Common use of Termination of Recall Rights Clause in Contracts

Termination of Recall Rights. An employee may be removed from the layoff list and, as a result, have his/her recall rights terminated under any of the following circumstances: a) the employee fails a required background check; b) the employee took another assignment with the City through the Job Bank, was terminated for just cause from such assignment and the termination was upheld on appeal or the employee did not contest the termination; or c) with regard to an employee took another assignment with the City through the Job Bank, was released from probation, the Employer petitioned the Civil Service Commission to remove the employee from the layoff list and, applying the just cause standard, the Commission determined that the employee should be removed from the layoff list.

Termination of Recall Rights. An employee may be removed from the layoff list and, as a result, have his/her their recall rights terminated under any of the following circumstances: a) the employee fails a required background check; b) the employee took another assignment with the City through the Job Bank, was terminated for just cause from such assignment and the termination was upheld on appeal or the employee did not contest the termination; or c) with regard to an employee took another assignment with the City through the Job Bank, was released from probation, the Employer petitioned the Civil Service Commission to remove the employee from the layoff list and, applying the just cause standard, the Commission determined that the employee should be removed from the layoff list.

Termination of Recall Rights. An employee may be removed from the layoff list and, as a result, have his/her their recall rights terminated under any of the following circumstances: a) the employee fails a required background check;; or b) the employee took another assignment with the City through the Job Bank, was terminated for just cause from such assignment and the termination was upheld on appeal or the employee did not contest the termination; or c) with regard to an the employee took another assignment with the City through the Job Bank, was released from probation, the Employer petitioned the Civil Service Commission to remove the employee from the layoff list and, applying the just cause standard, the Commission determined that the employee should be removed from the layoff list.