Common use of Layoff Procedures Clause in Contracts

Layoff Procedures. 1. In the event there is a layoff, the position(s) to be eliminated shall be discussed with the Organization President before any announcement of layoff is made. 2. The employee to be laid off shall be the person with the least District seniority in the lowest job classification of each affected classification series regardless of the number of days or hours worked. In the event the position to be eliminated involves fewer days or hours than the position held by the person with the least District seniority in the lowest job classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or hours or may opt to take the layoff. 3. If the employee to be laid off had been employed in another classification series, and he/she has more District seniority than the least senior person in the lowest job classification of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these layoff procedures will not be interpreted or applied so as to create a job sharing situation. 5. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased as a result of his/her exercise of seniority; or (ii) the employee with the least District seniority in the lowest job classification of the job classification series where it is necessary for those hours to be reduced. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:

Layoff Procedures. In the event of a general cutback or reduction of teachers through layoff from employment, the following procedure will be utilized. 1. Requested voluntary leaves will be granted, without pay, accrual of seniority or advancement on salary schedule, provided there are certified and qualified teachers to replace and perform all of the duties of the teachers granted voluntary leave. Any teacher desiring voluntary leave under this provision who petitions for return from leave to his former position in the District, and for whom a position is not available by virtue of seniority, shall then be converted to a laid off status. 2. If reduction is still necessary, then probationary teachers will be laid off, provided there are fully qualified, fully certified teachers to replace and perform all of the duties of the laid off teachers. 3. If reduction is still necessary, then tenure teachers will be laid off in accordance with the following factors: certification, qualifications, length of service and evaluations. In the event all factors are equal, length of service shall be the determining factor. 4. If after a reduction of teachers, as outlined above, there is a layoffare teaching positions that become vacant, laid off teachers who are certified and qualified will be given the first opportunity to fill such positions. In the event two or more teachers are certified and qualified, the position(s) order of priority shall be to the teacher who is the most senior. 5. Before official action on a reduction of teachers is taken by the Board of Education, it will give notice to the Association of the contemplated reduction and afford the Association opportunity to discuss it with the Employer. As soon as the names of teachers to be eliminated laid off are known, a list of such names shall be discussed with given to the Organization President before any announcement of layoff is madeAssociation. 26. The employee In the event the Association questions the wisdom of the Employer as to a specific teacher (s) being laid off or not being laid off, or (b) filling vacant teaching positions (as set forth above) or not filling such positions, the Employer will set forth in writing to the teacher and the Association its reasons for its action. It is understood, however, that the Association’s request for this information must be reasonable, timely, and intended in good faith. 7. Except in the event of an emergency, all teachers to be laid off shall be the person with the given at least District seniority in the lowest job classification of each affected classification series regardless of the number of days or hours worked. In the event the position to be eliminated involves fewer days or hours than the position held by the person with the least District seniority in the lowest job classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or hours or may opt to take the layoff. 3. If the employee to be laid off had been employed in another classification series, and he/she has more District seniority than the least senior person in the lowest job classification of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these layoff procedures will not be interpreted or applied so as to create a job sharing situation. 5. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased as a result of his/her exercise of seniority; or (ii) the employee with the least District seniority in the lowest job classification of the job classification series where it is necessary for those hours to be reduced. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:twenty-one

Layoff Procedures. 1. A. In the event there is of a layofflayoff within a higher classification(s) within a classification series, as a result of the position(selimination of duties: 1. There shall be the opportunity for any employee in the affected classification series at the work site(s) to be eliminated shall be discussed with the Organization President before any announcement of layoff is madevolunteer for layoff. 2. The employee to Employees with the least State seniority within the classification(s) at the work site(s) affected shall be laid off first. Those individuals in the classification(s) affected who have special qualifications or duties may be exempt from the layoff, and will not be displaced by individuals without those qualifications or the ability to perform those duties. A laid off employee shall have the right to displace a less senior employee in the same classification at another work site within the Agency bumping jurisdiction, or the employee shall have the right to displace a less senior employee at their own worksite within their own classification series. No promotions shall result from this action. B. In the event any layoff is implemented within the bargaining unit in the classification(s) series affected other than as outlined in A above: 1. There shall be the person opportunity for any employee in the affected classification series at the worksite(s) to volunteer for layoff. 2. Employees with the least District State seniority in within the lowest job classification of each affected classification series regardless of at the number of days or hours worked. In the event the position to be eliminated involves fewer days or hours than the position held by the person with the least District seniority in the lowest job classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or hours or may opt to take the layoff. 3. If the employee to worksite(s) affected shall be laid off had been employed first. Those individuals in another the classification seriesseries affected who have special qualifications or duties may be exempt from the layoff, and he/she has more District seniority than the least senior person in the lowest job classification of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these layoff procedures will not be interpreted displaced by individuals without those qualifications or applied so as the ability to create a job sharing situation. 5perform those duties. Transfers may A laid off employee shall have the right to be made in a displace an employee of another work site within the classification series because of within the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any Agency bumping jurisdiction who has less seniority. The employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond exercises his/her original assignment, bumping privilege shall enter the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because pay range of the selection process) with classification at the possible exception(s) of: (i) an employee whose hours or days are increased as a result of rate closest to his/her exercise current rate of seniority; or (ii) pay. C. The bumping procedure will be as follows: 1. When an employee is given notice of layoff in accordance with Section 29.01 above, that employee and all other employees within the employee with similar classification series within the least District Agency bumping jurisdiction shall be given a list showing the name, work site and location, and state seniority of all Agency employees within their Agency bumping jurisdiction in the lowest job similar classification of series. 2. All employees with less seniority within the job Agency bumping jurisdiction within the affected similar classification series where it is necessary for those hours to be reduced. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated given a bumping selection form that either Bus Drivers or Bus Aides identifies potential options. Such employee will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority select options available to them and will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:list them in

Layoff Procedures. 1. In A laid-off employee has the event there is a layoffright to displace the employee with the least seniority in the following order: a. first, within the classification (the least senior from the bottom up who works the same total yearly hours or more.) If this isn't possible, then closest to the same total yearly hours. b. then, the position(sindividual who was displaced as a result has the option of bumping the person below in the same manner as described in (a) to be eliminated shall be discussed with the Organization President before any announcement of layoff is made.above; 2. The employee to be laid off shall be c. then, the person with the least District seniority who has been bumped out of his/her classification, as described in (a) and (b) above, may bump the least senior employee in a lower classification within the classification series who works the same or greater hours as the employee being laid off. If this isn’t possible, then closest to the same total yearly hours. The individual who is displaced as a result has the option of bumping in the lowest job classification of each affected classification series regardless of the number of days or hours worked. same manner. d. In the event of multiple layoffs within a classification, bumping shall be by seniority only, with the position most senior employee having first choice as to be eliminated involves fewer days or hours than the position held less senior employee to displace, followed by the person with next most senior employee, and so on. 2. An employee displaced from a classification series by the procedure above, has the right to bump the least District seniority senior employee in the lowest job a classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or within another lower classification series he/she most recently held as long as he/she has greater seniority. The same procedure shall be followed (same total yearly hours or may opt close to take the layoffsame total yearly hours). 3. If an affected employee in an eliminated position or one who has been bumped does not in turn choose to bump the least senior employee in his/her classification or the least senior employee in a lower classification within the classification series, that employee will automatically be placed on the layoff list. 4. An employee who is to be laid off had been employed under the above procedure shall be so informed in another classification serieswriting at least ten (10) calendar days prior to the Board meeting at which official action is to be taken. Following such Board action, and he/she has more District seniority than under this Article each affected employee will receive written notice which shall state the least senior person in following: a. Reason for the lowest job classification layoff or reduction. b. The effective date of layoff. c. A general reminder of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these layoff procedures will not be interpreted or applied so as to create a job sharing situationrecall rights provided by this Article. 5. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee loses her/his position due to reduction in force, and has no alternative but to bump into a job classification needs to position with considerably less work hours/days, that employee will be transferred to given first consideration for a position which becomes available in that classification. Those on recall will be considered after no one presently working bid on the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoffposition. 6. After a layoffAll vacancies that occur while there are employees on recall shall be posted and bid internally in accordance with Article XIII. If no internal employees bid on an available position, the number of hours each employee has it shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) be offered to those on recall in accordance with the possible exception(s) of: (i) an employee whose hours or days are increased as a result of hisrecall provisions set forth in Section C. Any residual positions resulting from the posting/her exercise of seniority; or (ii) the employee with the least District seniority in the lowest job classification of the job classification series where it is necessary for those hours to be reduced. a. In the case of Bus Drivers and Bus aides, the selection bidding process by classification seniority shall be conducted yearly and at offered to those on the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection processrecall list. 7. To illustrate The Association President shall be provided a list of all persons to be laid off under this Article ten (10) calendar days prior to the implementation Board meeting at which such action is to be taken. This list shall indicate the names, classifications, seniority dates and rank order of these procedures, assume the following:recall to available jobs.

Layoff Procedures. 1A. The City Manager may layoff regular and probationary employee(s), at any time for lack of work or other changes that have taken place. The employee(s) and the employee's organization are to be given two weeks notice before such a layoff is to take place. The City shall meet and consult with the concerned employee organization on such matters as the timing of the layoff and the number and identity of the employee(s) affected by the layoff during the two-week period prior to the proper layoff action. B. A demotion or transfer to another department with the City Manager’s approval may be made to prevent a layoff provided the employee is qualified by education and/or experience and is capable of performing the duties of the classification. C. In the event there is of a layoff, those employees with the position(s) to be eliminated least service in the classification affected shall be discussed with laid off first and be placed on a “Recall List” and shall be eligible for recall for one year from the Organization President before any announcement date of placement on the list; if a recall begins, the most senior employees laid off in the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised in advance. The order of layoff is madeshall be: 1. Temporary employees in the affected classification shall be removed first. 2. Probationary employees in the affected classification shall be removed next. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and retaining employees in the classification, department, or section who have the ability to perform the work available. D. The employee scheduled to be laid off shall be the person entitled to displace to a position in a classification occupied by an employee with the least District less overall City (displacement seniority) seniority provided it is in the lowest job classification of each affected classification series regardless of the number of days or hours worked. In the event the a position to be eliminated involves fewer days or hours than the position held by the person with the least District seniority in the lowest job classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or hours or may opt to take the layoff. 3. If the employee to be laid off had been employed in another classification series, and which he/she has more District seniority than formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing the least senior person in the lowest job classification duties of the other classification series, it is the classification. The employee with the least District displacement seniority shall be displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off for the same reason as the employee who displaced him/her, and shall in the other job classification who shall same manner, be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these layoff procedures will not be interpreted or applied so as eligible to create displace to a job sharing situation. 5. Transfers may have to be made position in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one which he/she formerly held a regular appointment and is presently inqualified by education and/or experience, it and is capable of performing the employee with duties of the least District seniority in the job classification that is transferred to the lower job classification. b. Any employee who is transferred ▇. ▇▇▇▇▇▇▇ to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have return to work additional hours from layoff within 15 calendar days after notice to return by certified or days above and beyond registered mail to the employee at his/her original assignment, last known address on file with the employee may either elect City Human Resources Office or by personal delivery shall constitute the employee's waiver to return to work and eliminates any future re-employment responsibilities placed on the additional hours or days or may opt to take the layoffCity. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased as a result of his/her exercise of seniority; or (ii) the employee with the least District seniority in the lowest job classification of the job classification series where it is necessary for those hours to be reduced. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:

Layoff Procedures. 1. In the event there is a layoffSubject to state and federal law, the position(s) to be eliminated shall be discussed with the Organization President before any announcement of layoff is made. 2. The an employee to may be laid off under this Section by the Personnel Officer for the following reasons: a shortage of work; lack of funds; material change in duties or organization; in the interest of economy; to reduce the staff of any City function; or in return of another City employee occupying the same position from a leave of absence. The order of separation due to a layoff shall be based upon class, type of appointment and seniority. A. Seniority List The Personnel Officer shall establish seniority lists by classification based on employees’ lengths of service in that classification. Such lists shall be established on a departmental basis. B. Seniority Score Computation (1) Total seniority credits shall be counted from the person initial date of hire under any type of appointment, as long as there has been no break in service; otherwise, total seniority credits shall be counted from the first day of employment following the last break in service. Prior layoff does not constitute a break in service. (2) One point of seniority credit shall be counted for each qualifying month of service. For other than full-time employment, 160 hours worked shall be equivalent to one month of service and seniority credit shall be given upon the completion of each 160 hours worked. (3) Authorized leaves of absence without pay shall not be considered breaks in service, but time spent on such leaves without pay shall not count toward seniority credit unless otherwise required by law. (4) No matter what the class is, the service credits will be calculated the same. There will be no preference for special classes. (5) When two or more employees have the same total seniority score, the tie shall be broken and preference given in the following order to the employee with the least District greatest seniority in the lowest job classification of each affected classification series regardless of class in which ▇▇▇▇▇▇ is being made; if there is still a tie, the number of days or hours worked. In the event the position to be eliminated involves fewer days or hours than the position held by the person employee with the least District greatest seniority in the lowest job classification in the seriesdepartment of layoff; if there is still a tie, the employee whose job name is eliminated may either move to that position and work drawn by lot by the additional days or hours or may opt to take the layoffPersonnel Officer. C. Order of Separation (1) Separation (layoff) of employees shall be in the order in which their names appear on the seniority list for the affected class, with those persons having the least seniority credit being the first separated, except as provided in Subsection (c)(3) immediately below. (2) Employees in the same class shall be separated during a reduction in force (layoff) according to the type of appointment under which they serve, in the following sequence: part-time, probationary, permanent. (3) The layoff of employees in grant-funded positions shall be guided by pertinent regulations set forth in the grant contract. If a grant does not provide guidelines for layoff, then the employee to layoff of employees occupying all grant-funded positions shall be laid off had been employed in another classification seriesdetermined by the availability of the grant funds, and he/she has more District seniority than the least senior person except that such employees may be displaced by qualified probationary or permanent employees in the lowest job classification of the other classification series, it is the employee with the least District seniority in the other job classification same department who shall be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these are scheduled for layoff procedures will not be interpreted or applied so as to create and who have a job sharing situation. 5. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the greater number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased as a result of his/her exercise of seniority; or (ii) the employee with the least District seniority in the lowest job classification of the job classification series where it is necessary for those hours to be reducedcredits. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:

Layoff Procedures. 1. A. In the event there is of a layofflayoff within a higher classification(s) within a classification series, as a result of the position(selimination of duties: 1. There shall be the opportunity for any employee in the affected classification series at the work site(s) to be eliminated shall be discussed with the Organization President before any announcement of layoff is madevolunteer for layoff. 2. The employee to Employees with the least State seniority within the classification(s) at the work site(s) affected shall be laid off first. Those individuals in the classification(s) affected who have special qualifications or duties may be exempt from the layoff, and will not be displaced by individuals without those qualifications or the ability to perform those duties. A laid off employee shall have the right to displace a less senior employee in the same classification at another work site within the Agency bumping jurisdiction, or the employee shall have the right to displace a less senior employee at their own worksite within their own classification series. No promotions shall result from this action. B. In the event any layoff is implemented within the bargaining unit in the classification(s) series affected other than as outlined in A above: 1. There shall be the person opportunity for any employee in the affected classification series at the worksite(s) to volunteer for layoff. 2. Employees with the least District State seniority in within the lowest job classification of each affected classification series regardless of at the number of days or hours worked. In the event the position to be eliminated involves fewer days or hours than the position held by the person with the least District seniority in the lowest job classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or hours or may opt to take the layoff. 3. If the employee to worksite(s) affected shall be laid off had been employed first. Those individuals in another the classification seriesseries affected who have special qualifications or duties may be exempt from the layoff, and he/she has more District seniority than the least senior person in the lowest job classification of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these layoff procedures will not be interpreted displaced by individuals without those qualifications or applied so as the ability to create a job sharing situation. 5perform those duties. Transfers may A laid off employee shall have the right to be made in a displace an employee of another work site within the classification series because of within the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any Agency bumping jurisdiction who has less seniority. The employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond exercises his/her original assignment, bumping privilege shall enter the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because pay range of the selection process) with classification at the possible exception(s) of: (i) an employee whose hours or days are increased as a result of rate closest to his/her exercise current rate of seniority; or (ii) pay. C. The bumping procedure will be as follows: 1. When an employee is given notice of layoff in accordance with Section 29.01 above, that employee and all other employees within the employee with similar classification series within the least District Agency bumping jurisdiction shall be given a list showing the name, work site and location, and state seniority of all Agency employees within their Agency bumping jurisdiction in the lowest job similar classification of series. 2. All employees with less seniority within the job Agency bumping jurisdiction within the affected similar classification series where it is necessary for those hours to be reduced. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated given a bumping selection form that either Bus Drivers or Bus Aides identifies potential options. Such employee will select options available to them and will list them in the order of their priority. Employees will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:given five

Layoff Procedures. 1When it becomes necessary to lay-off employees the lay-off will first be discussed with the Bargaining Committee. An employee with seniority who is laid off will, at the option of the Company, be given three (3) days notice or three (3) days pay before the becomes effective. The employee will be informed in writing by the Company of such lay-off. If notified by (9) o’clock it will be considered as first day of notice. If an employee is absent every effort phone or mail) will be made to inform said employee of such lay-off notice. Employees who are being laid off the plant may be assigned to work up to two (2) additional work days following the effective day of lay-off. A second lay-off notice would be required for employees to be laid off who are after the expiration of the above period. The seven (7) senior Test Station Operators and Journeypersons in the Skilled Trades classification are not in the plant wide system for lay- offs and recalls and will not be displaced by another employee the plant. These employees will be subject to lay-offs and recalls only within their classification and in order of their Test Station Operators and Journeyperson being laid off may displace employees with less seniority elsewhere in the plant on jobs which they are capable at the time and in such case they would be subject to lay-off in the plant wide system. An Apprentice working in the Skilled Trades classification is not included in the plant wide system for lay-offs and recalls and will not be displaced by another employee in the plant. This employee will be subject to lay-offs and recalls only within her classification and in order of her seniority, An Apprentice being laid off may displace an employee with less seniority elsewhere in the plant on jobs which they are capable of doing at the time and in such case she would be subject to lay-off in the plant wide system. In the event there is of a layoffpermanent closure of a division within the company, the position(s) to be eliminated company shall be discussed with the Organization President before any announcement of layoff is made. 2. The employee to be laid off shall be the person with the least District seniority train employees for placement anywhere in the lowest job classification of each affected classification series regardless plant. A temporary reduction of the number work force for a period of not more than two (2) days or hours worked. In the event the position to be eliminated involves fewer days or hours than the position held by the person with the least District seniority in the lowest job classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or hours or may opt to take the layoff. 3. If the employee to be laid off had been employed in another classification series, and he/she has more District seniority than the least senior person in the lowest job classification of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these layoff procedures will not be interpreted or applied so as to create a job sharing situation. 5. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred subjected to the job classification directly below displacement and/or lay-off procedure of this Agreement. This temporary lay-off being due to fire, power failure, major mechanical breakdown, safety hazards which could endanger an or conditions over the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classificationCompany has no control. b. Any employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased as a result of his/her exercise of seniority; or (ii) the employee with the least District seniority in the lowest job classification of the job classification series where it is necessary for those hours to be reduced. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:

Layoff Procedures. 1When a layoff occurs, the following general rules shall apply: (a) Layoff shall be by job classification. (b) Each employee affected by a reduction in force shall be notified in writing at least ten (10) working days prior to the effective date of the layoff unless budgetary limitations require a lesser period of time. (c) Employees in affected job classification shall be laid off in accordance with seniority. Layoff shall be by job classification seniority with the least senior employees within the classification affected being laid off first. Employees will be recalled from layoff in the reverse order of layoff. The laid off employee must report in and fill the new position within five (5) days’ notice. In the event there an employee is on layoff and a layoffregular opening occurs in another job classification, the position(s) to laid off employee will be eliminated shall be discussed with offered the Organization President open position before any announcement of layoff a new employee is madehired. 2(d) The employee that is being removed out of the job classification, instead of being laid off, may bump into a lower ranking job classification. He/She can bump the least senior employee in another job classification if they have more seniority and are qualified to perform the duties in the different job classification. The employee to will be laid off shall be paid the person with rate of the least District seniority in the lowest job classification of each affected classification series regardless of the number of days or hours worked. In the event the position to be eliminated involves fewer days or hours than the position held by the person with the least District seniority in the lowest job classification in the series, the employee whose job which is eliminated may either move to that position and work the additional days or hours or may opt to take the layoff. 3new. If the employee desires to be laid off had been employed in another classification seriesbump, and he/she has more District seniority than the least senior person in the lowest job classification of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these layoff procedures will not be interpreted or applied so as to create a job sharing situation. 5. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is to notify the employee with the least District seniority Sheriff in the job classification writing within seven (7) calendar days after receiving notice that is transferred they were going to the lower job classification. b. Any employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased as a result of his/her exercise of seniority; or (ii) the employee with the least District seniority in the lowest job classification of the job classification series where it is necessary for those hours to be reduced. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection processjob classification. (Training shall be according to Iowa law). An employee who elects to bump, in lieu of layoff, shall have the right to reinstatement to the classification he/she formerly occupied, provided he/she meets the qualifications of the position, before any other person may be promoted to, or a new employee hired for, such classification by the Employer enforcing the layoff. Upon bumping, an employee shall retain his/her current rate of pay, except that if such rate of pay is higher than the highest rate currently paid for the classification to which the employee bumps, his/her pay shall be reduced to that rate of pay. Any employee laid off because of a reduction in force shall be offered a position in the classification from which he/she was laid off, provided he/she meets the minimum qualifications for the classification, before a new employee may be hired for such position by the Employer enforcing the layoff, if such opening becomes available within two (2) years of the date of such layoff because of a reduction in force. 7. To illustrate the implementation of these procedures, assume the following:

Layoff Procedures. 1. A. In the event there is of a layofflayoff within a higher classification(s) within a classification series, as a result of the position(selimination of duties: 1. There shall be the opportunity for any employee in the affected classification series at the work site(s) to be eliminated shall be discussed with the Organization President before any announcement of layoff is madevolunteer for layoff. 2. The employee to Employees with the least State seniority within the classification(s) at the work site(s) affected shall be laid off first. Those individuals in the classification(s) affected who have special qualifications or duties may be exempt from the layoff, and will not be displaced by individuals without those qualifications or the ability to perform those duties. A laid off employee shall have the right to displace a less senior employee in the same classification at another work site within the Agency bumping jurisdiction, or the employee shall have the right to displace a less senior employee at their own worksite within their own classification series. No promotions shall result from this action. B. In the event any layoff is implemented within the bargaining unit in the classification(s) series affected other than as outlined in A above: 1. There shall be the person opportunity for any employee in the affected classification series at the worksite(s) to volunteer for layoff. 2. Employees with the least District State seniority within the classification series at the worksite(s) affected shall be laid off first. Those individuals in the lowest job classification of each affected classification series regardless affected who have special qualifications or duties may be exempt from the layoff, and will not be displaced by individuals without those qualifications or the ability to perform those duties. A laid off employee shall have the right to displace an employee of another work site within the classification series within the Agency bumping jurisdiction who has less seniority. The employee who exercises his/her bumping privilege shall enter the pay range of the number classification at the rate closest to his/her current rate of pay. C. The bumping procedure will be as follows: 1. When an employee is given notice of layoff in accordance with Section 29.01 above, that employee and all other employees within the similar classification series within the Agency bumping jurisdiction shall be given a list showing the name, work site and location, and state seniority of all Agency employees within their Agency bumping jurisdiction in the similar classification series. 2. All employees with less seniority within the Agency bumping jurisdiction within the affected similar classification series will be given a bumping selection form that identifies potential options. Such employee will select options available to them and will list them in the order of their priority. Employees will be given five (5) days or hours workedto complete and return the forms. In Copies of the event the position to forms will be eliminated involves fewer days or hours than the position held sent by the person with Employer to the least District seniority in the lowest job classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or hours or may opt to take the layoffUnion. 3. If The Agency will take the top option selected by each employee in declining seniority to determine the bumping placement of that employee. This process will be laid off had been employed in another classification series, and he/she has more District seniority than the least senior person in the lowest job classification completed within five (5) days. All employees will then be notified of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid offtheir placement following this bumping procedure. 4. Unless At the Administration otherwise determines it is in the best interest conclusion of the District’s operationsthis process, these layoff procedures will not be interpreted or applied so as any employees required to create a job sharing situation. 5. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased jobs as a result of his/her exercise the bumping process will change jobs. The jurisdictions for purposes of seniority; or (ii) the employee with the least District seniority layoff are outlined in Appendix B. The Employer shall establish a list of similar classification series which employees may use for displacement purposes in the lowest job classification event of a layoff. The Union will be consulted before the establishment of the job classification series where it is necessary for those hours to be reducedlist and kept apprised of its progress and the results before implementation. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:

Layoff Procedures. 1. In the event there is a layoff, the position(s) to be eliminated shall be discussed with the Organization President before any announcement of layoff is made. 2. The employee to be laid off shall be the person with the least District seniority in the lowest job classification of each affected classification series regardless of the number of days or hours worked. In the event the position to be eliminated involves fewer days or hours than the position held by the person with the least District seniority in the lowest job classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or hours or may opt to take the layoff. 3. If the employee to be laid off had been employed in another classification seriesseries within the last five (5) years, and he/she has more District seniority than the least senior person in the lowest job classification of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these layoff procedures will not be interpreted or applied so as to create a job sharing situation. 5. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased as a result of his/her exercise of seniority; or (ii) the employee with the least District seniority in the lowest job classification of the job classification series where it is necessary for those hours to be reduced. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:

Layoff Procedures. 1. A. In the event there is of a layofflayoff within a higher classification(s) within a classification series, as a result of the position(selimination of duties: 1. There shall be the opportunity for any employee in the affected classification series at the work site(s) to be eliminated shall be discussed with the Organization President before any announcement of layoff is madevolunteer for layoff. 2. The employee to Employees with the least state seniority within the classification(s) at the work site(s) affected shall be laid off first. Those individuals in the classification(s) affected who have special qualifications or duties may be e xempt from the layoff, and will not be displaced by individuals without those qualifications or the ability to perform those duties. A laid off employee shall have the right to displace a less senior employee in the same classification at another work site within the agency bumping jurisdiction, or the employee shall have the right to displace a less senior employee at their own worksite within their own classification series. No promotions shall result from this action. B. In the event any layoff is imple mented within the bargaining unit in the classification(s) series affected other than as outlined in A above: 1. There shall be the person opportunity for any employee in the affected classification series at the worksite(s) to volunteer for layoff. 2. Employees with the least District state seniority within the classification series at the worksite(s) affected shall be laid off first. Those individuals in the lowest job classification of each affected classification series regardless affected who have special qualifications or duties may be exempt from the layoff, and will not be displaced by individuals without those qualifications or the ability to perform those duties. A laid off employee shall have the right to displace an employee of another work site within the classification series within the agency bumping jurisdiction who has less seniority. The employee who exercises his/her bumping privilege shall enter the pay range of the number classification at the rate closest to his/her current rate of pay. C. The bumping procedure will be as follows: 1. When an employee is given notice of layoff in accordance with Section 29.01 above, that employee and all other employees within the similar classification series within the agency bumping jurisdiction shall be given a list showing the name, work site and location, and state seniority of all agency employees within their agency bumping jurisdiction in the similar classification series. 2. All employees with less seniority within the agency bumping jurisdiction within the affected similar classification series will be given a bumping selection form that identifies potential options. Such employee will select options available to them and will list them in the order of their priority. Employees will be given five (5) days or hours workedto complete and return the forms. In Copies of the event the position to forms will be eliminated involves fewer days or hours than the position held sent by the person with Employer to the least District seniority in the lowest job classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or hours or may opt to take the layoffUnion. 3. If The agency will take the top option selected by each employee in declining seniority to determine the bumping placement of that employee. This process will be laid off had been employed in another classification series, and he/she has more District seniority than the least senior person in the lowest job classification completed within five (5) days. All employees will then be notified of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid offtheir placement following this bumping procedure. 4. Unless At the Administration otherwise determines it is in the best interest conclusion of the District’s operationsthis process, these layoff procedures will not be interpreted or applied so as any employees required to create a job sharing situation. 5. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased jobs as a result of his/her exercise the bumping process will change jobs. The jurisdictions for purposes of seniority; or (ii) the employee with the least District seniority layoff are outlined in Appendix B. The Employer shall establish a list of similar classification series which employees may use for displacement purposes in the lowest job classification event of a layoff. The Union will be consulted before the establishment of the job classification series where it is necessary for those hours to be reducedlist and kept apprised of its progress and t he results before implementation. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:

Layoff Procedures. 1. A. In the event there is of a layofflayoff within a higher classification(s) within a classification series, as a result of the position(selimination of duties: 1. There shall be the opportunity for any employee in the affected classification series at the work site(s) to be eliminated shall be discussed with the Organization President before any announcement of layoff is madevolunteer for layoff. 2. The employee to Employees with the least state seniority within the classification(s) at the work site(s) affected shall be laid off first. Those individuals in the classification(s) affected who have special qualifications or duties may be exempt from the layoff, and will not be displaced by individuals without those qualifications or the ability to perform those duties. A laid off employee shall have the right to displace a less senior employee in the same classification at another work site within the Agency bumping jurisdiction, or the employee shall have the right to displace a less senior employee at their own worksite within their own classification series. No promotions shall result from this action. B. In the event any layoff is implemented within the bargaining unit in the classification(s) series affected other than as outlined in A above: 1. There shall be the person opportunity for any employee in the affected classification series at the worksite(s) to volunteer for layoff. 2. Employees with the least District state seniority within the classification series at the worksite(s) affected shall be laid off first. Those individuals in the lowest job classification of each affected classification series regardless affected who have special qualifications or duties may be exempt from the layoff, and will not be displaced by individuals without those qualifications or the ability to perform those duties. A laid off employee shall have the right to displace an employee of another work site within the classification series within the Agency bumping jurisdiction who has less seniority. The employee who exercises his/her bumping privilege shall enter the pay range of the number classification at the rate closest to his/her current rate of pay. C. The bumping procedure will be as follows: 1. When an employee is given notice of layoff in accordance with Section 29.01 above, that employee and all other employees within the similar classification series within the Agency bumping jurisdiction shall be given a list showing the name, work site and location, and state seniority of all Agency employees within their Agency bumping jurisdiction in the similar classification series. 2. All employees with less seniority within the Agency bumping jurisdiction within the affected similar classification series will be given a bumping selection form that identifies potential options. Such employee will select options available to them and will list them in the order of their priority. Employees will be given five (5) days or hours workedto complete and return the forms. In Copies of the event the position to forms will be eliminated involves fewer days or hours than the position held sent by the person with Employer to the least District seniority in the lowest job classification in the series, the employee whose job is eliminated may either move to that position and work the additional days or hours or may opt to take the layoffUnion. 3. If The Agency will take the top option selected by each employee in declining seniority to determine the bumping placement of that employee. This process will be laid off had been employed in another classification series, and he/she has more District seniority than the least senior person in the lowest job classification completed within five (5) days. All employees will then be notified of the other classification series, it is the employee with the least District seniority in the other job classification who shall be laid offtheir placement following this bumping procedure. 4. Unless At the Administration otherwise determines it is in the best interest conclusion of the District’s operationsthis process, these layoff procedures will not be interpreted or applied so as any employees required to create a job sharing situation. 5. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any employee who is transferred to a different job classification shall not have to serve a probationary period. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased jobs as a result of his/her exercise the bumping process will change jobs. The jurisdictions for purposes of seniority; or (ii) the employee with the least District seniority layoff are outlined in Appendix B. The Employer shall establish a list of similar classification series which employees may use for displacement purposes in the lowest job classification event of a layoff. The Union will be consulted before the establishment of the job classification series where it is necessary for those hours to be reducedlist and kept apprised of its progress and the results before implementation. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following:

Layoff Procedures. 18/2/1 Preparation for and implementation of layoff. In the event there is The following general procedures will apply in preparation for and implementation of a layoff, the position(s) to be eliminated shall be discussed with the Organization President before any announcement of layoff is made. 2. The employee to be laid off shall be the person with the least District seniority in the lowest job classification of each affected classification series regardless of the number of days or hours worked. A. In the event the position Employer becomes aware of an impending reduction in the work force, the Union will be notified as soon as possible but not less than thirty (30) calendar days before the layoff occurs with respect to the impending reduction and will also inform the Union, if the information is then available, of the classifications or certifications in which the layoffs are to occur and the approximate number of positions to be eliminated involves fewer days eliminated. The Union and the Employer will meet, upon written request of either, after notification of the impending layoff for the purposes of mutual exchange of information then available on the matter. B. The Employer has the right to layoff any employee(s) within the employing unit within the bargaining unit. C. Limited term and project employees in the same class or hours certification within the employing unit (other than student employees), except those in federally funded positions where the funding is inherent in the position held by the person with the least District seniority in the lowest job classification in the serieswill be terminated prior to laying off bargaining unit employees. However, the Employer may exempt project employees with special skills which are necessary for the maintenance of an existing program. D. The Employer will notify each employee whose job is eliminated may either move selected for layoff in writing as soon as possible but not less than fourteen (14) calendar days in advance of the established layoff date. That layoff notice will contain reference to the options available to that position and work employee under this Article. A copy of such notice will also be sent to the additional days or hours or may opt to take the layoffUnion at that time. 3. If E. With the agreement of the Employer, a more senior employee may volunteer to be laid off had been employed separated from employment in another classification series, and he/she has more District seniority than the least senior person in the lowest job classification lieu of the other classification series, it is the layoff of a less senior employee with the least District seniority in guarantee that the other job classification who shall be laid off. 4. Unless the Administration otherwise determines it is in the best interest of the District’s operations, these layoff procedures Employer will not be interpreted or applied so as to create challenge the more senior employee’s eligibility for unemployment compensation unless that employee, at a job sharing situation. 5later point in time, refuses a reasonable offer of re-employment. Transfers may have to be made in a classification series because of the position(s) elimination. a. If an employee in a job classification needs to be transferred to the job classification directly below the one he/she is presently in, it is the employee with the least District seniority in the job classification that is transferred to the lower job classification. b. Any An employee who is transferred separated under this type of voluntary layoff is granted all rights and privileges of a laid off employee including restoration rights, reinstatement privileges and other such benefits as may be granted to a different job classification shall laid off employees. An employee granted voluntary layoff in lieu of layoff of another employee is not have granted privileges associated with options available to serve a probationary periodemployees in lieu of layoff as provided under Section 3 of this Article. c. If transfer results in a situation where an employee would have to work additional hours or days above and beyond his/her original assignment, the employee may either elect to work the additional hours or days or may opt to take the layoff. 6. After a layoff, the number of hours each employee has shall remain the same (except for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) with the possible exception(s) of: (i) an employee whose hours or days are increased as a result of his/her exercise of seniority; or (ii) the employee with the least District seniority in the lowest job classification of the job classification series where it is necessary for those hours to be reduced. a. In the case of Bus Drivers and Bus aides, the selection process by classification seniority shall be conducted yearly and at the end of the selection process, any Bus Driver or Bus Aide who has nothing to select will be laid off. b. When it is anticipated that either Bus Drivers or Bus Aides will be laid off, the appropriate number of Bus Drivers/Bus Aides with the least amount of District seniority will be removed from the selection process. 7. To illustrate the implementation of these procedures, assume the following: