Common use of Veterans Layoff Credits Clause in Contracts

Veterans Layoff Credits. For the purposes of layoffs, a maximum of five (5) years’ credit will be added to the seniority of permanent employees who are veterans, to the surviving spouse of a veteran or the veteran’s surviving domestic partner as defined by RCW 26.60.020 and 26.60.030, as provided for in RCW 41.06.133. The Employer will determine the basis for, extent, effective date and length of layoffs. A reduction of regularly scheduled hours of a position will be considered a layoff and will permit an employee to exercise layoff rights. A permanent status employee shall receive at least thirty (30) calendar days written notice of layoff, including no less than five (5) working days in which to select placement on layoff list(s) and/or an option in lieu of layoff. Employees subject to Reduction in Force, having options for continued employment, shall be provided with a copy of the job description for the option position(s) and the name of the immediate supervisor(s). Employees shall be allowed a reasonable time to review and/or discuss the options with the potential new supervisor(s) and the Director of Human Resources, or designee. In the event there are no options available, the Director of Human Resources, or designee, shall provide the employee with information regarding the layoff list and procedures for recall from it. Employees with permanent status will not be separated from state service through a layoff action without first being offered positions they have the skills and abilities to perform within their current job classification within the layoff unit currently held by probationary employees.

Veterans Layoff Credits. For the purposes of layoffs, a maximum of five (5) years’ credit will be added to the seniority of permanent employees who are veterans, to the surviving spouse of a veteran or the veteran’s surviving domestic partner as defined by RCW 26.60.020 and 26.60.030, as provided for in RCW 41.06.133. The Employer will determine the basis for, extent, effective date and length of layoffs. A reduction of regularly scheduled hours of a position will be considered a layoff and will permit an employee to exercise layoff rights. A permanent status employee shall receive at least thirty (30) calendar days written notice of layoff, including no less than five (5) working days in which to select placement on layoff list(s) and/or an option in lieu of layoff. Employees subject to Reduction in Force, having options for continued employment, shall be provided with a copy of the job description for the option position(s) and the name of the immediate supervisor(s). Employees shall be allowed a reasonable time to review and/or discuss the options with the potential new supervisor(s) and the Director AVP of Human Resources, or designee. In the event there are no options available, the Director AVP of Human Resources, or designee, shall provide the employee with information regarding the layoff list and procedures for recall from it. Employees with permanent status will not be separated from state service through a layoff action without first being offered positions they have the skills and abilities to perform within their current job classification within the layoff unit currently held by probationary employees.