Common use of Job Classification Layoff Clause in Contracts

Job Classification Layoff. If a layoff is determined by the Employer to be necessary for a given job classification in a specific Department, the employee(s) in the job classification who have held the job classification as their regular continuous assignment for the least time by calendar, i.e., job classification seniority, will be designated for layoff, provided that in performing the work required, skill, competence, ability, and current performance are considered substantially equal in the opinion of the Employer, based upon objective job- relevant criteria. Employees who are laid off from their assigned Department may exercise their seniority to displace the least senior employee by job classification seniority in their classification in the other Departments, provided the displaced employee has less job classification seniority and that in performing the work required, skill, competence, ability, and current performance are considered substantially equal in the opinion of the Employer, based upon objective, job-relevant criteria. If the layoff results in a restructuring of positions within the classification, then Section (6.5) will apply. Employees who are laid off from their classification may, subject to Section 5.11, Job Openings, select for a position from a listing of vacant positions within the facility. An employee may choose voluntary layoff rather than bid on a position. If the number of employees choosing voluntary layoff exceeds the number of employees to be laid off, seniority will determine which employees will actually be laid off. An employee may choose to remain on the recall list for up to twelve (12) months unless a job comparable to theirs in rate of pay, shift, job classification, FTE, and Department becomes available in the interim.

Job Classification Layoff. If a layoff is determined by the Employer to be necessary for a given job classification in a specific Department, the employee(s) in the job classification who have held the job classification as their regular continuous assignment for the least time by calendar, i.e., job classification seniority, will be designated for layoff, provided that in performing the work required, skill, competence, ability, and current performance are considered substantially equal in the opinion of the Employer, based upon objective job- job-relevant criteria. Employees who are laid off from their assigned Department may exercise their seniority to displace the least senior employee by job classification seniority in their classification in the other Departments, provided the displaced employee has less job classification seniority and that in performing the work required, skill, competence, ability, and current performance are considered substantially equal in the opinion of the Employer, based upon objective, job-relevant criteria. If the layoff results in a restructuring of positions within the classification, then Section (6.5) will apply. Employees who are laid off from their classification may, subject to Section 5.11, Job Openings, select for a position from a listing of vacant positions within the facility. An employee may choose voluntary layoff rather than bid on a position. If the number of employees choosing voluntary layoff exceeds the number of employees to be laid off, seniority will determine which employees will actually be laid off. An employee may choose to remain on the recall list for up to twelve (12) months unless a job comparable to theirs in rate of pay, shift, job classification, FTE, and Department becomes available in the interim.