SENIORITY AND LAYOFFS. 11.01 Seniority of employees shall be recognized within their respective trade and job classifications. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 An employee shall lose his seniority and shall be deemed to have quit for any of the following reasons:
a) if the employee voluntarily quits his employment;
b) if the employee is discharged for a just cause and the discharge is not reversed through the grievance procedure;
c) for failure to report to work following a layoff pursuant to the terms of Article 11.07;
d) is absent from work for three (3) consecutive working days without notifying the Employer, unless a reason satisfactory to the Employer is given;
e) is absent due to layoff or disability, or both, which absence continues for more than six (6) months, except in the event that the employee is on Workers' Compensation and in the event of sickness when the employee has submitted satisfactory evidence of illness, in which cases a period of two (2) years shall apply;
f) if the employee fails to report for work upon the termination of an authorized leave of absence, unless a reason satisfactory to the Employer is given, and is discharged as a result thereof, which discharge is not reversed through the grievance and arbitration procedure herein;
g) if an employee utilizes a leave of absence for purposes other than those for which the leave of absence was granted.
11.04 When a reduction of the workforce is inevitable, probationary employees shall be laid off first. If further reductions are necessary, the Employer shall determine the order of layoff in consultation with the union and in doing so, they shall be guided by the following considerations:
a) seniority standings of the employees;
b) ability of the employees to perform the work. It is understood and agreed that no employee will be laid off if there is a fellow employee (or employees) of comparable seniority who is still entitled to vacation. In such a case the latter may be required to take up any remaining vacation to which he is entitled be...
SENIORITY AND LAYOFFS. Section 1. Seniority means an employee's length of continuous service with the department since the first date of hire as a regular employee, and shall be computed from the date the employee began such service.
A. To be absent from the job due to layoffs, will be considered lost time for the purpose of seniority. However, in the event of reemployment under Section 2 of this Article, previous service shall count towards seniority.
B. The Employer shall post a seniority roster on December 1st of each year. An employee may protest their seniority designation through the grievance procedure if they have cause to believe an error has been made.
A. A reduction in force and the term "layoff" as used herein shall be separate and distinct from the terms “resignation”, “retirement” and “dismissal.” They shall mean the loss of an employee's employment with the Employer which is the result of any reason other than resignation, retirement or dismissal. Reduction in hours is distinct and separate from reduction in force and layoff. Reduction in hours will be based on the operational needs of the department.
B. In the event the Employer anticipates a layoff of employees is to take place, the Employer will provide the Federation with written notification which will include the name of the employee, the position proposed to be affected, the proposed schedule of implementation, and the reasons for the layoff. Said notification shall be at least thirty (30) calendar days before the official action is to be taken. Upon Federation request, the Employer will make available to the Federation any data requested which pertains to the layoff determination. Any employee who is to be placed on layoff will be notified in writing, by certified mail, at least thirty (30) calendar days prior to the effective date of the layoff.
C. Layoffs caused by a reduction in force shall be in reverse order of seniority within the department, that is; the employee last hired shall be the first released in the same job classification.
D. During the notification period, affected employees will be given first consideration for any vacant position authorized by the City Manager for which they are qualified within the City. Qualifications based on current/ reviewed/ updated job description. If more than one qualified employee is interested in the vacant position, seniority will be the determining factor for selection to the position.
E. All recalls to employment shall be in order of seniority; that is, th...
SENIORITY AND LAYOFFS. 13.01 Seniority of employees shall be considered as their length of employment from date of (re)hire and shall be recognized on a company-wide basis. New employees shall be placed on the seniority list upon the completion of a total of four (4) months of employment in a two (2) year period and their respective seniority shall be dated back to the date of their most recent hiring.
13.02 Seniority lists shall be maintained at all times by the Employer and shall be provided to the Union once annually in April and as requested by the Union.
13.03 Seniority rights shall cease and an employee shall be deemed to be terminated if he:
a) voluntarily quits the employ of the Employer;
b) is discharged and such discharge be not reversed through the Grievance Procedure;
c) fails to report on the first day following the expiration of a leave of absence, unless he has a justifiable reason; (3) years of seniority; (1) year;
SENIORITY AND LAYOFFS. Section 24.1 Seniority shall be determined by the length of full-time service with the City of Oberlin Police Department since the most recent date of hire. In case of same date of hire, seniority shall be determined by the employee with the earlier time stamped City employment application.
Section 24.2 The probationary status of newly-hired Dispatchers shall be for a period of one (1) year from date of hire.
Section 24.3 Employees in the bargaining unit may be laid off only for lack of work or lack of funds.
Section 24.4 In the event of a layoff, employees in the bargaining unit will be laid off in accordance with their departmental seniority with probationary employees being the first to be laid off, in accordance with their length of service and following with non-probationary employees in accordance with their tenure time with the Employer.
Section 24.5 An employee in the bargaining unit who is laid off shall be subject to recall from such layoff for a period of two (2) years.
Section 24.6 Recall from layoff will be based upon departmental seniority, with the last to be laid off being the first to be recalled, and processed on the basis of seniority. The Employer shall recall laid off employees by certified mail return receipt requested, sent to the last known address that the employee has on file with the Employer. Employees thus notified of recall shall have three (3) working days to report for duty, beyond such time the next eligible laid off employee will be contacted to fill such vacancy.
SENIORITY AND LAYOFFS.
Section 1. Seniority Defined Seniority means a permanent employee's length of continuous service with the employing campus in the bargaining unit. The seniority date for all permanent employees shall typically be the most recent date of hire in a bargaining unit position. However, an employee's seniority date may be adjusted to reflect seniority credits earned prior to a transfer out of the bargaining unit in accordance with Subsection A.
SENIORITY AND LAYOFFS. 11.01 For the purpose of this Agreement, “seniority” shall mean length of continuous service in the bargaining unit from the last date of hire into the bargaining unit.
11.02 Seniority lists, the accuracy of which has been agreed to on behalf of the Union in writing, shall be maintained at all times by the Employer and shall be available to the Union for inspection to the extent reasonably necessary for the Union to ascertain the seniority status of an employee within its jurisdiction.
11.03 Whenever vacancies occur, notices of such vacancies shall be posted in the plant on bulletin boards for a period of three (3) calendar days. Applications for such vacancies are to be made within three (3) calendar days. The Employer shall select the successful applicant on the basis of his qualifications, efficiency, skills and abilities. Where, in the judgement of the Employer, the qualifications, efficiency, skills and abilities are relatively equal, seniority shall govern.
11.04 Seniority rights shall cease and employment is deemed terminated for any employee who:
a. voluntarily quits the employ of the Employer;
b. is discharged and such discharge not be reversed through the Grievance Procedure;
c. fails to return to work or fails to provide a satisfactory reason for unavailability to report to work within seven (7) days after notification to his address on record with the Employer;
d. fails to report on the first day following the expiration of a leave of absence, unless he has a justifiable reason;
e. is laid off for a continuous period of more than twelve (12) consecutive months;
f. is absent from work without permission from the Employer and/or no justifiable reason being given to the Employer for more than two (2) workings days on any single occasion;
g. is absent from work due to sickness or disability for more than three (3) days and fails upon return to work when requested by the Employer to produce a certificate from a qualified medical practitioner verifying such absence and substantiating the reason for such absence;
h. uses an approved leave of absence for reasons other than those specified (excluding traditional layoff).
11.05 In case of layoffs, the Employer shall lay off employees in reverse order of seniority within their classification combined with the Employer’s right to maintain a competent workforce where employees have the requisite skill, ability and qualifications to maintain production and perform the required work.
11.06 In case of recalls,...
SENIORITY AND LAYOFFS. Section 1. Bargaining unit seniority is defined as the length of time an employee has been continuously employed by the Employer. Bargaining unit seniority shall apply in the computation and determination of eligibility for all benefits where length of service is a factor pursuant to this Agreement.
Section 2. Job classification seniority is defined as the length of service an employee has continuously been employed within a specific Job classification. Job classification seniority shall apply in instances of layoff, recall, and vacation preference.
Section 3. Seniority shall accrue, but benefits shall be prorated, during periods of authorized Leaves of Absence for a period not to exceed three (3) months, and during a period of layoff not to exceed one (1) year.
Section 4. An employee's seniority shall be lost when he/she terminates voluntarily, is discharged for cause; fails to return following the end of an official leave of absence; is laid off for a period of one (1) year or a period exceeding the length of the employee's continuous service whichever is less; or fails to return to work from layoff within five (5) days after being recalled by the Employer.
Section 5. In the event of a layoff, Probationary employees will be laid off first. Non Probationary employees shall follow in inverse order of their job classification seniority. In the event that a non-probationary employee is scheduled to be laid off from one job title and there is a vacancy in another job title in the same or lower job classification, and for which the employee has the credentials and the ability to satisfactorily perform the job, then that employee shall be offered that vacant position. In the event that a part-time employee has more seniority than a full-
Section 6. If the affected employee has been promoted from one job classification to another within the twelve (12) months prior to the layoff, that employee shall be able to use his/her bargaining unit seniority to bump the least senior employee in the same or lower paying job classification.
Section 7. In the event of the discontinuance of an entire job title, the affected employees shall be able to utilize their bargaining unit seniority to bump the least senior employee in the same or lower paying job classification, provided she/he has the skill and ability to satisfactorily perform the job. In the event that a part-time employee, who is scheduled to be laid off, has more seniority than a full-time employee, and there are...
SENIORITY AND LAYOFFS. Section 1. Length of continuous employment with the Company shall constitute seniority. Where the term "length of service" is used in this agreement, it shall mean "seniority."
Section 2. Seniority shall prevail in the choice of shifts except where shifts are rotated. In promotions other than to supervisory positions, competency being reasonably equal and sufficient, seniority in the seniority unit in which the promotion is being made shall be the controlling factor, it being understood that seniority in a seniority unit shall mean length of continuous employment with the Company. For Distribution employees in Duke Energy – Carolinas, seniority at a location (existing operations center) rather than seniority in an area/zone will be used to determine eligibility for promotions in classifications represented by the Union. In the event the senior employee in a seniority unit represented by the Union is not selected for promotion to positions other than supervisory, the Local Representative having jurisdiction will be notified and given an opportunity to discuss the subject with the Company before any action is taken. Promotions will be made from class to class in seniority units as positions in the higher classes are available and as employees qualify for same, but it is understood that employees, although qualified for higher classifications, will not be moved up until positions in higher classifications are available. When it is determined by the Union and the Company that an employee is not classified on the basis of the work regularly and customarily performed, the employee shall be reclassified on that basis.
Section 3. Leaves of absence granted in accordance with the articles of agreement shall not interrupt "seniority." Resignations, discharges or failure to report for duty as directed, without reasonable excuse, shall interrupt seniority and abolish all benefits arising out of seniority.
(a) Layoffs for one year or less for employees with less than five years of seniority and of two years or less for employees with five or more years of seniority shall not interrupt seniority; however, seniority shall not accumulate during the layoff period.
SENIORITY AND LAYOFFS. 21.1 Seniority shall govern all transfers, shift changes, promotions, vacation selections, longer work hours, layoffs, recalls and assignments to preferential jobs in accordance with the procedure set forth in this Agreement.
21.2 Seniority shall be defined as the right of precedence accruing to an employee based on length of continuous service in the employ of the Employer, in a job covered by this Agreement and shall be applied hereinafter.
21.3 An employee’s continuous service shall be broken and his seniority ceased for any of the following reasons.
SENIORITY AND LAYOFFS. In the event the District determines to reduce positions, employees shall be laid off in the inverse order of seniority. A senior employee shall not be placed on a layoff while a junior employee occupies the same position, providing the senior employee has the qualifications, including experience, ability, and training to satisfactorily perform the job as determined by the Community Outreach Director or his/her designee.
