Transfer And Layoff. If an employee's position is rendered redundant as a result of technological change, the provisions of Article 14 (Layoff 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. 84 16.1 Employee Opportunity Transfers. 84
Transfer And Layoff a) Where sufficient vacant positions exist outside the affected Program (unit, or project if 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 various factors 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 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. As part of this process of matching eligible employees and vacancies, the NYLAG may require the employees 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.
Transfer And Layoff. 16.1 Layoff and Reemployment 107
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:
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.
