Common use of DEMOTION AND LAYOFF Clause in Contracts

DEMOTION AND LAYOFF. 12.1 When it becomes necessary for the City to lay off Regular employees, the City will give employees involved as much notice as possible, but in no event will such employees receive less than two (2) weeks’ notice of layoff. Where probationary or temporary employees are to be laid off, no notice of layoff need be given. Within each classification, all employees, other than Regular employees, shall be laid off prior to Regular employees being laid off. Employees serving an initial probationary period will be laid off prior to employees who have completed such period. Regular employees shall be laid off in the reverse order of seniority in the classification with the least senior employee being laid off first. Whenever two or more Regular employees in the same class have the same amount of class seniority, ties will be broken by giving greater preference to the employee with greater department seniority. If the tie is still unresolved, the tie shall be broken by giving greater preference to the employee with greater City seniority. If the tie is still unresolved, the tie shall be broken by lot. 12.2 An employee who has been laid off may elect to displace an employee in a lower paid class in the bargaining unit provided the employee has greater combined seniority than the employee to be displaced, calculated by adding seniority in the laid-off class to seniority in the lower-paid class. Whenever an employee demotes to a lower-paid class, the employee shall be placed on the salary step which has the closest wage rate to the employee’s previous wage rate. 12.3 Laid-off employees shall be kept on a reemployment list for a period of two (2) years from the date of layoff and shall have preferential rehire rights to the class from which the employee was laid off in the reverse order of layoff. Whenever it becomes necessary for the City to notify a laid-off-employee of a reemployment opportunity, the City shall do so by use of registered mail to the employee’s last known address as supplied by the employee. Reemployment shall be based upon the laid-off employee’s ability to meet current employment standards. If an employee does not accept reemployment, the employee’s name shall be removed from the reemployment list and the employee shall no longer have reemployment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate will be reinstated. 12.4 Employees who have elected to demote into a lower paying class shall have preferential promotion rights to the class from which they were demoted in the reverse order of demotion. If an employee does not accept an offer of promotion to the class from which the employee was demoted, the employee will lose all preferential rights to re-promotion. 12.5 Sworn departmental management classifications may demote into the bargaining unit provided the above procedures are complied with. 12.6 In the event of potential layoffs, discussions will occur outside of the meet and confer process as to early retirement options that may be available.

DEMOTION AND LAYOFF. 12.1 16.1 When it becomes necessary for the City to lay off Regular employees, the City will give employees involved as much notice as possible, but in no event will such employees receive less than two (2) weeks’ notice of layoff. Where probationary or temporary Temporary employees are to be laid off, no notice of layoff need be given. Within each classification, all employees, other than Regular employees, shall be laid off prior to Regular employees being laid off. Employees serving an initial probationary period will be laid off prior to employees who have completed such period. Regular employees shall be laid off in the reverse order of seniority in the classification with the least senior employee being laid off first. Whenever two or more Regular employees in the same class have the same amount of class seniority, ties will be broken by giving greater preference to the employee with greater department seniority. If the tie is still unresolved, the tie shall be broken by giving greater preference to the employee with greater City seniority. If the tie is still unresolved, the tie shall be broken by lot. 12.2 16.2 An employee who has been laid off may elect to displace an employee in a lower paid class in the bargaining unit provided the employee has greater combined seniority than the employee to be displaced, calculated by adding seniority in the laid-off class to seniority in the lower-paid class. Whenever an employee demotes to a lower-paid class, the employee shall be placed on within the salary step which has range for the new class and closest wage rate to the employee’s previous wage salary rate. 12.3 16.3 Laid-off employees shall be kept on a reemployment list for a period of two (2) years from the date of layoff layoff, and shall have preferential rehire rights to the class from which the employee was laid off in the reverse order of layoff. Whenever it becomes necessary for the City to notify a laid-off-employee of a reemployment opportunity, the City shall do so by use of registered mail to the employee’s last known address as supplied by the employee. Reemployment shall be based upon the laid-off employee’s ability to meet current employment standards. If an employee does not accept reemployment, the employee’s name shall be removed from the reemployment list and the employee shall no longer have reemployment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate will be reinstated. 12.4 Employees who have elected to demote into a lower paying class shall have preferential promotion rights to the class from which they were demoted in the reverse order of demotion. If an employee does not accept an offer of promotion to the class from which the employee was demoted, the employee will lose all preferential rights to re-promotion. 12.5 16.4 Sworn departmental management classifications may demote into the Redding Peace Officers Association bargaining unit provided the above procedures are complied withunit. 12.6 16.5 In the event of potential layoffs, discussions will occur outside of the meet and confer process as to early retirement options that may be available.

DEMOTION AND LAYOFF. 12.1 14.1 When it becomes necessary for the City to lay off Regular layoff regular employees, the City will give employees involved as much notice as possible, ; but in no event will such employees receive less than two (2) weeks’ ' notice of layoff. Where probationary probationary, temporary, or temporary part-time employees are to be laid off, no notice of layoff need be given. Within each classification, all employees, other than Regular regular employees, shall be laid off prior to Regular regular employees being laid off. Employees serving an initial probationary period will be laid off prior to employees who have completed such period. Regular employees shall be laid off in the reverse order of seniority in the classification with the least senior employee being laid off first. Whenever two or more Regular regular employees in the same class a classification have the same amount period of class classification seniority, ties will be broken by giving greater preference to the employee with greater department seniority. If employees in the tie is still unresolved, order of seniority in all classifications in the tie shall be broken by giving greater preference to the employee with greater City seniority. If the tie is still unresolved, the tie shall be broken by lotbargaining unit. 12.2 14.2 An employee who whose position has been laid off abolished may elect to displace an employee in a lower lower-paid class classification in the bargaining unit provided the employee has greater combined seniority in all classifications in the bargaining unit than the employee to be displaced, calculated by adding seniority in the laid-off class . Employees who elect to seniority in the demote to a lower-paid classclassification shall be probationary for six (6) months unless the employee has previously served at least six (6) months in the new classification. Whenever an employee demotes to a lower-paid classpaying classification, the employee shall be placed on the salary step which has the closest a wage rate closest to the employee’s 's previous wage rate. 12.3 14.3 Laid-off employees employees' names shall be kept on a reemployment re-employment list for a period of two one (21) years year from the date of layoff layoff, and shall have preferential rehire re-hire rights to the class classification from which the employee was laid off in the reverse order of layoff. Whenever it becomes necessary for the City to notify a laid-off-laid off employee of a reemployment re-employment opportunity, the City shall do so by use of registered mail to the employee’s 's last known address as supplied by the employee. Reemployment shall be based upon the laid-off employee’s ability to meet current employment standardsaddress. If an employee does not accept reemploymentsuch offer of re-employment, the employee’s 's name shall be removed from the reemployment re-employment list and the employee shall no longer have reemployment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate will be reinstatedemployment rights. 12.4 14.4 Employees who have elected to demote into a lower paying class classification shall have preferential promotion rights to the class classification from which they were demoted in the reverse order of demotion for a period of one year from the date of the employee's demotion. If an employee does not accept an offer of promotion to the class classification from which the employee was demoted, the employee will lose all preferential rights to re-re- promotion. 12.5 Sworn departmental management classifications may demote into the bargaining unit provided the above procedures are complied with. 12.6 In the event of potential layoffs, discussions will occur outside of the meet and confer process as to early retirement options that may be available.

DEMOTION AND LAYOFF. 12.1 When it becomes necessary for the City to lay off Regular employees, the City will give employees involved as much notice as possible, but in no event will such employees receive less than two (2) weeks’ weeks notice of layoff. Where probationary or temporary employees are to be laid off, no notice of layoff need be given. Within each classification, all employees, other than Regular employees, shall be laid off prior to Regular employees being laid off. Employees serving an initial probationary period will be laid off prior to employees who have completed such period. Regular employees shall be laid off in the reverse order of seniority in the classification with the least senior employee being laid off first. Whenever two or more Regular employees in the same class have the same amount of class seniority, ties will be broken by giving greater preference to the employee with greater department seniority. If the tie is still unresolved, the tie shall be broken by giving greater preference to the employee with greater City seniority. If the tie is still unresolved, the tie shall be broken by lot. 12.2 Layoff in all cases due to lack of work will be determined by an employee’s seniority. An employee who has been laid off whose job is being eliminated may elect to displace an employee in a lower paid class in the bargaining unit provided the employee has greater combined seniority than the employee to be displaced, calculated by adding seniority in the laid-off class to seniority in the lower-paid class. Whenever an employee demotes to a lower-paid class, the employee shall be placed on the salary step which has the closest wage rate to classification and if the employee’s previous wage rateseniority is greater than that of the employee in the lower paid classification. 12.3 Laid-off Regular employees shall who are laid off, or choose to retire rather than be kept on a reemployment list laid off, will be given preference in filling future vacancies for a period of up to two (2) years from the date of layoff and shall have preferential rehire rights to the class from which the employee was laid off years, in the reverse order of layoff. Whenever it becomes necessary for in which employees were laid off, providing they keep the City to notify a laid-off-employee advised of a reemployment opportunity, the City their current address. Notifications of position vacancies shall do so be by use of registered mail to the employee’s last known address address, as supplied by the employee. Reemployment Re-employment shall be based upon the laid-off employee’s ability to meet current employment standards. If an employee does not accept reemploymentre-employment, the employee’s name shall be removed from the reemployment re-employment list and the employee shall no longer have reemployment re-employment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate will shall be reinstated. 12.4 Employees who have elected to demote into a lower paying class shall have preferential promotion rights to Notwithstanding the class from which they were demoted in the reverse order provisions of demotion. If an employee does not accept an offer of promotion to the class from which the employee was demotedthis Article, the employee will lose all preferential rights City and the Association may agree to re-promotionother procedures during the term of this Memorandum of Understanding. 12.5 Sworn departmental management classifications may demote into the bargaining unit provided the above procedures are complied with. 12.6 In the event of potential layoffs, discussions will occur outside of the meet and confer process as to early retirement options that may be available.

DEMOTION AND LAYOFF. 12.1 ‌ 16.1 When it becomes necessary for the City to lay off Regular employees, the City will give employees involved as much notice as possible, but in no event will such employees receive less than two (2) weeks’ notice of layoff. Where probationary or temporary Temporary employees are to be laid off, no notice of layoff need be given. Within each classification, all employees, other than Regular employees, shall be laid off prior to Regular employees being laid off. Employees serving an initial probationary period will be laid off prior to employees who have completed such period. Regular employees shall be laid off in the reverse order of seniority in the classification with the least senior employee being laid off first. Whenever two or more Regular employees in the same class have the same amount of class seniority, ties will be broken by giving greater preference to the employee with greater department seniority. If the tie is still unresolved, the tie shall be broken by giving greater preference to the employee with greater City seniority. If the tie is still unresolved, the tie shall be broken by lot. 12.2 16.2 An employee who has been laid off may elect to displace an employee in a lower paid class in the bargaining unit provided the employee has greater combined seniority than the employee to be displaced, calculated by adding seniority in the laid-off class to seniority in the lower-paid class. Whenever an employee demotes to a lower-paid class, the employee shall be placed on within the salary step which has range for the new class and closest wage rate to the employee’s previous wage salary rate. 12.3 16.3 Laid-off employees shall be kept on a reemployment list for a period of two (2) years from the date of layoff layoff, and shall have preferential rehire rights to the class from which the employee was laid off in the reverse order of layoff. Whenever it becomes necessary for the City to notify a laid-off-employee of a reemployment opportunity, the City shall do so by use of registered mail to the employee’s last known address as supplied by the employee. Reemployment shall be based upon the laid-off employee’s ability to meet current employment standards. If an employee does not accept reemployment, the employee’s name shall be removed from the reemployment list and the employee shall no longer have reemployment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate will be reinstated. 12.4 Employees who have elected to demote into a lower paying class shall have preferential promotion rights to the class from which they were demoted in the reverse order of demotion. If an employee does not accept an offer of promotion to the class from which the employee was demoted, the employee will lose all preferential rights to re-promotion. 12.5 16.4 Sworn departmental management classifications may demote into the ▇▇▇▇▇▇▇ Peace Officers Association bargaining unit provided the above procedures are complied withunit. 12.6 16.5 In the event of potential layoffs, discussions will occur outside of the meet and confer process as to early retirement options that may be available.

DEMOTION AND LAYOFF. 12.1 14.1 When it becomes necessary for the City to lay off Regular layoff regular employees, the City will give employees involved as much notice as possible, ; but in no event will such employees receive less than two (2) weeks’ ' notice of layoff. Where probationary probationary, temporary, or temporary part‐time employees are to be laid off, no notice of layoff need be given. Within each classification, all employees, other than Regular regular employees, shall be laid off prior to Regular regular employees being laid off. Employees serving an initial probationary period will be laid off prior to employees who have completed such period. Regular employees shall be laid off in the reverse order of seniority in the classification with the least senior employee being laid off first. Whenever two or more Regular regular employees in the same class a classification have the same amount period of class classification seniority, ties will be broken by giving greater preference to the employee with greater department seniority. If employees in the tie is still unresolved, order of seniority in all classifications in the tie shall be broken by giving greater preference to the employee with greater City seniority. If the tie is still unresolved, the tie shall be broken by lotbargaining unit. 12.2 14.2 An employee who whose position has been laid off abolished may elect to displace an employee in a lower paid class lower‐paid classification in the bargaining unit provided the employee has greater combined seniority in all classifications in the bargaining unit than the employee to be displaced, calculated by adding seniority . Employees who elect to demote to a lower‐paid classification shall be probationary for six (6) months unless the employee has previously served at least six (6) months in the laid-off class to seniority in the lower-paid classnew classification. Whenever an employee demotes to a lower-paid classlower‐paying classification, the employee shall be placed on the salary step which has the closest a wage rate closest to the employee’s 's previous wage rate. 12.3 Laid-off employees 14.3 Laid‐off employees' names shall be kept on a reemployment re‐employment list for a period of two one (21) years year from the date of layoff layoff, and shall have preferential rehire re‐hire rights to the class classification from which the employee was laid off in the reverse order of layoff. Whenever it becomes necessary for the City to notify a laid-off-laid off employee of a reemployment re‐employment opportunity, the City shall do so by use of registered mail to the employee’s 's last known address as supplied by the employee. Reemployment shall be based upon the laid-off employee’s ability to meet current employment standardsaddress. If an employee does not accept reemploymentsuch offer of re‐employment, the employee’s 's name shall be removed from the reemployment re‐employment list and the employee shall no longer have reemployment re‐ employment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate will be reinstated. 12.4 14.4 Employees who have elected to demote into a lower paying class classification shall have preferential promotion rights to the class classification from which they were demoted in the reverse order of demotion for a period of one year from the date of the employee's demotion. If an employee does not accept an offer of promotion to the class classification from which the employee was demoted, the employee will lose all preferential rights to re-re‐ promotion. 12.5 Sworn departmental management classifications may demote into the bargaining unit provided the above procedures are complied with. 12.6 In the event of potential layoffs, discussions will occur outside of the meet and confer process as to early retirement options that may be available.

DEMOTION AND LAYOFF. 12.1 ‌ 14.1 When it becomes necessary for the City District to lay off Regular layoff regular employees, the City District will give employees involved as much notice as possible, ; but in no event will such employees receive less than two (2) weeks’ ' notice of layoff. Where probationary probationary, temporary, or temporary part-time employees are to be laid off, no notice of layoff need be given. Within each classification, all employees, other than Regular regular employees, shall be laid off prior to Regular regular employees being laid off. Employees serving an initial probationary period will be laid off prior to employees who have completed such period. Regular employees shall be laid off in the reverse order of District seniority in the classification with the least senior employee being laid off first. Whenever two or more Regular employees in the same class have the same amount of class seniority, ties will be broken by giving greater preference to first provided the employee who is qualified to perform the work with greater department seniority. If the tie least seniority is still unresolved, the tie shall be broken by giving greater preference to the employee with greater City seniority. If the tie is still unresolved, the tie shall be broken by lotlaid off first. 12.2 14.2 An employee who whose position has been laid off abolished may elect to displace an another employee in a lower paid class in the bargaining unit provided the employee either is qualified to perform the duties of the other classification, or previously satisfactorily performed the duties of the other classification, and the employee has greater combined District seniority than the employee to be displaced, calculated by adding seniority . Employees who elect to displace to another classification shall be probationary for six (6) months unless the employee has previously served at least six (6) months in the laid-off class to seniority in the lower-paid classother classification. Whenever an employee demotes to a lower-paid class, paying classification the employee shall be placed on the salary step which has the closest a wage rate closest to the employee’s 's previous wage rate. 12.3 14.3 Laid-off employees employees' names shall be kept on a reemployment re-employment list for a period of two one (21) years year from the date of layoff layoff, and shall have preferential rehire re-hire rights to the class classification from which the employee was laid off in the reverse order of layoff. Whenever it becomes necessary for the City District to notify a laid-off-laid off employee of a reemployment re-employment opportunity, the City District shall do so by use of registered mail to the employee’s 's last known address as supplied by the employee. Reemployment shall be based upon the laid-off employee’s ability to meet current employment standardsaddress. If an employee does not accept reemploymentsuch offer of re- employment within seven (7) calendar days, the employee’s 's name shall be removed from the reemployment re- employment list and the employee shall no longer have reemployment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate will be reinstatedemployment rights. 12.4 14.4 Employees who have elected to demote into a lower paying class classification shall have preferential promotion rights to the class classification from which they were demoted in the reverse order of demotion for a period of one year from the date of the employee's demotion. If an employee does not accept an offer of promotion to the class classification from which the employee was demoted, the employee will lose all preferential rights to re-promotion. 12.5 Sworn departmental management classifications may demote into the bargaining unit provided the above procedures are complied with. 12.6 In the event of potential layoffs, discussions will occur outside of the meet and confer process as to early retirement options that may be available.

DEMOTION AND LAYOFF. 12.1 When it becomes necessary for the City to lay off Regular employees, the City will give employees involved as much notice as possible, but in no event will such employees receive less than two (2) weeks’ weeks notice of layoff. Where probationary or temporary employees are to be laid off, no notice of layoff need be given. Within each classification, all employees, other than Regular employees, shall be laid off prior to Regular employees being laid off. Employees serving an initial probationary period will be laid off prior to employees who have completed such period. Regular employees shall be laid off in the reverse order of seniority in the classification with the least senior employee being laid off first. Whenever two or more Regular employees in the same class have the same amount of class seniority, ties will be broken by giving greater preference to the employee with greater department seniority. If the tie is still unresolved, the tie shall be broken by giving greater preference to the employee with greater City seniority. If the tie is still unresolved, the tie shall be broken by lot. 12.2 Layoff in all cases due to lack of work will be determined by an employee’s seniority. An employee who has been laid off whose job is being eliminated may elect to displace an employee in a lower paid class in the bargaining unit provided the employee has greater combined seniority than the employee to be displaced, calculated by adding seniority in the laid-off class to seniority in the lower-paid class. Whenever an employee demotes to a lower-paid class, the employee shall be placed on the salary step which has the closest wage rate to classification and if the employee’s previous wage rateseniority is greater than that of the employee in the lower paid classification. 12.3 Laid-off Regular employees shall who are laid off, or choose to retire rather than be kept on a reemployment list laid off, will be given preference in filling future vacancies for a period of up to two (2) years from the date of layoff and shall have preferential rehire rights to the class from which the employee was laid off years, in the reverse order of layoff. Whenever it becomes necessary for in which employees were laid off, providing they keep the City to notify a laid-off-employee advised of a reemployment opportunity, the City their current address. Notifications of position vacancies shall do so be by use of registered mail to the employee’s last known address address, as supplied by the employee. Reemployment Re-employment shall be based upon the laid-off employee’s ability to meet current employment standards. If an employee does not accept reemploymentre- employment, the employee’s name shall be removed from the reemployment re-employment list and the employee shall no longer have reemployment re-employment rights. If a laid-off employee is subsequently re-re- hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate will shall be reinstated. 12.4 Employees who have elected to demote into a lower paying class shall have preferential promotion rights to Notwithstanding the class from which they were demoted in the reverse order provisions of demotion. If an employee does not accept an offer of promotion to the class from which the employee was demotedthis Article, the employee will lose all preferential rights City and the Association may agree to re-promotionother procedures during the term of this Memorandum of Understanding. 12.5 Sworn departmental management classifications may demote into the bargaining unit provided the above procedures are complied with. 12.6 In the event of potential layoffs, discussions will occur outside of the meet and confer process as to early retirement options that may be available.

DEMOTION AND LAYOFF. 12.1 18.1 When it becomes necessary for the City to lay off Regular employees, the City will give employees involved as much notice as possible, but in no event will such employees receive less than two (2) weeks’ notice of layoff. Where probationary or temporary Temporary employees are to be laid off, no notice of layoff need be given. Within each classification, all employees, other than Regular employees, shall be laid off prior to Regular employees being laid off. Employees serving an initial probationary period will be laid off prior to employees who have completed such period. Regular employees shall be laid off in the reverse order of seniority in the classification with the least senior employee being laid off first. Whenever two or more Regular employees in the same class have the same amount of class seniority, ties will be broken by giving greater preference to the employee with greater department seniority. If the tie is still unresolved, the tie shall be broken by giving greater preference to the employee with greater City seniority. If the tie is still unresolved, the tie shall be broken by lot. 12.2 18.2 An employee who has been laid off may elect to displace an employee in a lower paid class in the bargaining unit provided the employee has greater combined seniority than the employee to be displaced, calculated by adding seniority in the laid-off class to seniority in the lower-paid class. Whenever an employee demotes to a lower-paid class, the employee shall be placed on within the salary step which has range for the new class and closest wage rate to the employee’s previous wage salary rate. 12.3 18.3 Laid-off employees shall be kept on a reemployment list for a period of two -one (21) years year from the date of layoff layoff, and shall have preferential rehire rights to the class from which the employee was laid off in the reverse order of layoff. Whenever it becomes necessary for the City to notify a laid-off-employee of a reemployment opportunity, the City shall do so by use of registered mail to the employee’s last known address as supplied by the employee. Reemployment shall be based upon the laid-off employee’s ability to meet current employment standards. If an employee does not accept reemployment, the employee’s name shall be removed from the reemployment list and the employee shall no longer have reemployment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate will be reinstated. 12.4 Employees who have elected to demote into a lower paying class shall have preferential promotion rights to the class from which they were demoted in the reverse order of demotion. If an employee does not accept an offer of promotion to the class from which the employee was demoted, the employee will lose all preferential rights to re-promotion. 12.5 Sworn departmental management classifications may demote into the bargaining unit provided the above procedures are complied with. 12.6 In the event of potential layoffs, discussions will occur outside of the meet and confer process as to early retirement options that may be available.

DEMOTION AND LAYOFF. 12.1 When it becomes necessary 21.1 Employees shall be subject to layoff for lack of work or lack of funds. Layoff includes any reduction in hours of employment or assignment to a classification or grade lower than that in which the City employee has permanence voluntarily consented to lay by the employee, in order to avoid interruption of employment by layoff. 21.2 When, as a result of the expiration of a specially funded program, employees’ positions must be eliminated at the end of any school year, and employees will be subject to a layoff for lack of funds, the employees to be laid off Regular at the end of such school year shall be given written notice on or before May 29, informing them of their layoff effective at the end of such school year and of their displacement rights, if any, and re-employment rights. However, if the termination date of any specially funded program is other than June 30, such notice shall be given not less than thirty (30) days prior to the effective date of their layoff. 21.3 When, as a result of a bona fide reduction or elimination of service being performed by any department, employees shall be subject to layoff for lack of work, affected employees shall be given notice of layoff not less than thirty (30) days prior to the effective date of layoff and informed of their displacement rights, if any, and re-employment rights. 21.4 Nothing herein provided shall preclude a layoff for lack of funds in the event of an actual and existing financial inability to pay salaries of employees, nor layoff for lack of work resulting from causes not foreseeable or preventable by the City will give Governing Board, without the notice required by the aforementioned sections. 21.5 Prior to any final layoff notices being sent to those employees involved as much notice as possiblewho have been employed the shortest time based on date of hire within the class*, but the District shall notify the more senior employees whose positions have been reduced or eliminated that they must elect one of the following within five (5) working days of receipt of notice: 1. Select a vacant position or hours in no event will such employees receive less than two the same class; or 2. Select a remaining position or hours to be vacated by the least senior employee in the class; or 3. Select a vacant position or hours in a different class in which the employee had previously had successfully completed the probationary period; or 4. Select a vacated position or hours in a different class in which the employee previously had successfully completed the probationary period; 5. Accepts reduced hours (2if any) weeks’ notice in the current classification in lieu of layoff; or 6. Where probationary or temporary employees are Elect to be laid off. 21.6 In the event of a layoff, no notice the order of layoff need within the class* shall be givendetermined by the date of hire. Within each classification, all employees, other than Regular employees, The employee with the most recent date of hire in that class* plus higher classes* shall be laid off prior to Regular employees being laid off. Employees serving an initial probationary period will be laid off prior to employees who have completed such period. Regular employees shall be laid off in the reverse order of seniority in the classification with the least senior employee being laid off first. Whenever two or more Regular employees in the same class have the same amount “Length of class seniority, ties will be broken Service” is defined by giving greater preference to the employee with greater department seniority. If the tie is still unresolved, the tie shall be broken by giving greater preference to the employee with greater City seniority. If the tie is still unresolved, the tie shall be broken by lotdate of hire. 12.2 An employee who has been laid off may elect to displace an employee in a lower paid class in 21.7 In the bargaining unit provided the employee has greater combined seniority than the employee to be displaced, calculated by adding seniority in the laid-off class to seniority in the lower-paid class. Whenever an employee demotes to a lower-paid class, the employee shall be placed on the salary step which has the closest wage rate to the employee’s previous wage rate. 12.3 Laid-off employees shall be kept on a reemployment list for a period case of two (2) years or more employees having identical seniority, the seniority shall be determined by lot. 21.8 Prior to any layoff, the District shall post a seniority list of affected employees. The District shall also provide the Union with a copy of the seniority list annually upon request. 21.9 Employees who are laid off shall be eligible to continue to receive District insurance benefits for a period of one (1) full calendar month from the date of layoff and shall have preferential rehire rights layoff, subject to the class from which the employee was laid off in the reverse order of layoff. Whenever it becomes necessary for the City to notify a laid-off-employee of a reemployment opportunity, the City shall do so by use of registered mail to the employee’s last known address as supplied by the employee. Reemployment shall be based upon the laid-off employee’s ability to meet current employment standards. If an employee does not accept reemployment, the employee’s name shall be removed from the reemployment list and the employee shall no longer have reemployment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate will be reinstated. 12.4 Employees who have elected to demote into a lower paying class shall have preferential promotion rights to the class from which they were demoted in the reverse order of demotion. If an employee does not accept an offer of promotion to the class from which the employee was demoted, the employee will lose all preferential rights to re-promotion. 12.5 Sworn departmental management classifications may demote into the bargaining unit provided the above procedures are complied with. 12.6 In the event of potential layoffs, discussions will occur outside approval of the meet and confer process as to early retirement options that may be availableinsurance carriers.