General Layoff Procedures Sample Clauses
The General Layoff Procedures clause outlines the standard steps an employer must follow when reducing its workforce. Typically, this clause details the criteria for selecting employees for layoff, the notice period required, and any severance or support offered to affected employees. By establishing a clear and consistent process, the clause helps ensure fairness, transparency, and legal compliance during layoffs, thereby minimizing disputes and uncertainty for both employers and employees.
General Layoff Procedures. When a layoff occurs, the following general rules shall apply:
A. Layoff shall be by classification as set forth in Article II, Recognition and Union Security, Section 1, Bargaining Unit.
B. Layoff may be by organizational unit of an agency or agency- wide. When layoff is by organizational unit of an agency, the organizational unit will be no smaller than as follows: by district or zone for the Department of Public Safety, and by district for the Department of Natural Resources.
C. Each employee affected by a reduction in force shall be notified in writing of layoff at least twenty (20) calendar days prior to the effective date of the layoff unless budgetary limitations require a lesser period of notice.
D. Affected employees shall be laid off in accordance with seniority, ability, and job performance. In the event ability and job performance are equal, seniority shall be controlling. The determination of the layoff order is subject to the grievance procedure commencing at Step 3.
E. A permanent employee in a classification in which layoffs are to be effected may, in lieu of layoff, have the options to bump another less senior employee in the bargaining unit, to be exhausted in the following order:
1. To the same classification within the same division;
2. To the same classification within a different division;
3. To a classification which the employee has formerly occupied while in the continuous employment of the agency, provided the employee meets the qualifications and has left the formerly occupied classification in good standing;
4. To a lower classification in the bargaining unit in the same department, provided the employee meets the qualifications. After the employee has elected to bump, the assignment in the classification will be at the Appointing Authority’s discretion; however, such assignment shall not be permitted if the result thereof would be to cause the bumping of a permanent employee with greater seniority. To exercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, in writing, of such election which must be received or postmarked not later than five (5) calendar days after receiving notice of layoff. Any permanent employee displaced under these provisions shall have the right of election as provided herein. An employee who elects to bump in accordance with option 1 (Article VI, Section 2F) will be placed at the top of the transfer list for the district from which laid off. The employee will b...
General Layoff Procedures. 1 An employee who has received written notice from the appointing authority of being at risk of layoff may request, in writing, consideration for a lateral or counterpart vacancy within their current agency. The employee shall be interviewed for the vacancy if they provide written documentation of their qualifications for the vacancy and provide a copy of the at risk notice if requested. WLEA will be notified of employees who have received written notice of being at risk of layoff.
General Layoff Procedures. 1. Layoff Unit shall be defined as Work Location as defined in Article
General Layoff Procedures. Effective January 1, 2019, assignment of staff, including layoff is a Prohibited Subject of Bargaining and as such is governed by Civil Service Rules and Regulations.
General Layoff Procedures. 27 1. Layoff shall be statewide within a Department or by geographic and/or 28 organizational layoff units as provided in departmental plans on file with the Civil 29 Service Commission on November 24, 1980, unless subsequently modified in 30 secondary negotiations. Layoff units shall be defined in secondary negotiations 31 upon request of either party.
32 2. Within a layoff unit, except where the use of approved class clusters have been 33 established by secondary negotiations, layoff shall be by Civil Service Commission 34 classification and level within a series by inverse seniority. Positions in a class 35 series which contain automatic level changes shall be considered to be at the 36 same class and level. Where the use of approved class clusters have been 37 established through secondary negotiations layoff shall be by inverse seniority 38 within the layoff unit and the approved class cluster.
39 3. No permanent employee shall be laid off until all limited-term and temporary non- 40 career appointments in the same classification (and approved class cluster, if 41 negotiated in secondary negotiations) and lay-off unit are terminated.
1 4. Seniority for purposes of layoff, bumping and recall shall be as defined in Article 2 11, Section A.
3 5. Excluded employees and eligible employees, as defined by the Civil Service 4 Commission Rules and Regulations, who are not exclusively represented shall be 5 permitted to bump back into these Bargaining Units under procedures outlined 6 hereinafter.
7 6. Seniority of excluded employees and eligible employees who are not exclusively 8 represented for purposes of bumping into the Labor and Trades and/or the Safety 9 and Regulatory Units shall be computed as follows:
10 a. All persons employed on November 24, 1980, shall retain full seniority based 11 on their continuous service prior to that date.
12 b. All persons who moved from the rank and file to an excluded or eligible non- 13 exclusively represented position prior to November 24, 1980, shall retain all 14 continuous service hours for purposes of seniority earned up to November 24, 15 1980, plus up to an additional 1,040 hours.
16 c. All persons who moved from the rank and file to an excluded or eligible non- 17 exclusively represented position after the effective date of the Agreement shall 18 retain all continuous service hours for purposes of seniority earned up to the 19 effective date of such appointment and thereafter up to 1,040 hours earned in 20 such ...
General Layoff Procedures. The Employer shall determine the location of positions and the number of 16 employees which are to be laid off by class/level. Preauthorized levels in a 17 class series shall be considered as one level. The Employer shall then 18 identify the least senior employee(s) at the work location where the layoff(s) 19 are to occur who will be laid off or given the option to exercise their bumping 20 rights as specified in Sections 5 and 6 of this Article. Layoff shall be within
General Layoff Procedures. 8/2/1 When a layoff occurs, the following general rules shall apply:
A. Layoff shall be by employing unit within the bargaining unit.
B. Layoff shall be by class and subtitle as set forth in job specifications.
C. Employees within the layoff group shall be laid off by seniority with the least senior laid off first as defined in Article V, except that the Employer shall be permitted to exempt from the layoff process up to ten percent (10%) of the employees but not less than one (1) employee.
D. Employees with permanent status in class shall not be laid off while any limited term employees in the same classification, or original appointment employees serving a probationary period in the same classification, are continued in a bargaining unit position within the employing unit.
General Layoff Procedures. When a layoff occurs, the following general rules shall apply:
▇. ▇▇▇▇▇▇ shall be by classification as set forth in Article II, Recognition and Union Security, Section 1, Bargaining Unit.
▇. ▇▇▇▇▇▇ may be by organizational unit of an agency or agency- wide. When layoff is by organizational unit of an agency, the organizational unit will be no smaller than as follows: by district for State Patrol, Division of Criminal Investigation, Fire Marshal, Division of Narcotics Enforcement, and Department of Natural Resources.
C. An agency may not lay off permanent employees until they have terminated all non-permanent employees within the layoff unit in the same classification in the following order: emergency, temporary, intermittent, career development, and probationary. For purposes of layoff, for employees in the Department of Public Safety, the probationary period as used in this Section is the first twelve (12) months of employment as a peace officer in the bargaining unit. For employees in the Department of Natural Resources, it is the probationary period as defined in the Iowa Code and Administrative Regulations.
D. Each employee affected by a reduction in force shall be notified in writing of layoff at least twenty (20) calendar days prior to the effective date of the layoff unless budgetary limitations require a lesser period of notice.
E. Affected employees shall be laid off in accordance with seniority, ability, and job performance. In the event ability and job performance are equal, seniority shall be controlling. The determination of the layoff order is subject to the grievance procedure commencing at Step 3.
F. A permanent employee in a classification in which layoffs are to be effected may, in lieu of layoff, have the options to bump another less senior employee in the bargaining unit, to be exhausted in the following order: 1 To the same classification within the same division;
General Layoff Procedures. A. In the event of reduction of force, layoff shall be by employing unit within the bargaining unit. For purposes of this article, employing unit is defined as the facility for the Departments of Corrections and Human Services; the employing unit for the Department of Human Services, non-facility based nurse, and for all other agencies shall be defined by the Employer with reasonable notice to the Association.
B. When the number of positions is to be reduced in a classification in an employing unit, employees in the classification at the employing unit shall be laid off from the classification in reverse order of seniority and ability as defined in Article V, Seniority.
C. No certified or probationary employee within a position classification within the employing unit shall be laid off until any temporary, provisional or emergency employee or employees in a trainee position classification within the classification series within the employing unit is laid off first, unless such temporary employee is in a federally funded position. No certified employee within a position classification shall be laid off until all probationary employees with the same position classification within the employing unit are laid off.
D. An employee laid off as provided in sub-section B who does not choose layoff status may choose to be placed in an available permanent vacant position within the employing unit with the highest pay grade (not above the employee's present pay grade, and on the same shift as before layoff, if possible), that the employee's seniority and ability preference (as defined in Article V, Seniority) entitles the employee to.
General Layoff Procedures. When a layoff or hours reduction occurs, the following general rules shall apply:
A. Layoff shall be by classification and subtitle as set forth in the job specifications.
B. Layoff shall be by organizational unit. (General Government and Board of Regents see Appendix B; Community Corrections see Appendix B2; Department of Administrative Services-State Accounting Enterprise see Appendix Q-7)
C. An agency may not layoff permanent employees until they have eliminated all non-permanent employ- ees within the layoff unit in the same classification in the following order: emergency, temporary, provi- sional, intermittent, trainee, and probationary.
D. The Employer shall notify the Union at least sixty (60) calendar days in advance of any anticipated layoff.
E. Each employee affected by a reduction in force shall be notified in writing of layoff at least twenty