Layoff Decision Clause Samples

The Layoff Decision clause defines the process and authority for determining when and how employees may be laid off from their positions. Typically, this clause outlines the criteria for layoffs, such as business needs, performance, or seniority, and specifies who within the organization has the power to make these decisions. By clearly establishing the grounds and procedures for layoffs, the clause helps ensure fairness, transparency, and legal compliance, while also protecting the organization from potential disputes or claims related to workforce reductions.
Layoff Decision. The layoff process is initiated when Management reaches a tentative decision to reduce staff or restructure the workforce. Such a tentative decision may impact only one department, or it may be district-wide. Employees identified for layoff must be in accordance with Article 22.31. Once such a tentative decision is reached, a discussion will begin between representative(s) of the Human Resources Department, other appropriate Management staff and Federation representatives (potentially including the affected employees) to explore alternatives to layoff. These discussions will begin at least 90 calendar days before the potential layoff date. The reasons why any rejected alternatives will not be implemented will be provided to the Federation in writing
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Layoff Decision. During the term of this Agreement and after its expiration, FP has the right to lay off full-time or part-time employees for business or operational reasons. If FP decides to lay off employees under this Article, FP will determine the affected job classification(s) and the number of employees within the affected classification(s) to be laid off. Job classifications for purposes of this Article are the job titles listed in Article XVIII, Minimum Salaries. Except for alleged violations of paragraph 1(c) below, these decisions shall not be subject to the grievance and arbitration provisions of this Agreement.
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Layoff Decision. 22.2.1 The layoff process is initiated when Management reaches a tentative decision to reduce staff or restructure the workforce. Such a tentative decision may impact only one department, or it may be district-wide. Employees identified for layoff must be in accordance with Article 22.31. Once such a tentative decision is reached, a discussion will begin between representative(s) of the Human ResourcesPSEC Department, other appropriate Management staff and Federation representatives (potentially including the affected employees) to explore alternatives to layoff. These discussions will begin at least 90 calendar days before the potential layoff date. The reasons why any rejected alternatives will not be implemented will be provided to the Federation in writing 22.2.2 Those employees that would be subject to this layoff will be given written notice of the layoff at least 90 calendar days prior to the effective date of the layoff. The Federation will also receive a copy of this notice.
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Layoff Decision. During the term of this Agreement and after its expiration, Slate has the right to lay off employees for business or operational reasons. If ▇▇▇▇▇ decides to lay off employees under this Article, Slate will determine the affected job classification(s) and the number of employees within the affected classification(s) to be laid off. Job classifications for purposes of this Article are the job titles listed in Article I, Minimum Salaries. Except for alleged violations of this Article VII 2(f), these decisions shall not be subject to the grievance and arbitration provisions of this Agreement.
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Related to Layoff Decision

  • Claim Decision Upon receipt of such claim, the Plan Administrator shall respond to such claimant within ninety (90) days after receiving the claim. If the Plan Administrator determines that special circumstances require additional time for processing the claim, the Plan Administrator can extend the response period by an additional ninety (90) days for reasonable cause by notifying the claimant in writing, prior to the end of the initial ninety (90) day period, that an additional period is required. The notice of extension must set forth the special circumstances and the date by which the Plan Administrator expects to render its decision. If the claim is denied in whole or in part, the Plan Administrator shall notify the claimant in writing of such denial. The Plan Administrator shall write the notification in a manner calculated to be understood by the claimant. The notification shall set forth: (i) The specific reasons for the denial; (ii) The specific reference to pertinent provisions of the Agreement on which the denial is based; (iii) A description of any additional information or material necessary for the claimant to perfect the claim and an explanation of why such material or information is necessary; (iv) Appropriate information as to the steps to be taken if the claimant wishes to submit the claim for review and the time limits applicable to such procedures; and (v) A statement of the claimant’s right to bring a civil action under ERISA Section 502(a) following an adverse benefit determination on review.

  • The Decision If mediation fails, or is not appropriate, and if the decision can be rendered after a short deliberation, the Arbitrator will do so. By meeting first with counsel to explain the framework of the Arbitrator’s decision, the parties are provided with an opportunity to influence the exact terms of resolution. Within the framework of settlement as outlined by the Arbitrator, the parties can work out exact terms which best suit the specifics of the case. Such an opportunity should not be wasted by continuing to argue the merits of the case.

  • Final Decision Concessionaire covenants that the decision of the Commissioner of Department, relative to the performance of the terms and conditions of this Agreement, shall be final and conclusive.

  • Review of Decision Within sixty (60) days after the Secretary’s receipt of a request for review, he or she will review the Company’s determination. After considering all materials presented by the Claimant, the Secretary will render a written opinion, written in a manner calculated to be understood by the Claimant, setting forth the specific reasons for the decision and containing specific references to the pertinent provisions of this Agreement on which the decision is based. If special circumstances require that the sixty (60) day time period be extended, the Secretary will so notify the Claimant and will render the decision as soon as possible, but no later than one hundred twenty (120) days after receipt of the request for review.

  • Arbitration Decision The arbitrator’s decision will be final and binding. The arbitrator shall issue a written arbitration decision revealing the essential findings and conclusions upon which the decision and/or award is based. A party’s right to appeal the decision is limited to grounds provided under applicable federal or state law.