Common use of Layoff Procedures Clause in Contracts

Layoff Procedures. In the event it becomes necessary to lay off employees and/or employees become displaced as a direct result of the contracting out of work previously done by the bargaining unit, the following procedure shall apply, provided nothing herein shall limit the County’s right to determine the classification(s) in which the force reduction shall occur: (a) Those positions funded as extra help or temporary shall be laid off first. (b) Next, those employees who have not completed their initial probationary period shall be laid off. (c) Finally, regular employees will be considered for layoff within the affected classification in the inverse order of their seniority. A senior employee may be laid off before a junior employee when the junior employee is performing the job in question in a substantially better manner, taking into consideration job performance, experience, training, and relevant ability to do the job. (d) Any employee who is to be laid off may bump the least senior employee in a lower classification within his/her job progression provided he/she has greater seniority than the employee to be bumped and provided he/she is able to perform the job in question in a manner equal to, or better than, the employee to be bumped, taking into consideration job performance, experience, training, and relevant ability to do the job. Personnel evaluations as described in Article 15.4 may be used in such determinations. Upon notification of layoff an employee shall have twenty-four (24) hours to provide written notification to the Director and the Human Resources Office of his/her intent to exercise the bumping rights set forth in this Article. (e) Bargaining unit employees promoted to a management position shall retain the right to displace a bargaining unit member only during their six (6) month trial service period outside of the bargaining unit. (f) Whenever a layoff is contemplated, if possible, at least thirty (30) days notice shall be given to the employee along with a Personnel Evaluation Form.

Layoff Procedures. 1. In the event it becomes necessary to lay off employees and/or employees become displaced as there is a direct result of the contracting out of work previously done by the bargaining unitlayoff, the following procedure position(s) to be eliminated shall apply, provided nothing herein shall limit be discussed with the County’s right Organization President before any announcement of layoff is made. 2. The employee to determine the classification(s) in which the force reduction shall occur: (a) Those positions funded as extra help or temporary shall be laid off firstshall 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 within the last five (b5) Nextyears, those employees 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 have not completed their initial probationary period 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 (cexcept for Bus Drivers and Bus Aides because their number of hours may change yearly because of the selection process) Finallywith 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, regular employees 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 considered for 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: A 10-month administrative assistant position is being eliminated (Position A). The employee holding Position A has greater District seniority than a 12-month administrative assistant (Position B). The 10-month employee has the option of either moving into Position B or accepting the layoff. If the 10-month employee moves into Position B, that affected employee will have the opportunity to move into a lower classification series position where there is an employee with less District seniority (Position C). If Position C happens to be a 10-month position, the former Position B employee will have a reduction in months worked to the 10- month Position C. Assuming the employee ultimately affected by the layoff within has been employed in another classification series and holds more District seniority than the affected classification least senior person in the inverse order lowest job classification of their senioritythat other series, the employee would be able to exercise his/her seniority and move into that position. A senior This process continues until such time as the employee may be with the least District seniority is ultimately laid off before a junior employee when the junior employee is performing the job in question in a substantially better manner, taking into consideration job performance, experience, training, and relevant ability to do the joboff. 8. An employee displaced from a classification series as a result of the procedure above (d1-6) Any shall be placed on the layoff list. 9. An employee who is to be laid off may bump under the above procedure shall be so informed in writing at least senior employee in a lower classification within his/her job progression provided he/she has greater seniority than ten (10) calendar days prior to the employee Board meeting at which time official action is to be bumped and taken. Following such Board action, under this Section each affected employee will receive written notice which shall state the following: a. Reason for the layoff b. The effective date of layoff c. A general reminder of the recall rights provided he/she is able to perform the job in question in by this Section 10. The Organization President shall be provided a manner equal to, or better than, the employee list of all positions to be bumped, taking into consideration job performance, experience, training, and relevant ability to do the job. Personnel evaluations as described in Article 15.4 may be used in such determinations. Upon notification of layoff an employee shall have twenty-four (24) hours to provide written notification to the Director and the Human Resources Office of his/her intent to exercise the bumping rights set forth in this Article. (e) Bargaining unit employees promoted to a management position shall retain the right to displace a bargaining unit member only during their six (6) month trial service period outside of the bargaining unit. (f) Whenever a layoff is contemplated, if possible, eliminated at least thirty (30) calendar days notice prior to the Board meeting where action is taken regarding layoffs and shall be given provided a list of all persons to be laid off under this Section ten (10) calendar days prior to the employee along with a Personnel Evaluation FormBoard meeting at which time such action is to be taken. This list shall indicate the names, job classifications, District seniority dates, and rank order of recall to available jobs.

Layoff Procedures. In the event it becomes necessary to lay off employees and/or employees become displaced as a direct result of the contracting out of work previously done by the bargaining unit, the following procedure shall apply, provided nothing herein shall limit the County’s right to determine the classification(s) in which the force reduction shall occur: (a) Those positions funded as extra help or temporary shall be laid off first. (b) Next, those employees who have not completed their initial probationary period shall be laid off. (c) Finally, regular employees will be considered for layoff within the affected classification in the inverse order of their seniority. A senior employee may be laid off before a junior employee when the junior employee is performing the job in question in a substantially better manner, taking into consideration job performance, experience, training, and relevant ability to do the job. (d) Any employee who is to be laid off may bump the least senior employee in a lower classification within his/her job progression provided he/she has greater seniority than the employee to be bumped and provided he/she is able to perform the job in question in a manner equal to, or better than, the employee to be bumped, taking into consideration job performance, experience, training, and relevant ability to do the job. Personnel evaluations as described in Article 15.4 may be used in such determinations. Upon notification of layoff an employee shall have twenty-four (24) hours to provide written notification to the Director and the Human Resources Office of his/her intent to exercise the bumping rights set forth in this Article. (e) Bargaining unit employees employees, promoted to a management position shall retain the right to displace a bargaining unit member only during their six (6) month trial service period outside of the bargaining unit. (f) Whenever a layoff is contemplated, if possible, at least thirty (30) days notice shall be given to the employee along with a Personnel Evaluation Form.

Layoff Procedures. A. In the event it becomes necessary to lay off employees and/or employees become displaced of a layoff within a higher classification(s) within a classification series, as a direct result of the contracting out elimination of duties: 1. There shall be the opportunity for any employee in the affected classification series at the work previously done by site(s) to volunteer for layoff. 2. Employees with the bargaining unit, the following procedure shall apply, provided nothing herein shall limit the County’s right to determine least sState seniority within the classification(s) in which at the force reduction shall occur: (awork site(s) Those positions funded as extra help or temporary affected shall be laid off first. (b. Those individuals in the classification(s) Next, those employees affected who have special qualifications or duties may be exempt from the layoff, and will not completed their initial probationary period shall be laid off. (c) Finally, regular employees will be considered for layoff within displaced by individuals without those qualifications or the affected classification in the inverse order of their seniorityability to perform those duties. A senior employee may be laid off before a junior employee when the junior employee is performing the job in question in a substantially better manner, taking into consideration job performance, experience, training, and relevant ability to do the job. (d) Any employee who is to be laid off may bump the least senior employee in a lower classification within his/her job progression provided he/she has greater seniority than the employee to be bumped and provided he/she is able to perform the job in question in a manner equal to, or better than, the employee to be bumped, taking into consideration job performance, experience, training, and relevant ability to do the job. Personnel evaluations as described in Article 15.4 may be used in such determinations. Upon notification of layoff an employee shall have twenty-four (24) hours to provide written notification to the Director and the Human Resources Office of his/her intent to exercise the bumping rights set forth in this Article. (e) Bargaining unit employees promoted to a management position shall retain 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 member only during their six (6in the classification(s) month trial service period outside series affected other than as outlined in A above: 1. There shall be the opportunity for any employee in the affected classification series at the worksite(s) to volunteer for layoff. 2. Employees with the least sState seniority within the classification series at the worksite(s) affected shall be laid off first. Those individuals in the classification series 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 bargaining unitclassification at the rate closest to his/her current rate of pay. (f) Whenever a C. The bumping procedure will be as follows: 1. When an employee is given notice of layoff is contemplatedin accordance with Section 29.01 above, if possible, at least thirty (30) days notice 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 to complete and return the forms. Copies of the forms will be sent by the Employer to the Union. 3. The Agency will take the top option selected by each employee along with in declining seniority to determine the bumping placement of that employee. This process will be completed within five (5) days. All employees will then be notified of their placement following this bumping procedure. 4. At the conclusion of this process, any employees required to change jobs as a Personnel Evaluation Formresult of the bumping process will change jobs. The jurisdictions for purposes of 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 event of a layoff. The Union will be consulted before the establishment of the list and kept apprised of its progress and the results before implementation.