Layoff and Bumping Procedures Sample Clauses

Layoff and Bumping Procedures. Stage 1 Those employees who are in receipt of layoff notice will advise the Executive Director, Human Resources or designate, in writing, within five (5) working days of the option chosen. "At the request of the employee, the period shall be extended to ten (10) days." (Article 12.01 (f)). Stage 2 Upon receipt of the responses, the University will initiate the appropriate action within three (3) working days. Stage 3 Employees, in order of category and seniority, will meet with the joint committee. They will be advised of the position which has been proposed as their reassignment. At that time, if the position is deemed unsuitable by the employee, they may request the committee reconsider the assignment. If the committee unanimously concurs, an alternative assignment will be made if any such opportunities exist. Stage 4 The University will confirm the transfer in writing within a further three (3) working days. Stage 5 Layoff notices for individuals bumped from their positions and not reassigned will be issued immediately with the option of:
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Layoff and Bumping Procedures. Layoffs will be based upon the employee’s bargaining unit sen- iority date, level, hours and weeks. 1. A laid off employee will bump at his/her own level/hours and if no jobs are available at his/her own level/hours; i.e., the holders of all jobs at this level have more seniority than the laid off employee, then he/she may bump at the next lowest level. Employees who are bumping into new positions will not have his/her status improved by the bumping and layoff process while other employees are on the Obligation List. 2. A twelve (12) month employee will bump a twelve (12) month job unless there are no twelve (12) month jobs available, in which case he/she may bump downward (i.e., bump a 48- week employee). A forty-eight (48) week employee will bump a forty-eight (48) week job unless there are no forty-eight
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Layoff and Bumping Procedures. Layoffs will be based upon the employee’s bargaining unit sen- iority date, level, hours and weeks. 1. A laid off employee will bump at his/her own level/hours and if no jobs are available at his/her own level/hours; i.e., the holders of all jobs at this level have more seniority than the laid off employee, then he/she may bump at the next lowest level. Employees who are bumping into new posi- tions will not have his/her status improved by the bumping and layoff process while other employees are on the Obli- gation List. 2. A twelve (12) month employee will bump a twelve (12) month job unless there are no twelve (12) month jobs avail- able, in which case he/she may bump downward (i.e., bump a 44-week employee). A forty-four (44) week em- ployee will bump a forty-four (44) week job unless there are no forty-four (44) week jobs available, in which case he/she may bump downward (i.e., bump a forty-two (42) week em- ployee). 3. An eight (8) hour employee will bump an eight (8) hour job, a seven (7) hour employee will bump a seven (7) hour job, a six (6) hour employee will bump a six (6) hour job and a four (4) hour employee will bump a four (4) hour job unless there are no jobs available, in which case he/she may bump a job with the next fewer hours. 4. Those employees who do not exercise their right to bump and accept a new assignment, shall not be placed on the Obligation List. The Seniority list shall reflect the rights of these employees at the adjusted position. 5. Members whose positions have been eliminated, reduced, bumped or changed due to reductions in staff shall be giv- en a two (2) week notice prior to the reduction and/or change. The District will make every reasonable effort to give the affected member specific details of the change and the new assignment. Laid off members will be placed in seniority sequence on the obligation list. The obligation list will reflect the seniority, level, hours, and weeks of the em- ployee at the time of layoff and bumping. 6. Employees who exercise their seniority under this Section and bump into a new position will be paid at the rate of the level into which they bump. 7. Employees who exercise their seniority under this Section will be returned to their previous level before any other laid off employee with less seniority in the level from which the senior employee was laid off is recalled. 8. Employees who exercise their seniority under this Section shall be on a trial basis in the new position for a period of...
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Layoff and Bumping Procedures. 1. Within five (5) working days of receipt of the notification of layoff, the employee scheduled for layoff shall notify the Department of Human Resources Director of his/her decision to either accept layoff or bump in accordance with the procedures described herein. 2. An employee who becomes subject to layoff and/or bumping shall be entitled to exercise bumping rights in the order enumerated each time he/she becomes subject to layoff and/or bumping until such employee is placed in a vacant position, bumps into a position occupied by the least senior employee as provided below, exhausts his/her seniority, or accepts a temporary transfer as provided below.
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Layoff and Bumping Procedures. 1. Within five (5) working days of receipt of the notification of layoff, the employee scheduled for layoff shall notify the Director of Human Resources of his/her decision to either accept layoff or bump in accordance with the procedures described herein. 2. An employee who becomes subject to layoff and/or bumping shall be entitled to exercise bumping rights in the order enumerated below each time he/she becomes subject to layoff and/or bumping until placement or layoff as provided below:
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Layoff and Bumping Procedures. Within ten (10) working days of receipt of layoff, the laid off employee shall indicate in writing to the employer their intent to exercise their right to bump or to be laid off. 1. If the laid off employee indicates an intent to bump, the employee must also indicate in order of preference, those classifications into which they have the qualifications to bump. 2. i. Part-time employees who fill more than one part-time position may exercise their right to bump if the position with the greater number of hours is reduced or made redundant.
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Related to Layoff and Bumping Procedures

  • Bumping Procedure In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.

  • Closing Procedures Subject to satisfaction or waiver by the relevant Party of the conditions of Closing, on the Closing Date, the Sellers shall deliver actual possession of the Purchased Interest to the Purchaser and upon such delivery the Purchaser shall pay and issue the Purchase Price in accordance with Section 2.3.

  • Hiring Procedures Nothing contained in this Article 4 shall impair any of the rights of the Employer to hire new or additional employees to meet the employment needs of the Employer, in accordance with the terms and provisions of this collective bargaining Agreement or to meet the obligations of the Employer under Article 2, Section H of this Agreement or to take affirmative steps to comply with any requirements under any applicable Federal or State law prohibiting discrimination in employment.

  • Hearing Procedures The hearing shall be held at the earliest convenient date, taking into consideration the established schedule of the Board or hearing officer and the availability of the CSEA representative, counsel and witnesses. The parties shall be notified of the time and place of the hearing after ensuring availability of all necessary parties. The employee shall be entitled to appear personally, produce evidence, and have CSEA representation. The employee shall be entitled to a public hearing if he/she demands it when the Board is hearing the appeal. 18.12.1 The complainant may also be represented by counsel. The procedure entitled "Administrative Adjudication" commencing with Government Code 11500 shall not apply to any such hearing before the Board or a hearing officer. Neither the Board nor a hearing officer shall be bound by rules of evidence used in California courts. Informality in any such hearing shall not invalidate any order or decision made or approved by the hearing officer or the Board. 18.12.2 All hearings shall be heard by a hearing officer (who shall be an attorney licensed in the State of California) except in those cases where the Board determines to hear the appeal itself. In any case in which the Board hears the appeal, the Board may use the services of its counsel or a hearing officer in ruling upon procedural questions, objections to evidence, and issues of law. However, the Board must employ separate counsel from the one presenting the case for the complainant. 18.12.3 If the appeal is heard by the Board, the Board shall affirm, modify or revoke the recommended personnel action. 18.12.4 If the appeal is heard by a hearing officer, he/she shall prepare a proposed decision in a form that may be adopted by the Board as the decision in the case. A copy of the proposed decision shall be received and filed by the Board and furnished to each party within ten days after the proposed decision is filed by the Board. After furnishing the proposed decision to each party, the Board may: 18.1.4.1 Adopt the proposed decision in its entirety. 18.1.4.2 Reduce the personnel action set forth in the proposed decision and adopt the balance of the proposed decision. 18.1.4.3 Reject a proposed reduction in personnel action, approve the disciplinary action sought by the complainant or any lesser penalty, and adopt the balance of the proposed decision. 18.1.4.4 Reject the proposed decision in its entirety. 18.12.5 If the Board rejects the proposed decision in its entirety, each party shall be notified of such action and the Board may decide the case upon the record including the transcript, with or without the taking of additional evidence, or may refer the case to the same or another hearing officer to take additional evidence. If the case is so assigned to a hearing officer, he/she shall prepare a proposed decision, as provided in item Section 18.12.4 above, upon the additional evidence and the transcript and other papers which are part of the record of the prior hearing. A copy of this proposed decision shall be furnished to each party within 10 days after the proposed decision is filed by the Board. 18.12.6 In arriving at a decision or a proposed decision on the propriety of the proposed disciplinary action, the Board or the hearing officer may consider the records of any prior disciplinary action proceedings against the employee in which a disciplinary action was ultimately sustained and any records that were contained in the employee's personnel files and introduced into evidence at the hearing.

  • Billing Procedures The Supporting Party will bill the Protecting Party for actual costs incurred for Assistance by Hire. Reimbursements will be limited to the provisions of the Agreement and the applicable OP, regardless of whether or not it is authorized on the Resource Order or other documentation produced by the incident. Reimbursable costs may include transportation, salary, overtime, per diem and other approved expenses of supporting agency personnel. Rates and conditions of use for the equipment and personnel are documented in the OP. Parties shall submit a bill within 90 days of the incident. Parties must use their own invoice form for billing under this Agreement to avoid any confusion with other services that may have been ordered under other agreements. Invoices must identify Supporting Party’s name, address, and Taxpayer Identification Number (Department only), fire name, order and request number, and bill number and amount. Invoice supporting documentation must include description of services performed, period of services performed, and any applicable cost share agreements. Supporting documentation will itemize details of billing, listing personnel, equipment, travel and per diem, aircraft, supplies and purchases as approved in the attached OP. It will also include itemized deductions for maintenance and repair of equipment. Department invoices will include “Record of Activities” (FSLA-5) and U.S. Forest Service invoices will include transaction register. Invoices for services under this agreement must be sent to: ▇▇▇▇▇ ▇▇▇▇▇▇▇, FFMO ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇, ▇▇ ▇▇▇▇▇ Telephone: ▇▇▇-▇▇▇-▇▇▇▇ FAX: ▇▇▇-▇▇▇-▇▇▇▇ Email: ▇▇▇▇▇▇▇▇@▇▇.▇▇▇.▇▇ ▇▇▇ ▇▇▇▇▇▇▇▇, FIRE CHIEF ▇.▇. ▇▇▇ ▇▇▇ ▇▇▇▇▇▇▇, ▇▇ ▇▇▇▇▇ Telephone: ▇▇▇-▇▇▇-▇▇▇▇ FAX: ▇▇▇-▇▇▇-▇▇▇▇ Email: ▇▇▇▇▇▇▇▇▇▇▇.▇▇▇▇@▇▇▇▇▇▇▇▇.▇▇▇ All bills will have a payment due date 30 days upon receipt. Contested ▇▇▇▇▇▇▇▇: Written notice that a bill is contested will be mailed to the Party within 30 days of receipt of the invoice and will fully explain the contested items. Contested items should be resolved no later than 60 days following receipt of the written notice. Parties are responsible for facilitating resolution of contested ▇▇▇▇▇▇▇▇. Billing requirements and rates are documented in the attached OP.