department where temporary reduction(s) in hours or temporary layoffs occur. Temporary employees will be subject to layoff or a reduction in work hours before a regular employee will be impacted. B. The Employer may temporarily reduce the work hours of an employee to not less than twenty (20) per week. C. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary reduction in hours. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of the reduction in hours unless the parties mutually agree to do so. D. The Employer may temporarily layoff an employee for up to a maximum total of thirty (30) calendar days. E. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary layoff. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of a layoff unless the parties mutually agree to do so. F. Employees temporarily laid off will retain return rights to the same position at their same rate of pay. G. An employee whose work hours are temporarily reduced or who is temporarily laid off will not be entitled to: 1. Be paid any leave balance if the layoff was due to the lack of funds, except that accrued annual (vacation) leave may be accessed by an employee who is temporarily laid off or has their his/her hours reduced once the employee has accumulated five (5) workdays of layoff or the equivalent reduction in hours during any fiscal year. The accessing of annual leave shall be on a hour-for-hour basis for only that time in excess of the five (5) days during a fiscal year that an employee is temporarily laid off or whose hours are reduced;. 2. Bump to any other position; or. 3. Be placed on the layoff list. H. The Employer shall first offer to the temporarily laid off employee(s) any available temporary assignments involving positions represented by OPEIU before hiring an agency or WSF temporary employee provided the employee has the skills and ability to perform the work. I. A temporary reduction of work hours or layoff will not affect an employee’s periodic increment date and the employee will continue to accrue vacation and sick leave credit at their normal rate. J. Employee(s) displaced will receive all notifications of OPEIU job openings during their temporary layoff and will retain their rights under Article 6 to apply for same.

Temporary Reduction of Work Hours or Layoff. ‌ A. The Employer will determine the basis, the effective date, and the length of temporary layoffs or reduction in hours. Temporary reduction(s) in hours or temporary layoffs will be administered in accordance with seniority within the job classification within the department where temporary reduction(s) in hours or temporary layoffs occur. Temporary employees will be subject to layoff or a reduction in work hours before a regular employee will be impacted. B. The Employer may temporarily reduce the work hours of an employee to not less than twenty (20) per week. C. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary reduction in hours. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of the reduction in hours unless the parties mutually agree to do so. D. The Employer may temporarily layoff an employee for up to a maximum total of thirty (30) calendar days. E. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary layoff. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of a layoff unless the parties mutually agree to do so. F. Employees temporarily laid off will retain return rights to the same position at their same rate of pay. G. An employee whose work hours are temporarily reduced or who is temporarily laid off will not be entitled to: 1. Be paid any leave balance if the layoff was due to the lack of funds, except that accrued annual (vacation) leave may be accessed by an employee who is temporarily laid off or has their hours reduced once the employee has accumulated five (5) workdays of layoff or the equivalent reduction in hours during any fiscal year. The accessing of annual leave shall be on a hour-for-hour basis for only that time in excess of the five (5) days during a fiscal year that an employee is temporarily laid off or whose hours are reduced; 2. Bump to any other position; or 3. Be placed on the layoff list. H. The Employer shall first offer to the temporarily laid off employee(s) any available temporary assignments involving positions represented by OPEIU before hiring an agency or WSF temporary employee provided the employee has the skills and ability to perform the work. I. A temporary reduction of work hours or layoff will not affect an employee’s periodic increment date and the employee will continue to accrue vacation and sick leave credit at their normal rate. J. Employee(s) displaced will receive all notifications of OPEIU job openings during their temporary layoff and will retain their rights under Article 6 to apply for same.

Temporary Reduction of Work Hours or Layoff. ‌ A. The Employer will determine the basis, the effective date, and the length of temporary layoffs or reduction in hours. Temporary reduction(s) in hours or temporary layoffs will be administered in accordance with seniority within the job classification within the department where temporary reduction(s) in hours or temporary layoffs occur. Temporary employees will be subject to layoff or a reduction in work hours before a regular employee will be impacted. B. The Employer may temporarily reduce the work hours of an employee to not less than twenty (20) per week. C. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary reduction in hours. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of the reduction in hours unless the parties mutually agree to do so. D. The Employer may temporarily layoff an employee for up to a maximum total of thirty (30) calendar days. E. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary layoff. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of a layoff unless the parties mutually agree to do so. F. Employees temporarily laid off will retain return rights to the same position at their same rate of pay. G. An employee whose work hours are temporarily reduced or who is temporarily laid off will not be entitled to: 1. Be paid any leave balance if the layoff was due to the lack of funds, except that accrued annual (vacation) leave may be accessed by an employee who is temporarily laid off or has their hours reduced once the employee has accumulated five (5) workdays of layoff or the equivalent reduction in hours during any fiscal year. The accessing of annual leave shall be on a hour-for-hour basis for only that time in excess of the five (5) days during a fiscal year that an employee is temporarily laid off or whose hours are reduced; 2. Bump to any other position; or 3. Be placed on the layoff list. H. The Employer shall first offer to the temporarily laid off employee(s) any available temporary assignments involving positions represented by OPEIU before hiring an agency or WSF temporary employee provided the employee has the skills and ability to perform the work. I. A temporary reduction of work hours or layoff will not affect an employee’s periodic increment date and the employee will continue to accrue vacation and sick leave credit at their normal rate. J. Employee(s) displaced will receive all notifications of OPEIU job openings during their temporary layoff and will retain their rights under Article 6 to apply for same.

Temporary Reduction of Work Hours or Layoff. ‌ A. The Employer will determine the basis, the effective date, and the length of temporary layoffs or reduction in hours. Temporary reduction(s) in hours or temporary layoffs will be administered in accordance with seniority within the job classification within the department where temporary reduction(s) in hours or temporary layoffs occur. Temporary employees will be subject to layoff or a reduction in work hours before a regular employee will be impacted. B. The Employer may temporarily reduce the work hours of an employee to not less than twenty (20) per week. C. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary reduction in hours. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of the reduction in hours unless the parties mutually agree to do so. D. The Employer may temporarily layoff an employee for up to a maximum total of thirty (30) calendar days. E. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary layoff. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of a layoff unless the parties mutually agree to do so. F. Employees temporarily laid off will retain return rights to the same position at their same rate of pay. G. An employee whose work hours are temporarily reduced or who is temporarily laid off will not be entitled to: 1. Be paid any leave balance if the layoff was due to the lack of funds, except that accrued annual (vacation) leave may be accessed by an employee who is temporarily laid off or has their hours reduced once the employee has accumulated five (5) workdays of layoff or the equivalent reduction in hours during any fiscal year. The accessing of annual leave shall be on a hour-for-for- hour basis for only that time in excess of the five (5) days during a fiscal year that an employee is temporarily laid off or whose hours are reduced; 2. Bump to any other position; or 3. Be placed on the layoff list. H. The Employer shall first offer to the temporarily laid off employee(s) any available temporary assignments involving positions represented by OPEIU before hiring an agency or WSF temporary employee provided the employee has the skills and ability to perform the work. I. A temporary reduction of work hours or layoff will not affect an employee’s periodic increment date and the employee will continue to accrue vacation and sick leave credit at their normal rate. J. Employee(s) displaced will receive all notifications of OPEIU job openings during their temporary layoff and will retain their rights under Article 6 to apply for same.

Temporary Reduction of Work Hours or Layoff. ‌ A. The Employer will determine the basis, the effective date, and the length of temporary layoffs or reduction in hours. Temporary reduction(s) in hours or temporary layoffs will be administered in accordance with seniority within the job classification within the department where temporary reduction(s) in hours or temporary layoffs occur. Temporary employees will be subject to layoff or a reduction in work hours before a regular employee will be impacted. B. The Employer may temporarily reduce the work hours of an employee to not less than twenty (20) per week. C. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary reduction in hours. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of the reduction in hours unless the parties mutually agree to do so. D. The Employer may temporarily layoff an employee for up to a maximum total of thirty (30) calendar days. E. The Employer shall provide written notice to the affected employees with a copy to the Union thirty (30) calendar days prior to the effective date of the temporary layoff. Upon request, the Employer will meet with the Union to discuss the impacts to the affected employee(s). The discussion(s) will not serve to delay the onset of a layoff unless the parties mutually agree to do so. F. Employees temporarily laid off will retain return rights to the same position at their same rate of pay. G. An employee whose work hours are temporarily reduced or who is temporarily laid off will not be entitled to: 1. Be paid any leave balance if the layoff was due to the lack of funds, except that accrued annual (vacation) leave may be accessed by an employee who is temporarily laid off or has their his/her hours reduced once the employee has accumulated five (5) workdays of layoff or the equivalent reduction in hours during any fiscal year. The accessing of annual leave shall be on a hour-for-hour basis for only that time in excess of the five (5) days during a fiscal year that an employee is temporarily laid off or whose hours are reduced;. 2. Bump to any other position; or. 3. Be placed on the layoff list. H. The Employer shall first offer to the temporarily laid off employee(s) any available temporary assignments involving positions represented by OPEIU before hiring an agency or WSF temporary employee provided the employee has the skills and ability to perform the work. I. A temporary reduction of work hours or layoff will not affect an employee’s periodic increment date and the employee will continue to accrue vacation and sick leave credit at their normal rate. J. Employee(s) displaced will receive all notifications of OPEIU job openings during their temporary layoff and will retain their rights under Article 6 to apply for same.