Layoff Notification. When the City determines that a layoff or job abolishment is necessary, they shall notify the affected employees fourteen (14) calendar days in advance of the effective date of the layoff or job abolishment. The City, upon request from the Labor Council, agrees to discuss with representatives of the Labor Council the impact of the layoff on bargaining unit employees.
Layoff Notification. The Appointing Authority shall send a layoff notice to the employee in the position to be eliminated. The layoff notice shall be provided to the employee in person whenever practicable and shall otherwise be sent by priority mail. At the Appointing Authority’s discretion, an employee under notice of permanent layoff may be granted up to one hundred and sixty (160) hours of paid leave, ending at the date of layoff. Hours of leave may be granted at any time throughout the layoff notice period and shall not be subject to the Application and Reinstatement provisions of Article 10. Upon request, an Appointing Authority shall provide an employee on notice of layoff assistance in searching for State employment. Provisional, temporary and emergency employees shall be terminated before any layoff of probationary or permanent employees in the same class, employment condition and geographic location/principal place of employment. Provisional employees shall be separated in inverse order of the date of their provisional appointment.
Layoff Notification. If there are insufficient volunteers the least senior nurse(s) on the unit impacted will be identified for layoff. The employer will notify the nurse in the position to be eliminated and the Association at least thirty (30) calendar days in advance of the date of the projected layoff. During the notice period the Employer will do the following in the order below.
Layoff Notification. Layoffs which are necessary shall be on the basis of inverse classification seniority within the class/class option, employment condition (full-time unlimited, part-time unlimited, seasonal full-time, seasonal part-time, or intermittent), and geographic area (within thirty-five [35] miles of the work location) of the position to be eliminated. The Appointing Authority shall send a layoff notice to the employee within the position to be eliminated. At the Appointing Authority’s discretion, an employee under notice of permanent layoff may continue in payroll status for up to eighty (80) hours of paid leave. Such leave shall not extend beyond the date of layoff and shall not be subject to the Application and Reinstatement Sections of Article 14, Leaves of Absence. Prior to the implementation of a layoff, the Employer and the Association may mutually agree to a Memorandum of Understanding (MOU) providing for the voluntary layoff of employees with more classification seniority in lieu of those less senior employees who would otherwise be laid off. A more senior employee requesting layoff under this provision shall not be unreasonably denied consideration to be laid off by the Appointing Authority.
Layoff Notification. When the City determines that a long term layoff or job abolishment is necessary, they shall notify the affected employees thirty (30) calendar days in advance of the effective date of the layoff or job abolishment. Employees will be notified of the Employer's decision to implement any short-term layoff, lasting seventy-two (72) hours or less, as soon as possible.
Layoff Notification. The Appointing Authority shall send a layoff notice to the employee in the position to be eliminated. Upon the request of a more senior employee and approval of the Appointing Authority, a more senior employee may be laid off out of seniority order.
Layoff Notification. The Employer or its designee shall send a layoff notice via certified mail to the employee stating the position to be eliminated. At the Employer’s or its designee’s discretion, an employee under notice of permanent layoff may continue in payroll status for up to two calendar weeks of paid leave, ending at the date of layoff. Such leave shall not be subject to application and reinstatement provisions. Upon request, the Employer or its designee shall provide an employee on layoff, or who has received notice of layoff, with assistance in searching for state court employment.
Layoff Notification. Prior to conducting the layoff, the Employer will notify the Union of this matter. Following notification the Employer will, upon request, meet with the Union to discuss the layoff.
Layoff Notification. In the event of a layoff, the Fire Chief shall notify the affected EMPLOYEE in writing at least fifteen (15) days prior to the effective date of such action stating the reasons for such layoff.
Layoff Notification. 1. Employees with permanent status shall receive written notice at least thirty(30) days before the effective layoff date and a copy shall be furnished to the Union concurrently. The notice shall include the basis for the layoff and any options available to the employee.
2. If the University elects to implement a layoff action without providing a thirty (30) day notice, the employee with permanent status shall be paid his/her salary for the days that he/she would have worked had full notice been given.
3. The written notification of layoff to a permanent status employee will include five (5) working days in which to select placement on the layoff list(s) and/or an option in lieu of layoff. Such notice will be furnished directly to the employee during his/her scheduled working hours and also sent to the employee’s last known address. When the notice is furnished directly to the employee, the day it is furnished will not be counted as a day of notice.
4. When it is determined that layoff (s) will occur, the employee(s) will:
a. receive a copy of this Article;
b. be advised in writing of available options in lieu of layoff;
x. xx advised in writing of his/her specific layoff list placement; and
x. xx advised in writing of his/her right to file a grievance, which shall be filed at Step 3 - Administrator.
