University Internal Layoff List Sample Clauses

University Internal Layoff List. 1. The University shall maintain an internal layoff list of all permanent employees who are laid off. 2. An employee on the internal layoff list shall have the first option to a permanent vacant position, either in the employee’s current classification or any classification in which the employee had held permanent status. In the event of such refusal, the employee’s name will remain on the layoff list for Bargaining Unit positions only for the remainder of the two (2) year period following the effective date the employee was originally laid off. An employee will then be allowed to exercise a first right of refusal for one (1) offered permanent Bargaining Unit position. 3. An employee shall have their name removed from the internal layoff list for any of the following: a. accepting an offered position, b. refusing to accept two (2) offered positions as identified in Section 2 above,

University Internal Layoff List. A. The University shall maintain an internal layoff list of all permanent employees who are laid off. B. An employee on the internal layoff list shall have the first option to a permanent vacant position, either in the Employee’s current classification or any classification in which the Employee had held permanent status. In the event of such refusal, the employee’s name will remain on the layoff list for Bargaining Unit positions only for the remainder of the two (2) year period following the effective date the Employee was originally laid off. An employee will then be allowed to exercise a first right of refusal for one (1) offered permanent Bargaining Unit position. C. An Employee shall have their name removed from the internal layoff list for any of the following: 1. Accepting an offered position, 2. Refusing to accept one (1) offered positions as identified in Section B above, 3. Failing to make arrangements for returning to work within three (3) working days after being recalled, 4. Failing to respond within seven (7) days to an offer sent to the last known address of the Employee; or 5. Two (2) years following the effective date that the Employee was laid off.

University Internal Layoff List. 1. The University shall maintain an internal layoff list of all permanent employees who are laid off. 2. An employee on the internal layoff list shall have the first option to a permanent vacant position, either in the employee’s current classification or any classification in which the employee had held permanent status. In the event of such refusal, the employee’s name will remain on the layoff list for Bargaining Unit positions only for the remainder of the two (2) year period following the effective date the employee was originally laid off. An employee will then be allowed to exercise a first right of refusal for one (1) offered permanent Bargaining Unit position. 3. An employee shall have their name removed from the internal layoff list for any of the following: a. accepting an offered position, b. refusing to accept two (2) offered positions as identified in Section 2 above, c. failing to make arrangements for returning to work within three

University Internal Layoff List. 1. The University shall maintain an internal layoff list of all permanent employees who are laid off. 2. An employee on the internal layoff list shall have the first option to a permanent vacant position, either in the employee’s current classification or any classification in which he/she had held permanent status. In the event of such refusal, the employee’s name will remain on the layoff list for Bargaining Unit positions only for the remainder of the two (2) year period following the effective date the employee was originally laid off. An employee will then be allowed to exercise a first right of refusal for one (1) offered permanent Bargaining Unit position. 3. An employee shall have his/her name removed from the internal layoff list for any of the following: a. accepting an offered position, b. refusing to accept two (2) offered positions as identified in Section 2 above, c. failing to make arrangements for returning to work within three (3) working days after being recalled, d. failing to respond within seven (7) days to an offer sent to the last known address of the employee; or e. two (2) years following the effective date that the employee was laid off.