Layoff for purposes of Clause Samples

Layoff for purposes of this Agreement shall be defined as: The interruption of employment and suspension of pay of any regular, trial service, or probationary employee because of lack of work, lack of funds or through reorganization. Reorganization when used as a criterion for layoff under this Agreement shall be based upon specific policy decision(s) by legislative authority to eliminate, restrict or reduce functions or funds of a particular department. A. In a given class in a department, the following shall be the order of layoff: 1. Interim appointees; 2. Temporary or intermittent employees not earning service credit; 3. Probationary employees *; 4. Trial service employees * (who cannot be reverted in accordance with Section 8.4B); or 5. Regular employees * in order of their length of service, the one with the least service being laid off first. B. However, the City may lay off out of the order described above for one or more of the reasons cited below: 1. Upon showing by the appointing authority that the operating needs of the department require a special experience, training, or skill. 2. When (1) women or minorities are substantially underrepresented in an EEO category within a department; or (2) a planned layoff would produce substantial underrepresentation of women or minorities; and (3) such layoff in normal order would have a negative, disparate impact on women or minorities; then the Seattle Human Resources Director shall make the minimal adjustment necessary in the order of layoff in order to prevent the negative disparate impact. C. At the time of layoff, a regular employee or a trial service employee (per 20.5A(4) above) shall be given an opportunity to accept reduction (bump) to the next lower class in a series of classes in their department or they may be transferred as provided in Section 20.1C4. An employee so reduced shall be entitled to credit for any previous regular service in the lower class and to other service credit in accordance with Section 20.6.
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Layoff for purposes of this Agreement shall be defined as the interruption of employment and suspension of pay of any regular, trial service or probationary employee because of lack of work, lack of funds or through reorganization. Reorganization when used as a criterion for layoff under this Agreement shall be based upon specific policy decision(s) by legislative authority to eliminate, restrict or reduce functions or funds of a particular department.
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Layoff for purposes of this Agreement shall be defined as: The interruption of employment and suspension of pay of any regular, trial service, or probationary employee because of lack of work, lack of funds, or through reorganization. Reorganization when used as a criterion for layoff under this Agreement shall be based upon specific policy decision(s) by legislative authority to eliminate, restrict, or reduce functions or funds of a particular department. 19.5 A. In a given class in a department, the following shall be the order of layoff: 1. Interim appointees; 2. Temporary or intermittent employees not earning service credit; 3. Probationary employees*; 4. Trial service employees* (who cannot be reverted in accordance with Section 20.4B); or 5. Regular employees* in order of their length of service, the one with the least service being laid off first. * Except as their layoff may be affected by military service.
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Related to Layoff for purposes of

  • Leave Without Pay for Personal Needs 35.15.1 Leave without pay will be granted for personal needs, in the following manner: 35.15.1.1 Subject to operational requirements, leave without pay for a period of up to three (3) months will be granted to an employee for personal needs. 35.15.1.2 Subject to operational requirements, leave without pay of more than three (3) months but not exceeding one (1) year will be granted to an employee for personal needs. 35.15.1.3 An employee is entitled to leave without pay for personal needs only once under each of 35.15.1.1

  • Personal Leave Without Pay Leave of absence without pay may be granted by the College for legitimate personal reasons.

  • Parental Leave Without Pay (a) Where an employee has or will have the actual care and custody of a new- born child (including the new-born child of a common-law spouse), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee’s care. (b) Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for the adoption of a child, the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child comes into the employee’s care. (c) Notwithstanding paragraphs (a) and (b): (i) where the employee’s child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay, or (ii) where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which his or her child is hospitalized, the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on parental leave. However, the extension shall end not later than one hundred and four (104) weeks after the day on which the child comes into the employee’s care. (d) An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the expected date of birth of the employee’s child (including the child of a common-law spouse), or the date the child is expected to come into the employee’s care pursuant to paragraphs (a) and (b). (e) The Employer may, (i) defer the commencement of parental leave without pay at the request of the employee; (ii) grant the employee parental leave without pay with less than four

  • Maternity Adoption and Parental Leave A member who is pregnant is entitled to leave for a period of up to seventeen (17) weeks in accordance with the Employment Standards Act as amended by Bill 14. The member must have been in the employ of the Board for a period of at least thirteen (13) weeks to qualify for the leave. The member shall normally give the Chief two (2) weeks notice in writing of the date she intends to commence the leave and shall provide the Chief with a certificate from a legally qualified medical practitioner giving the estimated date upon which the delivery will occur in his opinion. Where the member intends to return to work sooner than (or later than as the case may be) her original date of return, she shall give the Chief a minimum of four (4) weeks written notice of such intention. It is understood however, that in no case will a pregnancy leave exceed a total of seventeen (17) weeks, except as noted in section 38(2) of Bill 14. A member who has been employed for at least thirteen (13) weeks is entitled to a parenting leave of up to eighteen (18) weeks in duration. In the case of the natural mother of a child, such leave must begin immediately upon the completion of the end of her pregnancy leave and must end no later than thirty-five (35) weeks after the pregnancy leave commenced. In the case of the parent of a child who is not entitled to a pregnancy leave, a parental leave of up to eighteen (18) weeks will be granted upon application, provided that the member has given the Chief at least two (2) weeks written notice of the date the leave is to commence, following: (a) the birth of the child; or (b) the coming of the child into the custody, care and control of a parent for the first time. The two week written notice may be waived as noted in subsection 38 b(1) of Bill 14. Such parental leave must commence no later than thirty-five (35) weeks after the day the child is born or comes into the custody, control, and care of a parent for the first time. A member who has given notice to end leave may change the notice, (i) to an earlier date if the member gives the Chief at least four (4) weeks written notice before the earlier date; or (ii) to a later date if the member gives the Chief at least four (4) weeks written notice before the leave was to end. During the pregnancy and/or parental leave, the member continues to participate in her benefits in accordance with this collective agreement, unless he or she elects in writing to do otherwise. Where a member is responsible for contributing to the benefit costs, she must continue to do so during the course of his or her leave(s) in order to maintain coverage. Furthermore, seniority and service shall continue to accrue during the leave period. A member on pregnancy and/or parental leave is entitled to return to the position the member held at the time the leave commenced, after the leave has ended, or to a comparable position if the position no longer exists. This clause is intended to reflect the provisions of Bill 14. Where there is a dispute with regards to pregnancy or parental leave, the provisions of Bill 14 shall prevail.