Work Force Reductions. The Agency retains the right to determine whether a permanent or prolonged reduction in personnel is necessary, the timing of such reduction in personnel, the number of FTEs to be eliminated, and the program(s) in which such reduction shall occur.
Work Force Reductions. The Medical Center retains the right to determine 32 whether a permanent or prolonged reduction in personnel is necessary, the 33 timing of such reduction in personnel, the number of FTEs to be eliminated, 1 and in which groups of nurses’ layoffs will be affected. The parties further 2 agree:
Work Force Reductions. (a) In the event of layoffs taking place, such layoff shall be made on the basis of seniority and qualifications to meet the job requirements. In the event two (2) or more Employees have relatively equal ability, the least senior Employee will be laid off first.
(b) An Employee who has been laid off and wishes to be recalled must ensure that the Employer has a current phone number and address.
Work Force Reductions. (a) In the event of layoffs taking place, such layoff shall be made on the basis of seniority and qualifications to meet the job requirements. In the event two (2) or more Employees have relatively equal qualifications, the least senior Employee will be laid off first.
(b) In the event the Company decides to retain a less senior Employee, the Company shall advise the Union prior to implementation of a layoff.
(c) Notwithstanding anything, the Company and a senior, qualified Employee may agree that said Employee may take a voluntary lay-off, instead of retaining available work, in which case the provisions of Clause 5.04(b) above shall not apply. Under these circumstances, the Company shall have the right to agree, or not, with the request for voluntary layoff by a senior Employee, on a case by case basis, and the exercise of this right by the Company shall be subject to the sole discretion of the Company and the matter shall not be grievable by any Employee in the bargaining unit or by the Union.
(d) An Employee who has been laid off and wishes to be recalled must ensure that the Company has a current phone number and address.
Work Force Reductions. The Medical Center has the right to determine whether a work force reduction is appropriate, the timing of such a reduction, the number of FTEs to be eliminated, and the unit(s) or department(s) in which such a reduction will occur. The Association has the right to bargain, upon request, regarding the effects of such a determination. Both parties recognize that seniority shall be the factor that determines which employees shall be laid off, provided the remaining nurses are qualified to perform the available work. An exception to this seniority principle shall apply in the event that a nurse has relevant and unresolved performance concerns raised by a current final written warning to the nurse within six months prior to the announced or anticipated layoff.
Work Force Reductions a. The City is committed to making every reasonable effort to avoid laying off employees.
b. A layoff is defined as any one of the following:
1) A separation of a non-probationary regular employee from the City due to the elimination of a position.
2) A reduction of the regularly established hours for a position from full-time to part- time by the City.
3) A reduction of the regularly established hours for a part-time position, if the reduction in hours would entail a change in the employee’s health insurance tier (as defined in 21.3). For the purposes of this article, “regularly established hours” refers to the hours as established in the most recent offer letter for an employee. Generally, temporary and initial hire probationary employees who are doing the same or lower level work within the job family, within a department, will be terminated prior to the layoff of regular non- probationary employees unless there is an operational need that dictates otherwise. The City will notify the Union if it is proposing an exception be made to this guideline.
c. The City recognizes the need for prompt notification and will provide a minimum of 30 days notice to the Union regarding potential work force reductions and the advantage of discussions with the Union to solicit their suggestions and alternatives to layoff or other service reductions in time for them to be given due consideration. Unless there are extenuating circumstances, the City will give at least one (1) week notice to the Union prior to giving layoff notices to any bargaining unit members.
d. Nothing in this Article is intended to restrict the prerogative of the City to determine the financial necessity of service reductions, the form of the reductions, the elimination of positions, or the location or duration of layoffs.
Work Force Reductions. The Medical Center has the right to determine whether a work force reduction is appropriate, the timing of such a reduction, the number of FTEs to be eliminated, and the unit(s) or department(s) in which such a reduction will occur. The Association has the right to bargain, upon request, regarding the effects of such a determination. Both parties recognize that seniority shall be the factor that determines which employees shall be laid off,
Work Force Reductions. 11.1 WORK FORCE REDUCTIONS
a. The City is committed to making every reasonable effort to avoid laying off employees.
b. A layoff is defined as any one of the following:
1) A separation of a non-probationary regular employee from the City due to the elimination of a position.
2) A reduction of the regularly established hours for a position from full-time to part- time by the City.
3) A reduction of the regularly established hours for a part-time position, if the reductionin hours would entail a change in the employee’s health insurance tier (as defined in 21.3). For the purposes of this article, “regularly established hours” refers to the hours as established in the most recent offer letter for an employee. Generally, temporary and initialhire probationary employees who are doing the same or lower level work within the job family, within a department, will be terminated prior to the layoff of regular non- probationary employees unless there is an operational need that dictates otherwise. TheCity will notify the Union if it is proposing an exception be made to this guideline.
c. Except as otherwise outlined in this article, it is understood that layoffs shall be established on the basis of overall bargaining unit seniority within a classification and Job Family within a work unit. See Article
9.1 for definition of seniority.
d. The City recognizes the need for prompt notification both to the Union and employees. The City will provide a minimum of 30 days’ notice to the Union regarding proposed work force reductions and promptly schedule a meeting with the Union. At the time of the meeting and for up to the next ten workdays following the meeting, the Union may offer suggestions and alternatives to proposed layoffs. The City will evaluate the Union’s suggestions and alternatives for feasibility then meet with the Union to provide a verbal summary of evaluation and feasibility. The City will follow the meeting with a written summary of the evaluation and feasibility determination including adopted and unfeasible suggestions or alternatives.
e. Unless there are extenuating circumstances, the City will give at least one (1) week notice to the Union prior to giving layoff notices to any bargaining unit members.
f. Nothing in this Article is intended to restrict the prerogative of the City to determine the financial necessity of service reductions, the form of the reductions, the elimination of positions, or the location or duration of layoffs.
Work Force Reductions. When it is necessary to reduce the work force, the District will 44 meet with the Union to explain the necessity for the reduction. The District shall determine which 45 positions will be eliminated and/or reduced.
