Workforce Reductions. SECTION 1 Layoffs
(A) When employees, certified pursuant to Chapter 633, Florida Statutes, are to be laid off, the state shall implement such layoff in the following manner:
(1) The competitive area within which layoffs will be affected shall be defined as statewide within each agency.
(2) Layoff shall be by class or occupational level within the fire service bargaining unit.
(3) An employee who does not have 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 is serving in that broadband 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 position in the affected broadband level shall be ranked on a layoff list 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 can be 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. One (1) point 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), Florida Statutes, shall have 15 percent added to their total retention points, those eligible pursuant to section 295.07(1)(c), (d), or (e), Florida Statutes, shall have ten percent added to their total retention points, and those eligible pursuant to sect...
Workforce Reductions. In cases of reduction in force at the Employer, the parties shall meet and negotiate the details of the procedure to be used, consistent with the provisions of this section. If the parties’ negotiations result in an impasse, the Employer may implement its procedure but the Union and/or individual employees retain the right to file a grievance over such implementation.
Workforce Reductions. In cases of reduction in force at the Employer, the parties shall meet and negotiate the details of the procedure to be used, consistent with the provisions of this section. If the parties’ negotiations result in an impasse, the Employer may implement its procedure but the Union and/or individual employees retain the right to file a grievance over such implementation.
6.2.1 Selection criteria. Where skills, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, the reduction shall take place within each affected department based on reverse order of seniority, provided the remaining employees have the necessary skills and ability to perform the work required, and provided further that volunteers and temporary employees shall be the first to be displaced.
Workforce Reductions. If the permanent staff of a Company is to be reduced, the Company shall first determine the number of jobs to be reduced within each class code level (eg. TR3). Except as specifically provided in 11.06, those employees who were last appointed to a class code level to be reduced, shall be the first employees removed from such class code level for the purposes of layoff, provided those remaining in the class are qualified and capable to perform the duties of the remaining jobs in the class code level. Non-permanent employees within the class code level to be reduced shall be laid off prior to the removal of permanent employees from the class code level.
Workforce Reductions. If the permanent staff of a Company is to be reduced, the Company shall first determine the number of jobs to be reduced within each class. Except as specifically provided in 11.06, those employees who were last appointed to a class to be reduced, shall be the first employees removed from such class for the purposes of layoff, provided those remaining in the class are qualified and capable to perform the duties of the remaining jobs in the class. Non-permanent employees belonging to the class to be reduced shall be laid off prior to the removal of permanent employees from the class.
Workforce Reductions. If the permanent staff of the Company is to be reduced, the Company shall first determine the number of jobs to be reduced within each grouping, i.e. Clerical, Operator or Labourer. In laying off employees the Company will take into consideration the skill, ability and certification level of the employees in order to determine which employees should be retained to perform the available work. Where these factors are equal between two or more employees, the employee with greater unbroken service in the Strathmore and Chestermere operations will be given preference. Non-permanent employees belonging to the grouping to be reduced shall be laid off prior to the removal of permanent employees from the grouping.
Workforce Reductions. (A) When employees certified pursuant to Chapter 633, Florida Statutes, are to be laid off, the state shall implement such layoff in the following manner:
(1) The competitive area within which layoffs will be affected shall be defined as statewide within each agency.
(2) Layoff shall be by class or occupational level within the fire service bargaining unit.
(3) An employee who does not have 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 is serving in that broadband 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 position in the affected broadband level shall be ranked on a layoff list based on the total retention points derived as follows:
Workforce Reductions. 29.1 The Employer will make a reasonable effort to effect a reduction in the workforce through attrition, redeployment or voluntary separation prior to serving an Employee with notice of a workforce reduction. If there are vacant positions available, Employees affected by the workforce reduction will be offered redeployment if
(a) they have the skills, training and knowledge to do the work of the available position or have the ability to do the work with a reasonable amount of training; and
(b) they have a minimum of one (1) year of service with the Employer; may be placed in the vacant position in an equal or lower pay band. Placement on the Salary grid will be in accordance with Clause 29.10. Such placement will not be in a violation of Article 35: Job Postings.
29.02 When workforce reductions are anticipated Employees who requested voluntary separation, and are approved, shall resign on a date set by the Employer and will be entitled to receive a Severance Payment at the Employee’s regular rate of pay in accordance with Letter of Understanding #9.
29.3 For purposes of this Article the following definitions shall apply:
Workforce Reductions. In cases of reduction in force at the Medical Center, the parties shall meet and negotiate the details of the procedure to be used, consistent with the provisions of this section. If the parties’ negotiations result in an impasse, the Employer may implement its procedure but the Union and/or individual employees retain the right to file a grievance over such implementation.
Workforce Reductions. The Medical Center has the right to determine whether a workforce reduction is appropriate, the timing of such a reduction, the number of FTEs to be
