General Layoff Sample Clauses

The General Layoff clause establishes the conditions under which an employer may terminate employees due to business needs unrelated to individual performance, such as economic downturns or organizational restructuring. Typically, this clause outlines the process for selecting employees for layoff, notice requirements, and any severance or support provided. Its core function is to provide a clear, standardized procedure for workforce reductions, thereby minimizing disputes and ensuring both parties understand their rights and obligations during layoffs.
General Layoff. (1) An employee who has acquired seniority rights pursuant to the provisions of Section 2 of this Article shall not be laid off under the gen- eral layoff provisions of this Sub-Section (A) unless all employees in his occupation who have not acquired seniority rights pursuant to the pro- visions of Section 2 of this Article have been laid off. In a department where a surplus in an occupation develops and employees in such de- partment and occupation who have acquired seniority rights and possess the same seniority date become vulnerable to layoff, such employ- ee(s) possessing prior service will be given pref- erence (where prior service information is avail- able) in the following order; ▇▇▇▇▇▇▇▇ ▇▇▇▇▇, Lockheed ▇▇▇▇▇▇ Aeronautics Hires, Lockheed ▇▇▇▇▇▇ Corporation Hires and Others. Employ- ees will be considered in these groups and the employee with the earliest original hire date will be considered more senior. The next preference will be given to employees with the lowest last five (5) digits in their employee number. Em- ployee numbers (or prior service considerations) cannot be used for the purpose of displacing into another department or classification (2) (DELETED 1986 NEGOTIATIONS) (3) Employees who have acquired seniority rights shall be laid off in order of seniority ap- plied by occupation, within the Company, where ability, skill and efficiency are substantially equal. This provision shall be applied as fol- lows: (a) Where ability, skill and efficiency are sub- stantially equal, employees within the surplus group shall displace the least senior employees in the occupation in the Company. (b) Employees in a department where a surplus in an occupation develops whose seniority makes them vulnerable to layoff from the occu- pation shall be included within the group consid- ered as surplus within the department. (4) An employee who has acquired seniority rights scheduled for layoff shall be placed in any lower-rated classification previously held or in any lateral classification previously held by such employee, provided that he is qualified to per- form the work of any less senior employee in such classification in the department where the least senior employee in such classification is located and provided further that such less sen- ior employee, whose work the surplus employee is qualified to perform is, himself, qualified to perform the work of the least senior employee in such classification. In this event such less senior
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General Layoff. In case a general reduction in employment becomes necessary, any probationary employees in the affected department and classification will be released first with the exception of those designated as specially skilled under Section 10 below. When further layoffs become necessary, the least senior employees shall be released first. Employees with established seniority who are effected by a reduction in force in their department shall have the right to exercise their seniority as follows: (A) Within the classification for which they have current qualifications in any department or shift. (B) To fill any open job for which they have current qualifications.
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General Layoff. (1) The terms "layoff" and "laid off" as used in this Agreement refer only to cases in which an employee under procedure as outlined in this Section is severed from the payroll or is placed in a different or lower-rated classification in connection with a reduction of the total number of employees in the Company in the classification such employee holds at the time of such severance or placement in a different or lower-rated classification. (2) The following general provisions shall apply in effecting a layoff: a. A full-time employee will be scheduled for layoff in order of seniority of full- time employees where ability, skill and efficiency are substantially equal. b. A part-time employee will be scheduled for layoff in order of seniority of part- time employees, where ability, skill and efficiency are substantially equal. c. Where employees are being laid off or where there is a recall list, the number of part-time employees will not exceed one per department per shift for any classification, except where the parties have mutually agreed. In any case, the total number of part-time employees at each respective C.E.G. will not exceed 1 1/4% of the total number of bargaining unit employees at that C.E.G. d. An employee who has acquired seniority pursuant to Subsection B of Section 1, of this Article, shall not be laid off until all probationary employees in the affected classification are laid off. Such probationary employees may be laid off without regard to relative length of service. e. An employee scheduled for downgrade or lateral placement under layoff procedure may elect layoff from the payroll at the time such downgrade or lateral placement is offered. Such election must be made within two (2) working days following the offer. f. The Company shall have three (3) working days in which to correct, without liability, any layoff out of seniority which results from an administrative error involving employees who were surplused or who displaced other employees elsewhere under layoff procedure. Insofar as is practical, the senior employees will be placed first and such placement will not be affected by the terms of the recall procedure. g. Wherever practicable, shift preference will be given to the most senior qualified employees. h. An employee who accepts a placement to enter a Trainee classification shall be eligible to displace into any classification held prior to such placement in accordance with seniority. i. Employees who are on, or scheduled for...
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General Layoff. In the event of a layoff for any reason, Sergeants will be laid off in the inverse order of their seniority within the Sergeants Association, except the Sheriff reserves the right to retain positions of higher rank.
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General Layoff. 20 Section 9. Recall ................................................... 21 Section 10.
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General Layoff. Layoffs (See coded letter E-3)
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General Layoff. Layoffs (See coded letters C-5, D-18 and E-3)
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Related to General Layoff

  • General Leaves When no other leaves are available, a leave of absence may be granted to an employee on a paid or unpaid basis at any time upon any terms acceptable to the District and an employee.

  • General Leave Notwithstanding any provision for leave in this Agreement, the Employer may grant a leave of absence without pay to an employee requesting leave for an emergency or other unusual circumstances. A leave of absence may also be granted for any other reason in which case approval shall not be unreasonably withheld. All requests and approvals for leave shall be in writing. Upon request, the Employer will give reasons orally for withholding approval.

  • General Leave of Absence a) Leave of absence without pay may be granted to employees for valid reasons as set out by Company policy. b) An employee on general leave of absence shall not accumulate sick leave credits, or earn vacation but shall retain the seniority, sick leave credits, and vacation credits earned prior to commencing leave of absence. c) Employees do not have the option of continuing their benefit coverage during the leave. d) Employees on leave of absence shall be required to apply for any extension.

  • General Leave Provisions 21.1.1 Except where explicitly noted in Article ▇▇ ▇▇▇▇▇ ▇▇▇▇▇, the Employer may implement, modify, or eliminate the leaves of absence as outlined in this Article and consistent with all state and federal leave requirements. The Employer reserves the right to modify its Leave of Absence policies. The Employer will inform the Union of any material and substantial changes in its Leave of Absence policies prior to implementation.

  • Funeral Leave A. In the event of death in the immediate family, a permanent unit member shall qualify for funeral leave with pay for up to three (3) consecutive workdays (24 hours) for participation in funeral services or arrangements. B. For the purpose of this section, “immediate family” is defined as: spouse, child or stepchild, grandchild, parent, stepparent, grandparent, brother, sister, parents or stepparents of spouse, brother-in-law or sister-in-law, and grandparents of spouse. A. Funeral pay will be provided to accommodate absences occurring only on regularly scheduled workdays at the employee’s base rate of pay. Funeral leave will not be granted for any period during which the employee is already in a paid or unpaid leave status (unpaid leave status is interpreted as being military leave, disciplinary suspension, voluntary unpaid leave, absence without leave). B. Eligibility is further conditioned upon submission by the employee of a certificate as to the purpose and validity of leave usage. C. Leave requests meeting the conditions of these sections will be approved by the employee’s immediate supervisor and, if requested, the employee shall further submit proof of death and relationship. D. Requests for funeral leave with pay will not be approved for absences not taken within a seven (7) calendar day period of the date of the funeral. A. In the event of the death of an employee’s relative and not in the immediate family, as defined above, leave time with pay up to one eight (8) hour workday may be taken for funeral purposes. No more than twenty-four (24) hours may be taken in any one (1) calendar year as funeral leave in keeping with this section. B. In the event a unit member should require additional time in excess of the allowances established in the above provisions, such additional time may be charged against vacation credits, with the approval of the supervisor. Section 4: Use of funeral leave will not be charged against accumulated sick leave balances. Section 5: In addition to funeral leave, in the event of the death of a spouse and/or a child of the employee, two (2) days’ sick leave may be used by the employee as additional bereavement leave.