Transfer And Layoff Clause Samples
The "Transfer and Layoff" clause outlines the employer's rights and procedures regarding the reassignment of employees to different positions or locations, as well as the temporary or permanent suspension of employment due to business needs. Typically, this clause specifies the conditions under which employees may be transferred, such as organizational restructuring or operational requirements, and details the process for layoffs, including notice periods and selection criteria. Its core practical function is to provide a clear framework for managing workforce changes, ensuring both operational flexibility for the employer and transparency for employees affected by transfers or layoffs.
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Transfer And Layoff. 85
16.1 Layoff and Reemployment 85
16.2 Reducing the Adverse Effects of Layoff 85 16.3 Change in Work Location 85 16.4 Appeal of Involuntary Transfer 86 17.1 Classification Changes 86 17.2 Out-of-Class Grievance Process 87 17.3 Classification Studies 88 17.4 Salary Survey 90 18.1 Permanent Intermittent Appointments 91 19.1 Work and Family Labor/Management Committee 92 19.2 Incompatible Activities 93 19.3 Personnel and Evaluation Materials 93 19.4 Release Time for State Personnel Board 94 19.5 Peer Review 94 19.6 Transportation Incentives 94 19.7 Group Legal Services 95 19.8 Workplace Violence Prevention 95 19.9 CalEPA Relocation and Transportation Agreement 96 19.10 Contracting Out 98
Transfer And Layoff. If an employee's position is rendered redundant as a result of technological change, the provisions of Article 14 (▇▇▇▇▇▇ and Recall) shall apply. An employee laid off under Article 14 shall have his/her name placed on an eligibility list in accordance with Section 26(3) and 26(4)
Transfer And Layoff a) Where sufficient vacant positions exist outside the affected Program (unit, or project if DocuSign Envelope ID: 19573CF8-ECAC-4082-B6CA-FD8695C87DBA the work of the project is significantly different from other work within the unit), all employees subject to layoff have the right to transfer, within their classification or to a similarly situated classification, to such vacant positions where like skills are required and where the employees meet the qualifications for the vacant position, including any language requirements. The Employer, in consultation with the Union, using the factors set forth below, shall determine which employee will transfer into which vacant position. These factors include: 1. Seniority; 2. Diversity and inclusion considerations; 3. Post- contract disciplinary history in the past twenty-four (24) months; 4. Possession of a relevant foreign language skill needed for client services; 5. Appointment under a grant from a funder that cannot be modified, such as a fellowship. 6. Skill set and job requirements. All other factors being relatively equal, seniority will be determinative. As part of this process of matching eligible employees and vacancies, the NYLAG may require the employee(s), or the employee(s) may request, to meet with staff in the unit or units in which there are vacancies to discuss the job requirements of the vacant position(s) and matching them with the most appropriate affected employee. If an employee meets with staff in the unit or units in which there are vacancies, the employee will submit their feedback to NYLAG within one (1) business day of the last meeting.
b) If the number of vacant positions is less than the number of affected employees, NYLAG, in consultation with the Union, will develop a list of employees, equal to the number of vacancies available, who will be placed on the transfer list and a list of employees who will be laid-off using various factors, including 1. Seniority; 2. Diversity and inclusion considerations; 3. Post-contract disciplinary history in the past twenty-four
Transfer And Layoff. When positions become redundant, staff reductions or displacements within a particular school, service unit, department or work unit are necessary, continuous employees shall be retained on the basis of firstly, their field of employment or, in the case of Education Assistants, their field of employment and identified Special Education Program or programming for individual students; and secondly, their seniority. Employees identified for transfer will be placed in a transfer pool and recalled in accordance with Clause 7.3.
Transfer And Layoff. 9.1 Whenever the District intends to transfer or lay off an employee, it shall consider the following when determining the employee to be affected:
9.1.1 The needs of the District as determined by the District,
9.1.2 The qualifications, experience, and seniority of the employee.
9.2 Seniority is the continuous length of service with the school district beginning with the first day of paid employment. If two (2) or more employees have the same date of hire/employment, seniority will be determined by lot.