Layoff Procedure Sample Clauses
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Layoff Procedure. A layoff is defined as a separation from state service for involuntary reasons other than resignation, not reflecting discredit on an employee. For the purposes of layoff the Criminal Investigator and Criminal Financial Investigator shall be treated as one classification. The layoff procedure shall occur in the following manner:
a. The Department shall determine the classification(s) affected and the employees in the affected classification(s) shall be notified of their potential layoff. An employee shall be given written notice of layoff as far in advance as possible, but not less than thirty (30) calendar days before the effective date, stating the reason(s) for the layoff. The Department shall notify, in writing, all affected employees of their seniority. The Department shall notify the CIA, in writing, of the seniority of all employees in all affected classifications.
b. All non-regular status employees/temporaries working in the affected classification(s) in which a layoff may occur shall be terminated prior to the actual layoff of trial service or regular status employees. A trial service employee shall be laid off prior to the layoff of any regular status employee.
c. Employees shall be laid off and seniority calculated within the following separate categories:
1. Permanent full-time positions
2. Permanent part-time positions
d. Regular status employees shall be laid off on the basis of inverse classification seniority. For purposes of administering the layoff provisions of this Article, classification seniority is defined as the length of an employee’s continuous service in the Criminal Investigator and Criminal Financial Investigator classifications excluding temporary service, or a break in service which is defined as a separation or interruption of employment without pay of more than one (1) year. All part-time service shall be credited on a prorated basis. If two (2) or more employees have equal service credit, the order of layoff shall be in inverse of the greatest length of continuous state service. Any trial service employee who is laid off shall not be placed on the Department layoff list but shall be restored to the eligible list from which certification was made if the eligible list is still active. Restoration of the list shall be for the remaining period of eligibility that existed at the time of appointment from the list. Regular status employees shall be placed on the Department layoff list for the classification held at time of layof...
Layoff Procedure. Where the layoff of a bargaining unit member is necessary, and provided ability, skill, and qualifications are sufficient to perform the job, employees shall be laid off in reverse order of seniority.
Layoff Procedure. In cases where ability, experience, qualifications, special skills, and physical fitness, where applicable, as determined by the Employer, are equal according to objective tests or standards reflecting the functions of the job concerned, employees shall be laid off in reverse order of seniority.
Layoff Procedure. Employees laid off as a result of a reduction in force shall
Layoff Procedure. Whenever there is a reduction in force, one or all of the following may occur, until the situation which necessitated the reduction in force has been eliminated:
Layoff Procedure. Subd. 1. Teachers with limited permits, provisional certificates and non-tenured teachers shall be terminated first.
Subd. 2. Reduction in certified tenured staff will be made on the basis of seniority as follows: a) If additional reductions are made, they will be from the part-time teacher seniority list; b) If additional reductions are made, they will be from the full-time teacher seniority list. In order to bump into a teaching position in the Montessori program on the basis of seniority, a teacher must have an elementary license and a certificate to teach Montessori on file with the District on or before February 1 for purposes of unrequested leave placement for that year. Teachers shall be given written notice of proposed placement on unrequested leave pursuant to Minn. Stat. §122A.40, subd.10. If a teacher, being laid off, seeks a position for which he/she has a current certificate but has not taught the subject at least one (1) year during the previous five (5) years, the District may impose reasonable education requirements as a condition to being assigned to the position sought. In the event the service time is equal, the following criteria will be used in the following order: (1) education level, (2) total years of teaching experience, (3) administrative recommendation.
Subd. 3. The School District shall be obligated to recognize licensure received on or before February 1 for purposes of unrequested leave placement for that year. Later received licenses shall not be utilized in determining selection for layoff and likewise shall not be utilized for determining recall rights.
Subd. 4. A full-time teacher being laid off may claim a part-time position for which he/she possesses the seniority and qualifications without affecting his/her status on the full-time seniority list.
Subd. 5. Part-time teachers cannot obtain full-time status on the full-time teacher seniority lists by holding part-time positions on the part-time teacher seniority lists and combining such positions to equate to a full-time position.
Subd. 6. Part-time teachers shall have no rights to a full-time position or to bump a teacher in a full-time position. Subd. 7. Realignment of teachers within areas of certification shall not be required in the course of implementing the procedures of this article without the mutual consent of the teachers and the School District.
Layoff Procedure a. In the event of layoff, the Employer shall first lay off employees in the reverse order of their seniority within their department and classification, provided that there remain on the job employees who have the skills to perform the work.
b. An employee who is subject to layoff shall have the right to either.
i. accept the layoff; or
ii. first bump an employee within the department with less seniority (full-time or part-time) in a lower or identical paying classification for which they are qualified and can perform the duties of the lower or identical paying classification without training other than orientation;
iii. then bump an employee within the bargaining unit with less seniority (full-time or part-time) in a lower or identical paying classification for which they are qualified and can perform the duties of the lower or identical paying classification without training other than orientation;
iv. Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of layoff at the outset of the process;
v. An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1%) of the laid off employee’s straight time hourly wage rate;
vi. If a full-time employee bumps a part-time employee as part of the above-noted procedure, the full-time employee is accepting the part-time position only. The decision of the employee to choose (i) or (ii) above shall be given in writing to the Employer within four (4) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. Notice of layoff must be given in person or by registered mail.
Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted:
(a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees).
(b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded.
(c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below.
(i) Student workers in the area will be laid off first;
(ii) Auxiliary workers and employees will be laid off next;
(iii) Type C and D probationary employees will be laid off next;
(iv) Type C and Type D employees will be laid off next;
(v) Type A probationary employees will be laid off next;
(vi) Type A non-probationary employees will be laid off only after the preceding categories.
(i) Student workers in the area will be laid off first;
(ii) Auxiliary workers and employees will be laid off next;
(iii) Probationary Sessionals will be laid off next;
(iv) Sessionals will be laid off next;
(v) Limited Term faculty will be laid off next.
(vi) Probationary Type B faculty will be laid off next;
(vii) Non-probationary Type B faculty will be laid off only after the preceding categories.
Layoff Procedure. When a College decides that circumstances require a reduction in personnel in any position the following provisions shall apply:
Layoff Procedure. In the event of a reduction in force or of regular hours in one of the Hospitals, the Hospital shall notify the Union at least thirty (30) days in advance of the effective date of the layoff, and will give affected employees at least fourteen (14) days advance notice of the layoff during which time volunteers will first be sought as set forth in paragraph (f), below. Such notice to employees may be given during the above referenced thirty (30) day notification period, but the layoff shall not be effective prior to the expiration of that thirty (30) day period. If an insufficient number of Therapists volunteer for layoff to meet reduction goals, the least senior Therapist occupying positions to be eliminated will be displaced, subject only to the ability of the retained employees to perform the duties of the employees to be laid off. Initial displacements shall be carried out by shift. Displaced Therapists will have the right to bump other less senior Therapists within their Hospital providing the Therapist is qualified and has the ability, with no more than two (2) weeks orientation, to competently perform the available work. It is understood that the Hospital will notify the Union of its conclusion that a Therapist has not demonstrated his/her ability within said two (2) weeks prior to terminating the Therapist and the orientation period may be extended by agreement of the parties. Failure to demonstrate competency in the position within the two (2) week period (including any extension of such period agreed to by the Hospital and union) shall be just cause for termination of employment. A Therapist exercising his/her seniority to take a float position must take the entire float position, not just the hours worked at the Therapist’s Hospital.