Voluntary Layoff. Appointing authorities will allow an employee in the same job classification and department where layoffs will occur to volunteer to be laid off provided that the employee is in a position requiring the same skills and abilities, as a position subject to layoff. Any volunteer for layoff shall have no formal layoff option. If the appointing authority accepts the employee’s voluntary request for layoff, the employee will submit a non-revocable letter stating they are accepting a voluntary layoff from the University. The employee will be placed on all applicable rehire lists.
Voluntary Layoff. An employee who has not received a notice of layoff may make an offer of voluntary layoff where there is another employee who has received notice of layoff. If such request is made before the layoff has become effective and is acceptable to the Employer, the Employer will substitute this employee for the employee on notice of layoff.
Voluntary Layoff. Senior teachers may accept voluntary layoff during a period when the School District is placing tenured teachers on layoff. Teachers accepting voluntary layoff will, as do all teachers on layoff, continue to accrue seniority. Voluntary layoff shall be for a period of the succeeding school year unless altered by mutual agreement. Teachers wishing to be recalled from voluntary layoff for the next school year shall give the Superintendent's office written notice of this intention before February 1 of the preceding school year.
Voluntary Layoff. A displaced employee eligible for layoff may select severance after the re-bid process though a comparable position may be available. The Change team may decide to make this option available prior to re-bid, but it must be approved through Human Resources prior to implementation. Voluntary layoff with severance will entail a three week notice of termination from employment, and with no recall or redeployment rights.
Voluntary Layoff. Leave of Absence or Reduction in Hours An employee may volunteer to be laid off, take an unpaid leave of absence or reduce their hours of work in order to reduce layoffs. If it is necessary to limit the number of employees in a college/district on unpaid leave at the same time, the Employer will determine who will be granted a leave of absence and/or reduction in hours based upon staffing needs. Employees who volunteer to be laid off may request to have their names placed on the appropriate layoff list for the job classifications in which they held permanent status, regardless of a break in service with the current Employer.
Voluntary Layoff. Voluntary layoff is when an employee consent to a reduction of assigned time or assignment to a lower classification in lieu of layoff.
Voluntary Layoff. An employee offered an assignment of lower classification or reduced work hours due to staff reductions, may elect voluntary layoff. In such cases, the employee shall be entitled to any recall rights provided by this Article.
Voluntary Layoff. If requested, voluntary layoff or voluntary furlough may be granted in accordance with tenure, providing that the efficiency of the department will not be hindered.
Voluntary Layoff. Whenever a reduction of personnel is necessary, the following additional procedure will be implemented to offer seniority personnel an opportunity to accept layoff on a voluntary basis. The number of participants on voluntary layoff shall not exceed the number of positions on layoff.
a) Any participant on voluntary layoff under this agreement shall continue to accrue seniority for the school year for which the layoff was affected.
b) Any bargaining unit member that wishes to participate in the voluntary layoff shall notify the Employer and the Union in writing no later than ten (10) working days after notification by the employer. No member will be considered for this program who has not so indicated in writing. Voluntary layoffs are only available to members not otherwise laid off.
c) Consideration for participation in this program shall be on a seniority basis with the most senior members being given the voluntary layoff first.
d) Except for the manner in which the member became laid off, the laid off member shall be treated as any other member on layoff except as specifically stated in this section.
e) Should the member who is on voluntary layoff refuse a position during the period of voluntary layoff, then that member shall be automatically placed on a layoff leave for the remainder of the term and shall return from the layoff-leave as any other person on leave returns at the end of the term. Members on layoff-leave shall continue to accrue seniority for the remainder of the term. Once recalled from layoff and a layoff- leave status, unemployment eligibility ceases.
f) Applications for participation in the voluntary layoff must be renewed in writing every four (4) months.
g) After four (4) months of voluntary layoff, a member may return to the position he/she previously held, providing that the position is still available. If that position is no longer available, then that member shall have the right to bump a less senior member.
Voluntary Layoff. Regular employees whose positions have been abolished, or who have been displaced from their positions who choose not to take an available vacancy or exercise their eligible rights to displace another employee as described above must declare one of the following two options at the time of abolishment/displacement:
1. the employee may choose to be laid- off and placed on the appropriate recall list and may bid from the date of layoff internally for other jobs until their recall rights are exhausted for jobs for which they are qualified and are among the top three bidders; or
2. the employee may choose to be laid-off with no recall rights and may continue to bid internally for a period of two years from the date of layoff for jobs for which they are qualified and are among the top three bidders.
