Common use of LAYOFFS AND RECALL PROCEDURES Clause in Contracts

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. 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. ‌ 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. 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.