Common use of LAYOFFS AND RECALLS Clause in Contracts

LAYOFFS AND RECALLS. ‌ When by reason of lack of work, budgetary consideration, or any other reason, it is necessary to lay off employee(s) in a given job classification within a Division, the employee with the least seniority in the classification within the Division shall be dispositioned first. Employees being dispositioned may choose to transfer (bump) to a lower or equal paying bargaining unit classification provided: 1) The employee has more seniority in the bargaining unit than the incumbent. 2) Employee meets the current minimum job requirements of the classification. 3) The employee has previously worked in that classification or a higher level in the classification series within a Division (e.g., Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.) at an effective performance level which will be determined by a review of employee’s official personnel record by Human Resources. Employees laid off will retain recall rights for a two (2) year period; however, prior to using the recall list, each job opening will be posted to regular full-time IUOE employees first. If there are no qualified candidates, the recall list will be used. Employees laid off shall be recalled in the reverse order to that of the layoff. Employees recalled and reinstated will retain established bargaining unit seniority for the purpose of PTO accrual and other seniority related provisions of this agreement. Accrued Grandfathered Sick Leave at the time of layoff will be credited to the employee at the time of recall/reinstatement.

LAYOFFS AND RECALLS. ‌ When by reason 15.01 Both parties recognize that job security should increase in proportion to length of lack of workservice. Therefore, budgetary consideration, or any other reason, it is necessary to lay off employee(s) in a given job classification within a Division, the employee with the least seniority in the classification within the Division event of layoff, employees shall be dispositioned firstlaid off in the reverse order of their seniority provided those employees retained are able to perform the required work. Employees being dispositioned may choose to transfer (bump) to a lower or equal paying bargaining unit classification provided: 1) The employee has more seniority in the bargaining unit than the incumbent. 2) Employee meets the current minimum job requirements of the classification. 3) The employee has previously worked in that classification or a higher level in the classification series within a Division (e.g., Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.) at an effective performance level which will be determined by a review of employee’s official personnel record by Human Resources. Employees laid off will retain recall rights for a two (2) year period; however, prior to using the recall list, each job opening will be posted to regular full-time IUOE employees first. If there are no qualified candidates, the recall list will be used. Employees laid off shall be recalled in the reverse order of their seniority, providing they are able to that perform the required work. 15.01 a) An employee subject to permanent layoff, as defined by the Employment Standards Act, shall be permitted to bump into the position of the layoff. Employees recalled and reinstated will retain established any employee who has lesser bargaining unit seniority of the same or lower classification and who is the least senior employee in the position, the laid off employee is seeking to bump into. The bumping employee must already possess the necessary skills, qualifications, abilities and competence to perform the work available without training other than a familiarization period of no longer than fifteen (15) working days. The employee will be provided with a current seniority list and any requested job descriptions/JAQs/information and assistance from Human Resources, so that they can make appropriate bump choices, not to exceed five (5) choices. Appropriate bump choices shall be defined as positions for which the employee's resume demonstrates the required education, experience, and skills required for the purpose selected bump choices. The employee shall notify the employer with a list of PTO accrual all of their choices on the bump form and submitting a current resume and any other seniority related provisions relevant information with their choices within ten (10) working days. Employees shall emphasize any education, experience and skills they have which relate to the duties and requirements of this agreementtheir bump choices. Accrued Grandfathered Sick Leave at The employee may have union representation throughout the time bumping process. The Employer will consider the employee's bump choices, in the order of layoff preference, and will determine whether or not the choices are successful, within ten (10) working days of receiving the bump form. Once the Employer determines the successful bump choices, the employee will assume the first successful choice from their list. The employee will be credited on trial period for up to forty (40) working days in the new position. The supervisor will provide feedback and evaluation to the employee during the forty (40) day period to determine a successful placement. The Employee will be paid at the time rate of recall/reinstatementpay of the new position. If the employee does not work out satisfactorily in the position assumed within the trial period of up to forty (40) working days, then the employee must assume the layoff and is not eligible to bump again.

LAYOFFS AND RECALLS. ‌ Section 1. When the size of the work force is to be reduced for any reason as determined by reason of lack of workthe Employer, budgetary consideration, or any other reason, it is necessary to lay off employee(s) in a given job all layoffs shall be by classification within a Divisionthe department or departments affected. In the event of such layoffs, positions will be eliminated, if possible, before hours are reduced. In the employee event of such layoffs, temporary or substitute help within the classification or clas- sifications affected shall be laid off first, probationary employees within the classification or classifications affected shall be laid off next, and, if seniority employees, shall be laid off in reverse order of their classification seniority (i.e. employees with the least seniority in shall be laid off first). Section 2. When the size of the work force is to be increased following a layoff pursuant to Section 1, above, all recalls shall be by classification within the Division shall be dispositioned firstdepartment or departments affected. Employees being dispositioned may choose to transfer (bump) to a lower or equal paying bargaining unit classification provided: 1) The employee has more In the event of such recalls, seniority in employees within the bargaining unit than the incumbent. 2) Employee meets the current minimum job requirements of the classification. 3) The employee has previously worked in that classification or a higher level in the classification series within a Division (e.g., Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.) at an effective performance level which will be determined by a review of employee’s official personnel record by Human Resources. Employees laid off will retain recall rights for a two (2) year period; however, prior to using the recall list, each job opening will be posted to regular full-time IUOE employees first. If there are no qualified candidates, the recall list will be used. Employees laid off classifications affected shall be recalled first in the reverse order of their classification seniority (i.e. employees with the greatest seniority shall be recalled first), and probationary employees within the classification or classifications affected shall be recalled next. Section 3. The Employer will not hire new employees to a classification within which there remains laid off employees who have not been recalled as provided in Section 2, above; and the Employer will not for more than one (1) day use employees assigned to one classification in another classification if there remain laid off employees within the latter classification who have not been recalled; provided, however, that nothing herein contained shall prevent the Employer from hiring temporary or substitute help pending the return to work of the layoff. Employees recalled and reinstated will retain established bargaining unit seniority for the purpose of PTO accrual and other seniority related provisions of this agreement. Accrued Grandfathered Sick Leave at the time of layoff will be credited to the employee at the time of recall/reinstatementemployees.

LAYOFFS AND RECALLS. ‌ 16.1 When the Committee determines the number of bus drivers and/or van drivers to be laid off, if any, the Committee will first solicit volunteers for layoff within the particular job classification to be reduced. If there are not sufficient volunteers within the particular job classification, then the Committee will select those to be laid off within the particular job classification affected, as follows: bus drivers and van drivers will be selected in inverse order of their seniority, except that a more junior bus driver or van driver may be retained and a less junior bus driver or van driver laid off if the more junior employee has demonstrably superior performance (in relation to the work to be performed). A bus driver's or van driver’s seniority shall mean his/her continuous and unbroken employment by reason of lack of work, budgetary consideration, or any other reason, it is necessary to lay off employee(s) the Committee in a given position covered by the bargaining unit. Notwithstanding the foregoing, part-time bus drivers and van drivers within a particular job classification shall be laid off before full-time bus drivers and van drivers within that job classification. A list of bargaining unit job classifications for purposes of this procedure is contained in Appendix B. 16.2 A bus driver or van driver who has been selected for layoff from a Division, the employee with the least seniority job classification may displace a more junior bus driver or van driver in another job classification in the classification same or in successively lower salary grades than his/her own within the Division shall same job family, provided such more junior bus driver or van driver does not have demonstrably superior performance (in relation to the work to be dispositioned firstperformed and including recent attendance records). Employees being dispositioned may choose to transfer (bump) to a lower Job classifications grouped for job family purposes are shown in Appendix C. A bus driver or equal paying bargaining unit classification provided: 1) The employee has more seniority van driver selected for layoff may, in the bargaining unit than alternative, displace a more junior bus driver or van driver in a job classification which he/she formerly held and in which he/she performed satisfactorily, provided the incumbentmore junior bus driver or van driver does not have demonstrably superior performance (in relation to the work to be performed and including recent attendance records). In order to displace any bus driver or van driver under this procedure, a displacing bus or van driver must be fully qualified to perform the work of the classification of the bus driver or van driver to be displaced in a manner which is satisfactory to the Committee. 2) Employee meets the current minimum job requirements of the classification. 3) The employee has previously worked in that classification 16.3 Following layoff, assignments for bus or a higher level in the classification series within a Division (e.g., Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.) at an effective performance level which van drivers not laid off will be determined by The Committee, in its discretion. 16.4 Notice of recall will be sent by registered mail, return receipt, to the last address of record of the bus or van driver, with a review copy to the President of employeethe Association. The bus driver or van driver shall have seven (7) calendar days after the date of mailing to accept recall. If the Committee does not receive written notice of acceptance of recall within such seven (7) calendar day period, or if a bus driver or van driver who has accepted recall fails to return to work within thirty (30) calendar days after the date the Committee mailed notice of recall, the bus driver or van driver’s official personnel record recall rights shall be terminated, unless the bus driver's or van driver’s inability to return to work is due to verified illness supported by Human Resourcesmedical documentation satisfactory to the Committee received in advance of the expiration of said thirty (30) calendar day period. Employees Bus drivers and van drivers on layoff are responsible for advising the Committee and the Association by registered mail, return receipt, of any changes of address. A bus driver's or van driver’s recall rights expire if he/she is not recalled within twenty four (24) months from his/her date of layoff. 16.5 Bus drivers or van drivers who are recalled to a vacancy in a job classification will be assigned to runs as determined by the Committee. A bus driver or van driver who is recalled will resume his/her length of service as of the date of layoff for benefit accrual and salary increase purposes. A bus driver or van driver who is recalled shall also retain his/her original seniority date. Bus drivers and van drivers who are recalled shall be credited with their accrued and unused sick leave as of their date of layoff. 16.6 In the event that a bus driver or van driver has accrued and unused sick leave as of the date of his/her displacement from a position in which he/she accrues sick leave to a position for which there is no sick leave accrual, such bus driver or van driver will be permitted to use such accrued and unused sick leave, but shall not accrue any additional sick leave. It is understood that bus drivers and van drivers to be laid off will retain recall rights for a two (2) year period; however, must use any accrued and unused vacation prior to using the recall list, each job opening date of layoff or that the Committee will lay them off sufficiently in advance of the date of layoff so that their annual salary through said date will not exceed the amount budgeted for the position. The Committee agrees to waive any contractual limitations concerning times when vacation may be posted to regular full-time IUOE employees first. If there are no qualified candidates, the recall list will be used. Employees laid off shall be recalled taken in the reverse order to that of give effect to this provision. 16.7 To the layoff. Employees recalled and reinstated will retain established bargaining unit seniority for the purpose of PTO accrual and other seniority related provisions of this agreement. Accrued Grandfathered Sick Leave extent permitted by law, if at the time of all, a bus driver or van driver on layoff will be credited permitted to continue in the Town's group insurance program if such bus or van driver pays the full cost of coverage in advance of the date the Town is obligated to remit the premium to the employee at the time of recall/reinstatementcarrier.

LAYOFFS AND RECALLS. ‌ When 1. In the event a reduction in force (RIF) within the bargaining unit represented by reason of lack of work, budgetary consideration, or any other reason, it is necessary to lay off employee(s) in a given job classification within a Divisionthe IREA requires layoffs, the District shall identify the level where the RIF will occur. The employee within that level with the least level seniority in the classification within the Division shall be dispositioned firstlaid off. Employees being dispositioned may choose Following action by the board, an employee to transfer (bump) to be laid off or reduced in hours shall receive a lower or equal paying bargaining unit classification provided: 1) The employee has more seniority written reduction in the bargaining unit than the incumbentforce notice 30 calendar days in advance of termination. 2) Employee meets . Provided the current minimum job requirements of laid-off employee has greater seniority, the classification. 3) The laid off employee may bump any employee holding a position at the same or lower level wherein the laid off employee has previously worked based on the laid off employee's classification seniority. If the laid off employee has not previously worked in that classification or a higher another level in for IRSD, the classification series within a Division (e.g.laid off employee may bump into the Custodian Level, Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.) at an effective performance providing the laid off employee has greater Classification seniority than the least senior Custodian. Lower level which will shall be determined by a review of employee’s official personnel record by Human Resourcesthe pay scales attached to this contract. 3. Employees who are bumped shall have the same rights set forth above for laid-off employees. 4. An employee exercising the right to bump shall receive the salary rate of the level into which the bump takes place at the employee's current experience step. 5. Laid-off employees shall be recalled to the same or lower level from which they were laid off. Recall shall take place in reverse chronological order of the layoff, with the most recently laid-off will retain employee being recalled first. Where dates of layoff are the same for two or more employees, system seniority shall determine the order or recall. Recalled employees shall receive the salary rate of the level to which they are recalled. Employees who refuse recall, lose further recall rights. Laid-off employees shall be entitled to recall rights for a two an initial period of twelve (212) year period; however, prior to using months from the recall list, each job opening will be posted to regular full-time IUOE employees first. If there are no qualified candidates, the recall list will be used. Employees laid off effective date of layoff and shall be recalled in the reverse order entitled to that of the layoff. Employees recalled and reinstated will retain established bargaining unit seniority for the purpose of PTO accrual and other seniority related provisions of this agreement. Accrued Grandfathered Sick Leave at the time of layoff will be credited an additional twelve (12) months upon written request to the employee at the time of recall/reinstatementDistrict.

LAYOFFS AND RECALLS. ‌ When SECTION A: Should it become necessary for the Township to layoff employees covered by reason this Agreement, such layoffs shall be accomplished in the following manner: 1. Should the layoffs of lack regular employees be necessary, such layoffs shall be accomplished based upon seniority as defined by Article VII and as specified below. 2. Upon layoff, the employee shall be paid all accumulated vacation benefits, as well as accumulated sick leave at the rate of workfifty percent (50%), budgetary considerationas well as all earned personal days. The only exception to this shall be laid off employees with over 20 years of service to the Township, or any other reasonwho shall, in addition to vacation and personal days, receive one hundred percent (100%) of accumulated sick leave. 3. Seniority and benefits shall not accrue during period of layoff. 4. In the event it is becomes necessary to lay off employee(s) in a given layoff regular employees, the layoff shall begin with all part-time employees within the affected job classification (job title) prior to the layoff of any full- time employee in that job classification. For the purpose of this Article, job classification shall be defined as all job titles within a Divisionthe same grade and for which an employee is qualified. 5. Upon layoff, inverse seniority shall be utilized. Thus, the employee with the least seniority in the affected job classification within the Division shall be dispositioned first. Employees being dispositioned may choose to transfer (bump) to a lower or equal paying bargaining unit classification provided: 1) The employee has more seniority in the bargaining unit than the incumbent. 2) Employee meets the current minimum job requirements of the classification. 3) The employee has previously worked in that classification or a higher level in the classification series within a Division (e.g., Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.) at an effective performance level which will be determined by a review of employee’s official personnel record by Human Resources. Employees laid off will retain recall rights for first, and so on through the list until all layoffs necessary have been completed. An employee in a two (2) year period; however, prior job classification scheduled to using the recall list, each job opening will be posted to regular full-time IUOE employees first. If there are no qualified candidates, the recall list will be used. Employees laid off shall be recalled "bump" a less senior employee in the reverse order same job classification, even if said employee is in a different Department from the employee to that be laid off. That "bumped" employee shall then be afforded the same rights as the employee who has bumped him, and so on down the line, until such time as the least senior employee within an affected job classification has been laid off. In the event an employee bumps down a grade or grades due to a layoff and the employee's current salary exceeds the maximum of the layoffnew grade, he/she will be paid no more than the maximum salary range of the new grade. 6. Employees recalled and reinstated will retain established bargaining unit Should no employee with less seniority for exist within the purpose of PTO accrual and other seniority same job classification as the employee to be laid off, the said employee may "bump" a less senior employee within a lower job classification, provided that the Township determines that the employee is bumping into a job classification which is related or within a job classification which has similar or less requirements, or is a job classification which the employee had previously held with the Township. This paragraph is subject to the provisions of this agreement. Accrued Grandfathered Sick Leave at the time of layoff will be credited to the employee at the time of recall/reinstatement.Article V -

LAYOFFS AND RECALLS. ‌ Section 1. When the size of the work force is to be reduced for any reason as determined by reason of lack of workthe Employer, budgetary consideration, or any other reason, it is necessary to lay off employee(s) in a given job all layoffs shall be by classification within a Divisionthe department or departments affected. In the event of such layoffs, positions will be eliminated, if possible, before hours are reduced. In the employee event of such layoffs, temporary or substitute help within the classification or classifications affected shall be laid off first, probationary employees within the classification or classifications affected shall be laid off next, and, if seniority employees, shall be laid off in reverse order of their classification seniority (i.e. employees with the least seniority in shall be laid off first). Section 2. When the size of the work force is to be increased following a layoff pursuant to Section 1, above, all recalls shall be by classification within the Division shall be dispositioned firstdepartment or departments affected. Employees being dispositioned may choose to transfer (bump) to a lower or equal paying bargaining unit classification provided: 1) The employee has more In the event of such recalls, seniority in employees within the bargaining unit than the incumbent. 2) Employee meets the current minimum job requirements of the classification. 3) The employee has previously worked in that classification or a higher level in the classification series within a Division (e.g., Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.) at an effective performance level which will be determined by a review of employee’s official personnel record by Human Resources. Employees laid off will retain recall rights for a two (2) year period; however, prior to using the recall list, each job opening will be posted to regular full-time IUOE employees first. If there are no qualified candidates, the recall list will be used. Employees laid off classifications affected shall be recalled first in the reverse order of their classification seniority (i.e. employees with the greatest seniority shall be recalled first), and probationary employees within the classification or classifications affected shall be recalled next. Section 3. The Employer will not hire new employees to a classification within which there remains laid off employees who have not been recalled as provided in Section 2, above; and the Employer will not for more than one (1) day use employees assigned to one classification in another classification if there remain laid off employees within the latter classification who have not been recalled; provided, however, that nothing herein contained shall prevent the Employer from hiring temporary or substitute help pending the return to work of the layoff. Employees recalled and reinstated will retain established bargaining unit seniority for the purpose of PTO accrual and other seniority related provisions of this agreement. Accrued Grandfathered Sick Leave at the time of layoff will be credited to the employee at the time of recall/reinstatementemployees.

LAYOFFS AND RECALLS. ‌ When by reason 15.01 Both parties recognize that job security should increase in proportion to length of lack of workservice. Therefore, budgetary consideration, or any other reason, it is necessary to lay off employee(s) in a given job classification within a Division, the employee with the least seniority in the classification within the Division event of layoff, employees shall be dispositioned firstlaid off in the reverse order of their seniority provided those employees retained are able to perform the required work. Employees being dispositioned may choose to transfer (bump) to a lower or equal paying bargaining unit classification provided: 1) The employee has more seniority in the bargaining unit than the incumbent. 2) Employee meets the current minimum job requirements of the classification. 3) The employee has previously worked in that classification or a higher level in the classification series within a Division (e.g., Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.) at an effective performance level which will be determined by a review of employee’s official personnel record by Human Resources. Employees laid off will retain recall rights for a two (2) year period; however, prior to using the recall list, each job opening will be posted to regular full-time IUOE employees first. If there are no qualified candidates, the recall list will be used. Employees laid off shall be recalled in the reverse order of their seniority, providing they are able to that perform the required work. 15.01 a) An employee subject to permanent layoff, as defined by the Employment Standards Act, shall be permitted to bump into the position of the layoff. Employees recalled and reinstated will retain established any employee who has lesser bargaining unit seniority of the same or lower classification and who is the least senior employee in the position, the laid off employee is seeking to bump into. The bumping employee must already possess the necessary skills, qualifications, abilities and competence to perform the work available without training other than a familiarization period of no longer than fifteen (15) working days. The employee will be provided with a current seniority list and any requested job descriptions/JAQs/information and assistance from Human Resources, so that they can make appropriate bump choices, not to exceed five (5) choices. Appropriate bump choices shall be defined as positions for which the employee's resume demonstrates the required education, experience, and skills required for the purpose selected bump choices. The employee shall notify the employer with a list of PTO accrual all of their choices on the bump form and submitting a current resume and any other seniority related provisions relevant information with their choices within twenty (20) working days. Employees shall emphasize any education, experience and skills they have which relate to the duties and requirements of this agreementtheir bump choices. Accrued Grandfathered Sick Leave at The employee may have union representation throughout the time bumping process. The Employer will consider the employee's bump choices, in the order of layoff preference, and will determine whether or not the choices are successful, within ten (10) working days of receiving the bump form. Once the Employer determines the successful bump choices, the employee will assume the first successful choice from their list. The employee will be credited on trial period for up to forty (40) working days in the new position. The supervisor will provide feedback and evaluation to the employee during the forty (40) day period to determine a successful placement. The Employee will be paid at the time rate of pay of the new position. If the employee does not work out satisfactorily in the position assumed within the trial period of up to forty (40) working days, then the employee must assume the layoff and is not eligible to bump again. 15.02 No new employees will be hired until those laid off have been given the opportunity of recall/reinstatement. 15.03 The Employer shall notify employees who are to be laid off twenty (20) working days before the layoff is to be effective or such longer period as may be provided under the Employment Standards Act. If the laid off employee has not had the opportunity to work the full notice period, the employee shall be paid in lieu of work for that part of the notice period during which work was not made available. 15.04 In order that the operations of the Union will not become disorganized when layoffs are being made, members of the Local Executive Board, as per the Local’s by-laws (maximum five (5) positions), shall be the last persons laid off from employment during their term of office, as long as full time work, which they are qualified to perform, at their own or at a lower wage level, is available. 15.05 Grievances concerning layoffs due to a reduction in the working force shall be initiated at Step 1 of the Grievance Procedure. 15.06 In the event of layoff, and providing that the employee is subject to recall, the Employer shall continue the payment of employee benefit premiums up to a maximum period of three (3) months, if the benefit plan allows for same. If the layoff continues, the employee concerned must remit to the Employer, one (1) month in advance of the day premiums are payable to the Carrier, the premiums required to maintain the applicable coverage.

LAYOFFS AND RECALLS. ‌ Section 1: When by reason of lack of work, budgetary consideration, or any other reason, it is becomes necessary to lay off employee(s) in a given job employees, or to reduce the size of the work force, part-time and probationary employees within the classification within a Divisionshall be laid off first, the employee and then those employees with the least seniority in within the classification within the Division shall be dispositioned firstlaid off provided the more senior employee is qualified to perform the duties of the remaining position. Employees being dispositioned An employee laid off from one classification may choose to transfer ("bump) to " into a lower or equal paying bargaining unit different classification provided: 1) in which they have earned classification seniority if there are employees with less classification seniority than theirs in that classification. The employee has more seniority in must be qualified to perform the bargaining unit than duties of the incumbentposition into which they are bumping. Qualifications shall include evaluations and discipline record. Section 2) Employee meets : Recall will be inverse to the current minimum job requirements order of the classificationlayoff with classification only. Section 3) The : In the event an employee has previously worked in that classification or a higher level in is to be laid off, the classification series within a Division (e.g., Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.) at an effective performance level which employee will be determined by a review of employee’s official personnel record by Human Resources. Employees laid off will retain recall rights for a given two (2) year period; however, weeks written notice (or its equivalent in regular pay) prior to using the recall list, each job opening layoff. Section 4: Seniority employees on layoff will be posted to regular full-time IUOE employees first. If there are no qualified candidates, retained on the recall list for twelve (12) consecutive months but thereafter shall be dropped from the layoff list and shall lose seniority. Section 5: The Employer will be used. Employees not hire new employees to a classification within which there remain laid off employees who have not been recalled as provided in Section 2 above; and the Employer will not for more than five (5) days use employees assigned to one classification in another classification if there remain laid off employees within the latter classification who have not been recalled; provided, however, that nothing herein contained shall be prevent the Employer from hiring temporary substitute help pending the return to work of recalled in the reverse order to that of the layoff. Employees recalled and reinstated will retain established bargaining unit seniority for the purpose of PTO accrual and other seniority related provisions of this agreement. Accrued Grandfathered Sick Leave at the time of layoff will be credited to the employee at the time of recall/reinstatementemployees.

LAYOFFS AND RECALLS. ‌ When Layoffs and recalls shall be based on the employee's seniority with the Employer within the Employer’s established bargaining units as defined in this Article. Hourly bargaining unit management employees shall not be bumped by reason of lack of work, budgetary consideration, or any other reason, it is necessary non- management employees. In the event a store needs to lay off employee(san employee, as opposed to a reduction in hours, the least senior employee in the affected job will be laid off but, if qualified, shall be given the option of displacing the least senior employee in the store (who shall be laid off unless such employees has one or more years of seniority in which case such employee shall be allowed to displace the least senior employee in the geographic area or bargaining unit, if qualified) in or of accepting the layoff. Any employee who has been laid-off shall have their name placed on a given job preferential recall list for employment within their department and classification within the geographic area or bargaining unit. Such employee shall be obligated to accept the offer of employment when tendered or be removed from the preferential recall list. An employee who is removed from the preferential recall list will then be recalled under the regular terms as described in this Article. The Employer shall recall employees on layoff to the store from which they were laid off prior to hiring a Divisionnew employee. Any employee recalled shall be required to report within seventy-two (72) hours after telephone notice or delivery or attempted delivery of notice by certified mail to the employee's last address on record. In the event of employee's failure to notify the Employer of his availability for work as provided herein, or in the event of failure to report as required herein after receipt of proper notice, the employee shall be considered as having terminated service with the least seniority Employer. Copies of recall notices will be simultaneously mailed to the Union. An employee being recalled from layoff shall not be required to complete another application for employment. The most senior full-time employee who has been reduced to part-time employment shall be offered the first full-time position that opens in the classification employee's store and classification, if qualified. If a part-time employee achieves full-time status within the Division store as provided herein where a more senior previously classified full-time employee in that store has been reduced to part-time status, the most senior employee within that store, department and classification shall be dispositioned firstentitled to the full-time position achieved as provided herein, if qualified. Employees being dispositioned may choose to transfer (bump) to a lower or equal paying bargaining unit classification provided: 1) The employee has more seniority Recognizing that changes in the bargaining unit than the incumbent. 2) Employee meets the current minimum job requirements of the classification. 3) The employee has previously worked in that classification or a higher level in the classification series within a Division (e.g.operations, Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworkerconditions, etc.) at an effective performance level which will be determined by a review , may occur during the life of employee’s official personnel record by Human Resources. Employees laid off will retain recall rights for a two (2) year period; however, prior to using the recall list, each job opening will be posted to regular full-time IUOE employees first. If there are no qualified candidatesthis Agreement, the recall list will Employer and the Union agree, that if mutually agreed, the parties may meet and, if appropriate, discuss or alter seniority to better suit the needs of the parties. Any agreement reached must be usedreduced to writing and signed by the appropriate parties before it could be placed in effect. Employees laid off Current store seniority lists shall be recalled maintained and made available in the reverse order each store to that employees of the layoffstore and the Union Business Representatives upon request. Employees recalled and reinstated will retain established bargaining unit Upon request by the Union, the Employer agrees to within thirty (30) calendar days provide a seniority list of the employees covered by this Agreement, provided such requests are not made more than twice in each six (6) month period. The seniority lists shall be subject to challenge for the purpose of PTO accrual and other seniority related provisions of this agreement. Accrued Grandfathered Sick Leave at the time of layoff will be credited fifteen (15) calendar days following submission to the employee at the time of recall/reinstatementUnion.

LAYOFFS AND RECALLS. ‌ When by reason of lack of work, budgetary consideration, or any other reason, it is necessary to lay off employee(s) in a given job classification within a Division, the employee with the least seniority in the classification within the Division shall be dispositioned first. Employees being dispositioned may choose to transfer (bump) to a lower or equal paying bargaining unit classification provided:: FINAL DRAFT 1) The employee has more seniority in the bargaining unit than the incumbent. 2) Employee meets the current minimum job requirements of the classification. 3) The employee has previously worked in that classification or a higher level in the classification series within a Division (e.g., Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.) at an effective performance level which will be determined by a review of employee’s official personnel record by Human Resources. Employees laid off will retain recall rights for a two (2) year period; however, prior to using the recall list, each job opening will be posted to regular full-time IUOE employees first. If there are no qualified candidates, the recall list will be used. Employees laid off shall be recalled in the reverse order to that of the layoff. Employees recalled and reinstated will retain established bargaining unit seniority for the purpose of PTO accrual and other seniority related provisions of this agreement. Accrued Grandfathered Sick ▇▇▇▇ Leave at the time of layoff will be credited to the employee at the time of recall/reinstatement.

LAYOFFS AND RECALLS. ‌ When by reason of lack of work, budgetary consideration, or any other reason, it is necessary to lay off employee(s) in a given job classification within a Division, the employee with the least seniority 11.01 Seniority must be exercised as follows in the classification within the Division shall be dispositioned first. Employees being dispositioned may choose to transfer (bump) to a lower or equal paying bargaining unit classification providedcase of layoffs and recalls: 1) The employee has more seniority in the bargaining unit than the incumbent. By occupational group. 2. If an employee has earned qualified rate in another occupational group or department and is still physically capable, the employee's seniority shall be recognized. Satisfactory previous experience requires having earned qualified rate in such other occupational group or department or having enough previous experience to enable the employee to perform that job as a qualified employee within forty (40) Employee meets working hours. The employee shall be entitled to be transferred to a job in any department which is held by an employee with less seniority, provided the current minimum employee is capable of performing that job requirements of as a qualified employee within one hundred and twenty (120) working hours. It is understood that certain jobs require certificates or extensive training that would make it difficult to become qualified in a timely manner and therefore they are excluded from the classificationjobs that an employee may bump to. These jobs would be: Millwright Machinist Powerhouse and Utilities Mechanic Electrician Electrical Technician Fixer Fixer Overhauler Process Control Technician Loom Technician Loom Technician Overhauler ▇▇▇▇▇▇ Spin Take Up Process Engineering Technician Inspector Quality Control Inspector Lubrication Inspector 11.02 In order to transfer to Assistant Stores, Shipping/Receiving, an employee must have a valid Firestone Textiles approved towmotor license. 311.03 When laid off, employees will be allowed one transfer only from their occupational group under this section. The above-mentioned one hundred and twenty (120) The working hours qualification period will not apply to a senior employee has previously worked who is displacing a probationary employee in a production classification. However, such employees must show progress towards qualified status for that classification in accordance with standard practice. 11.04 During a recall anyone who bumped a less senior employee in another department must go back to his or her original classification and shift or go on layoff. Such employees do not have the choice of waiving recall and staying on the job they bumped. This reinforces the policy that a higher level in permanent job classification change can only be achieved through a job posting. The training times for layoff or recall can be extended by mutual agreement between the classification series within Company and the Union. 11.05 Students may be employed from April 15th to September 15th and December 20th to January 8th All students and probationary employees shall be laid off prior to the layoff of any regular full-time employee. 11.06 Employees laid off with more than 640 hours but less than two (2) years seniority shall retain their seniority for a Division layoff period of one year. Employees with two (e.g., Maintenance Craftsworker I and Maintenance Craftsworker II; Utility Craftsworker and General Craftsworker, etc.2) at an effective performance level which will be determined by years or more service with the Company shall retain their seniority for a review period of employee’s official personnel record by Human Resourcestwo (2) years. Employees laid off will retain recall rights with more than 640 hours' seniority shall accumulate seniority for a period of one (1) year or a period of time equal to their seniority at time of layoff, whichever is the lesser. 11.07 Recalled employees must report within three (3) days and return to work within seven (7) days after notification by registered mail to their last known address. Should they fail to report within three (3) full working days, but do report within thirty (30) calendar days, they will be eligible for the next vacancy for which they are qualified, otherwise the employee shall be deemed to have lost all seniority rights. 11.08 Laid off employees must notify the Human Resources Department of any change in address and keep their addresses up to date at all times or their names will be removed from the recall list. 11.09 Employees desiring to leave the employ of the Company shall give seven (7) days notice where possible. 11.10 The Company will not be obliged to follow the seniority rules when laying off employees for less than three (3) and two (2) year days of work, with eight (8) and twelve (12) hour shifts respectively, provided that such layoffs do not result in lost time for any employee of more than five (5) and four (4) days of work, for eight (8) and twelve (12) hour shifts respectively, in any eight (8) month period; however, prior to using the recall list, each job opening . All such layoffs will be posted to regular full-time IUOE employees first. If there are no qualified candidates, the recall list by seniority within shift and classification. (a) Seniority lists will be used. Employees laid off brought up to date four (4) times annually and posted on the bulletin board, as well as a copy given to the Union Committee. (b) In the case of any grievance dealing with seniority dates, pertinent information in the employment records shall be recalled made available for Union committee examination. 11.12 An employee who returns to the bargaining unit within a period of twelve (12) months shall return to their previous occupation and shift. They shall maintain seniority on the basis of Company service, otherwise such employee shall be required to return as a new hire with the exception of service related benefits. 11.13 An employee shall have plant seniority considered as occupational seniority after receiving qualified rate in that occupational group, but may hold plant seniority in only one occupational group. 11.14 An employee who has been transferred from one occupational group to another to fulfill seniority requirements may make written application to the reverse order to that Human Resources Manager within three (3) months of transfer, and will be given the privilege of the layoff. Employees recalled and reinstated will retain established bargaining unit seniority for the purpose of PTO accrual and other seniority related provisions of this agreement. Accrued Grandfathered Sick Leave next vacancy in their former group, provided at the time of layoff transfer they were earning qualified rate in that group. (a) Seniority shall apply in the case of promotion or demotion, provided the employee has the necessary occupational and physical qualifications. Employees wishing to transfer to a different job classification should make application in writing to the Human Resources Manager, specifying the job classification requested. All applications will be credited to the employee at the time of recall/reinstatementacknowledged.