LAYOFFS AND RECALL PROCEDURES Clause Samples
The "Layoffs and Recall Procedures" clause outlines the process an employer must follow when reducing the workforce and subsequently recalling employees to work. It typically details the criteria for selecting employees for layoff, such as seniority or job classification, and specifies the order and method for notifying affected employees. Additionally, it describes how and when laid-off employees may be recalled to their positions, often prioritizing those with greater tenure. This clause ensures transparency and fairness in workforce reductions and rehirings, minimizing disputes and providing employees with clear expectations during periods of organizational change.
LAYOFFS AND RECALL PROCEDURES. 14.1. An employee may be laid off as a result of demonstrable financial exigency or demonstrable enrollment reduction, or as a result of a modification of curriculum or program instituted through established program review procedures. If financial exigency is asserted as the basis for a layoff, the financial exigency must be demonstrated to be University-wide. Failure to re-employ an annually contracted faculty member shall not be deemed to be a layoff.
14.2. If the Board decides it is necessary to lay off employees in accordance with Article 14.1., the factors which will be considered in light of the University's program needs, in determining which, if any, employees will be retained, are: length of full-time service at the University, including approved leaves; length of full-time service in the department, including approved leaves; educational qualifications; professional training; and professional experiences. When program need is asserted, the reason(s) for such an assertion must be communicated to the affected employee in a timely fashion. If requested by the employee, the reason(s) must be stated in writing. The layoff of employees in the level of organization as determined by the Board to which the layoff applies shall be in the order listed below:
a. Temporary and part-time employees;
b. Full-time employees on probationary appointment, but without tenure;
c. Tenured employees.
14.3. a. Prior to the effective date of the layoff of any employee, the University and the Board shall review the possibility of:
(1) an assignment with duties in more than one unit;
(2) part-time employment;
(3) transfer to another unit or position pursuant to Article 11;
(4) retraining pursuant to Article 24. The results of these efforts shall be made known to the employee. A laid-off employee who accepts such other bargaining unit employment may, with Board approval, retain accumulated rights or benefits. The employee shall be informed of the locations of University employment postings. Until the effective date of the layoff, the University shall provide access to the University Placement Service for assistance in locating other equivalent employment outside the University. Nothing in this article shall be contravention of Article 17.3. or University policy.
LAYOFFS AND RECALL PROCEDURES. For the purpose of layoff, seniority shall be defined as an employee's length of continuous service with the County in a regular full-time or regular part-time status.
LAYOFFS AND RECALL PROCEDURES. As defined in Article I Section D, seniority is an employee's length of continuous service within the bargaining unit in a regular full-time or regular part-time status.
LAYOFFS AND RECALL PROCEDURES. Definition: For the purpose of layoff, seniority shall be defined as the employee’s length of continuous service within CENCOM unless otherwise denotedherein.
LAYOFFS AND RECALL PROCEDURES. Layoffs and recalls after layoffs will be done as per 9.01(a).
LAYOFFS AND RECALL PROCEDURES. 1. All employees who receive notice of probable non-renewal of their contracts will be placed in a District employment pool and will be considered for any vacancy in the District for which they are qualified. All vacancies will be filled from the pool of qualified employees, according to seniority. All employees will be retained in the District employment pool for two (2) years, or until employed in a similar position elsewhere, and will be placed on the substitute teachers' list for the following school year.
a. When a vacancy occurs for which any person in the employment pool qualifies, notification from the District to such individual will be by certified or registered mail to the last known address. Such individual will have five (5) calendar days from receipt of the letter to accept the position.
b. If an individual in the employment pool fails to accept a position for which he/she is eligible pursuant to this policy, such individual will be dropped from the employment pool.
2. The District shall utilize employment pool personnel as substitutes on a first priority, seniority basis for any assignments for which they are qualified to fill.
3. Laid-off employees may continue their health and dental benefits by paying the regular monthly per subscriber group rate premium for such benefits to the provider, provided the employees are eligible to participate.