WORKFORCE REDUCTION. SECTION 1 Layoffs
(A) When employees are to be laid off as defined in the F.S., the state shall implement such layoff in the following manner:
(1) The competitive area for the bargaining unit shall be statewide unless the Department and PBA agree otherwise.
(2) Layoff shall be by class or occupational level within the Security Services Bargaining Unit.
(3) An employee who has not attained permanent status in his current position may be laid off without applying the provision for retention rights.
(4) No employee with permanent status in his current position shall be laid off while an employee who does not hold permanent status in his current position is serving in that class or level unless the permanent employee does not elect to exercise his retention rights or does not meet the selective competition criteria.
(5) All employees who have permanent status in their current positions shall be ranked on a layoff list for the affected class or level based on the total retention points derived as follows:
(a) Length of service retention points shall be based on one point for each month of continuous service in a Career Service position.
1. An employee who resigns from one Career Service position to accept employment in another Career Service position is not considered to have a break in service.
2. An employee who has been laid off and is reemployed within one year from the date of the layoff shall not be considered to have a break in service.
3. Moving from Career Service to Selected Exempt Service or Senior Management Service and back to Career Service does not constitute a break in service unless the employee’s break in service is more than 31 calendar days. Only time spent in the Career Service is counted in calculating retention points.
(b) Retention points deducted for performance not meeting performance standards or work expectations defined for the position shall be based on the five years immediately prior to the agency’s established cutoff date. Five points shall be deducted for each month an employee has a rating below performance expectations.
(6) The layoff list shall be prepared by totaling retention points. Employees eligible for veterans’ preference pursuant to section 295.07(1)(a) or (b), F.S., shall have 15 percent added to their total retention points, those eligible pursuant to section 295.07(1)(c), (d), or (e), F.S., shall have 10 percent added to their total retention points, and those eligible pursuant to section 295.071(1)(f), or (g), F....
WORKFORCE REDUCTION. In the event that funding reductions or shortfalls in funding occur in a department or are expected, which may result in layoffs, the department will notify the union and take the following actions:
a. Identify the classification(s) in which position reductions may be required due to funding reductions or shortfalls.
b. Advise employees in those classifications that position reductions may occur in their classifications.
c. Accept voluntary leaves of absence from employees in those classifications which do not appear to be potentially impacted by possible position reductions when such leaves can be accommodated by the department.
d. Consider employee requests to reduce their position hours from full time to part time to alleviate the impact of the potential layoffs.
e. Approve requests for reduction in hours, lateral transfers, and voluntary demotions to vacant, funded positions in classes not scheduled for layoffs within the department, as well as to other departments not experiencing funding reductions or shortfalls when it is a viable operational alternative for the department(s).
f. Review various alternatives which will help mitigate the impact of the layoff by working through the Tactical Employment Team program (TET) to:
1. Maintain an employee skills inventory bank to be used as a basis for referrals to other employment opportunities.
2. Determine if there are other positions to which employees may be transferred.
3. Refer interested persons to vacancies which occur in other job classes for which they qualify and can use their layoff eligibility.
4. Establish workshops to aid laid off employees in areas such as resume preparation, alternate career counseling, job search strategy, and interviewing skills.
g. When it appears to the Department Head and/or Labor Relations Officer that the Board of Supervisors may take action which will result in the layoff of employees in a representation unit, the Labor Relations Officer shall notify the Union of the possibility of such layoffs and shall meet and confer with the Union regarding the implementation of the action.
WORKFORCE REDUCTION. The Employer may declare a position redundant or reduce the hours of a position for reasons that include: lack of work; reorganization of duties; reduction of services; discontinuation or reduction of funding.
WORKFORCE REDUCTION. (A) A workforce reduction is the deletion of positions. Agencies may delete both vacant and filled positions. Agencies may delete positions for a variety of reasons including budget cuts, program reductions resulting from outsourcing or privatization efforts, or program phase-outs. Employees shall be subject to termination, including but not limited to a workforce reduction, at the discretion of the Agency Head.
(B) The Agency Head shall furnish the Union Representative with a copy of the notice separating an employee as a result of a workforce reduction.
(C) The decision of an Agency Head regarding a workforce reduction shall be final and shall not be subject to the grievance procedure of this Agreement.
WORKFORCE REDUCTION. If funding reductions or shortfalls in funding occur in a department or are expected, which may result in layoffs, the department will notify the Association and take the following actions:
A. Identify the classification(s) in which position reductions may be required due to funding reductions or shortfalls.
B. Advise employees in those classifications that position reductions may occur in their classifications.
WORKFORCE REDUCTION. The City and Union acknowledge that there has been and may continue to be a reduction in the City workforce primarily as a result of reduced revenue and inflation. The City recognizes its legal obligation to meet and confer in good faith and endeavor to reach agreement on employee workloads. The City shall provide written information relating to staffing levels and workloads in a given department, upon written request to the Director of Building Inspection or the appointing authority in other City agencies, where inspectors covered by this Agreement are employed.
WORKFORCE REDUCTION. (A) Employees shall be subject to termination, including but not limited to a reduction in force, at the discretion of the Agency Head.
(B) The Agency Head shall furnish the Union Representative with a copy of any notice terminating an employee as a result of a reduction in force.
(C) The decision of the Agency Head regarding termination shall be final and not subject to the grievance procedure of this Agreement.
WORKFORCE REDUCTION a. The Board shall determine the number of/and secondary school subject area positions and the number of elementary school positions which will be eliminated. After such determination has been made, the Association will be notified.
b. Pursuant to Chapter 1012.33 (5), Florida Statutes, if workforce reduction is needed, employees at a school in the school district will be retained based upon educational program needs and the performance evaluations of employees within the affected program areas. Selection of the teacher(s) to be laid off will be determined by an average of the three (3) most recent annual evaluations among the teachers in the affected program areas who have not had a break in service within the last three years. Teachers with fewer than three (3) annual evaluations and/or those teachers who have had a break in service within the past three years shall be non-renewed before any workforce reductions are implemented under this article. The annual evaluation during the year in which the workforce reduction is identified shall be considered in the calculation of the evaluation average. The teacher with the lowest score will be reduced first, the teacher with the second-lowest score will be reduced second, and will continue in this manner until all necessary reductions have been made.
WORKFORCE REDUCTION. In the event that funding reductions or shortfalls in funding occur in a department or are expected, which may result in layoffs, the department will notify the union and take the following actions:
A. Identify the classification(s) in which position reductions may be required due to funding reductions or shortfalls.
B. Advise employees in those classifications that position reductions may occur in their classifications.
C. Accept voluntary leaves of absence from employees in those classifications which do not appear to be potentially impacted by possible position reductions when such leaves can be accommodated by the department.
D. Consider employee requests to reduce their position hours from full-time to part- time to alleviate the impact of the potential layoffs.
WORKFORCE REDUCTION. In the event that funding reductions or shortfalls in funding occur in a department or are expected, which may result in layoffs, the department will notify the Association and take the following actions:
a. Identify the classification(s) in which position reductions may be required due to funding reductions or shortfalls.
b. Advise employees in those classifications that position reductions may occur in their classifications.
c. Accept voluntary leaves of absence from employees in those classifications which do not appear to be potentially impacted by possible position reductions when such leaves can be accommodated by the department.
d. Approve requests for reduction in hours, lateral transfers, and voluntary demotions to vacant, funded positions in classes not scheduled for layoffs within the department, as well as to other departments not experiencing funding reductions or shortfalls when it is a viable operational alternative for the department(s).
e. Review various alternatives which will help mitigate the impact of the layoff by working through the Tactical Employment Team program (TET) to:
1. Maintain an employee skills inventory bank to be used as a basis for referrals to other employment opportunities.
2. Determine if there are other positions to which employees may be transferred.
3. Refer interested persons to vacancies which occur in other job classes for which they qualify and can use their layoff eligibility.
4. Establish workshops to aid laid off employees in areas such as resume preparation, alternate career counseling, job search strategy, and interviewing skills.
f. When it appears to the Department Head and/or Labor Relations Manager that the Board of Supervisors may take action which will result in the layoff of employees in a representation unit, the Labor Relations Manager shall notify the Association of the possibility of such layoffs and shall meet and confer with the Association regarding the implementation of the action.
