Order of Layoff and Recall Sample Clauses

Order of Layoff and Recall. (i) When there is a reduction in the work force, the Company will first terminate the services of any of the Union’s members provided to the Company on an as required basis through outside Contractors. Should further reductions in the work force occur, the most junior employee(s) in the job classification being reduced shall be laid off first. However, prior to layoff, an employee who either has worked in another job classification or is deemed by the Union and the Company to be able to perform other available work, has the right to replace a more junior employee in these job classifications. This process shall continue until the most junior employee is laid off. (ii) For all employees hired after March 24, 2009 there will be a single seniority list for the purpose of layoff and recall. This list will include all job classifications. For employees hired prior to March 24, 2009 there will be two separate seniority lists for the purpose of layoff and recall. One list will include TFRs and the second list will include journeymen, apprentices and installers. Journeymen, apprentices, and installers hired before March 24, 2009 will not be laid off if any TFRs or Contractors are working in the North Vancouver IBEW certification.
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Order of Layoff and Recall. Employees shall be laid off in reverse order of seniority provided that those entitled to remain on the basis of seniority are qualified and able to do the work which is available. If during a layoff, a senior employee wishes to be laid off prior to a junior employee, the Company shall accommodate the senior employee’s request providing the vacancy created can be filled with qualified employees without recalling or hiring.
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Order of Layoff and Recall. When there is a reduction in the work force, the Company will first terminate the services of any of the Union’s members provided to the Company on an as required basis through outside Contractors. Should further reductions in the work force occur, the most junior employee(s) in the job classification being reduced shall be laid off first. However, prior to layoff, an employee who either has worked in another job classification or is deemed by the Union and the Company to be able to perform other available work, has the right to replace a more junior employee in these job classifications. This process shall continue until the most junior employee is laid off.
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Order of Layoff and Recall. In the event of a layoff, the Company shall layoff employees in reverse order of seniority of the bargaining unit within the job classification, providing that those employees who remain on the job have the qualifications and skill to perform the work. The Company will notify such employees as per Article 16.
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Order of Layoff and Recall. 2018-2021 MOU (a) In case of a reduction in staff or subsequent recall among employees in a particular job classification, after requesting a voluntary reduction of hours, the Hospital shall lay off in reverse order of seniority, with the most junior employees in the following categories: (1) Temporary (2) Per Diem (3) Regular full-time and part-time. Provided the remaining employees have the knowledge, skill and ability, as determined by the Hospital. (i) Example; if a full-time employee is a junior to a regular part-time employee, with equal qualifications, the full-time employee will be laid off first and the part- time employee may be required to work full-time. If not, the part-time employee will be laid off first.
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Order of Layoff and Recall. (a) In case of a reduction in staff or subsequent recall among employees in a particular job classification, after requesting a voluntary reduction of hours, the Hospital shall lay off in reverse order of seniority, with the most junior employees in the following categories: (1) Temporary (2) Per Diem (3) Regular full-time and part-time. Provided the remaining employees have the knowledge, skill and ability, as determined by the Hospital. (i) Example; if a full-time employee is a junior to a regular part-time employee, with equal qualifications, the full-time employee will be laid off first and the part-time employee may be required to work full-time. If not, the part-time employee will be laid off first. (b) Persons on layoff will be recalled in order of seniority, with the most senior persons on layoff the first persons to be called back from the layoff. That recall is contingent upon the recalled employees having the knowledge, skill and ability to perform the work. (c) In order to be considered for recall, employees on layoff must inform the Hospital in writing of any change in address or telephone number. During the twelfth (12th) consecutive month of layoff, employees who still wish to be considered for recall must so notify the Hospital in writing. Employees who fail to provide this written notice to the Hospital shall not be considered for recall. Only employees on layoff for twenty-four (24) months or less are eligible for recall. An employee offered such return to work must accept the offer within five (5) working days of the day it is received and be available to return to work within two (2) weeks of that date. (d) For purposes of this section, seniority will be based upon the number of straight- time hours that the individual has worked as an employee covered by this or a predecessor Memorandum from his or her date of employment (or most recent date of employment in the case of re- hire) without a break in service. Overtime, standby and non-work time (i.e., paid or unpaid leave of absence) shall not be considered for purposes of determining seniority. Effective July 1, 1991, for purposes of this Article, vacation, sick and Holiday shall not be considered non-work time. This change in the definition of seniority shall not be applied retroactively. (e) No layoffs or reduction in work hours will result for Association members while Temporary Agency, Traveling Nurses, or Temporary Employees of the Hospital are working in the classifications repres...
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Related to Order of Layoff and Recall

  • Order of Layoff Employees shall be laid off in order of seniority pursuant to Government Code Sections 19997.2 through 19997.7 and applicable State Personnel Board and Department of Personnel Administration rules.

  • Layoff and Recall Procedure a. In the event that a bargaining unit member's position is eliminated or reduced, or the bargaining unit member is bumped, said bargaining unit member shall have the right to bump the bargaining unit member with the least seniority among those bargaining unit members with equal or more scheduled work hours in the classification; provided that said bargaining unit member is qualified for the position. b. Only if no position is available with equal or more scheduled work hours in the classification for which the employee is qualified and for which she is more senior, said bargaining unit member shall have the right to bump the bargaining unit member with lower seniority among those bargaining unit members whose number of work hours in the classification most closely aligns with her original hours; provided that said bargaining unit member is qualified for the position. The bargaining unit member shall have no more than two (2) work days after receipt of her layoff notice or schedule reduction notice to notify the Board in writing of her intention to exercise her right to bump, and the specific position which she intends to bump. If the employee fails to exercise her right to bump within two workdays under this article, she shall be laid off. If the employee exercises her right to bump under this article, the Board shall notify the bargaining unit member within two (2) workdays to verify the effective starting date for the position, and follow up said notification in writing as soon as practicable. c. When a vacancy occurs, bargaining unit members in the classification who are on layoff shall be recalled in the following order: (1) Laid off bargaining unit members in the classification of the vacancy in the order of most seniority first; (2) Laid off bargaining unit members not in the classification of the vacancy in the order of most seniority first, provided that the bargaining unit member is qualified for the job; (3) In no case shall a new employee be hired by the Board while there are laid-off bargaining unit members who are qualified for a vacant or newly-created bargaining unit position.

  • Layoff and Recall Section 19.1 Reasons, Notice When the Employer determines, because of lack of work, lack of funds, reorganization, or a job abolishment that is to last more than one (1) year, a layoff is necessary, the Employer shall notify the affected employees twenty-one (21) calendar days in advance of the effective date of the layoff or job abolishment. It is understood and agreed that no provisions of Civil Service Law or rules shall apply to layoffs. Section 19.2 Classifications The Employer shall determine in which classification(s) layoffs will occur. Within each classification affected, employees will be laid off in accordance with their classification seniority for the classifications affected by the layoff. The employee(s) with the least classification seniority as defined in Article 20 will be laid off first. Bumping or displacement will also occur in accordance with the employee’s seniority with the least senior employee, as defined by Article 20, laid off first. Section 19.3 Recall List Employees who are laid off shall be placed on a recall list for a period of eighteen (18) months. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff. Notice of recall shall be sent to the employees by certified or registered mail. The Employer shall be deemed to have fulfilled its obligation by mailing the recall notice by registered mail, return receipt requested, to the last mailing address provided by the employee. Employees shall be responsible for keeping the Office notified, in writing, of any changes in his address. The recalled employee shall have seven (7) calendar days following the receipt of the recall notice to notify the Employer of his intention to return to work and shall have fourteen (14) calendar days following the receipt of the recall notice in which to report for duty, unless a different date for returning to work is otherwise specified in the notice. If the employee does not respond within seven (7) calendar days the employee shall be removed from the recall list. If, upon recall, an employee must receive additional training, the Employer shall provide and pay for the training required to maintain his certification. The employee shall be required to complete the training in a timely fashion established by the Employer. If the employee fails to complete the training, the employee may be removed without recourse to the grievance procedure or the State Personnel Board of Review. Section 19.4 Bumping Bumping rights will be extended to the employee under this Agreement. Employees may bump or displace employees in other classifications so long as the employee previously worked in the classification or assignment and displaces an employee with less seniority. Employees from other bargaining units not covered by this Agreement, and other employees of the Sheriff’s Office who previously worked in a classification covered by this Agreement, may displace into positions covered by this Agreement so long as the employee displaced has less classification seniority. The employee displaced will be the one with the least seniority. Employees seeking to displace less senior employees will displace to the most recently held classification, and the next most recent, etc. until the employee is able to displace a less senior employee. If no employee in a previously-held classification has less seniority, then the employee seeking to displace shall be laid off. Employees displaced shall be placed on the recall list. An employee who is displaced may take a voluntary layoff, when layoffs occur rather than displace to a lower classification.

  • LAYOFFS AND RECALL 16.01 It is not the intent of these lay-off and recall procedures to apply to the normal summer period. However, where known, recall dates of ten (10) month employees shall be indicated on the Separation Certificate issued by the Employer. 16.02 In the event of lay-off, employees shall be laid off in reverse order of their seniority provided that those persons retained have the necessary skills, qualifications, and ability to perform the duties of those jobs maintained. a) In order to minimize the potentially disruptive nature of an Educational Assistant lay-off during the school year, an Educational Assistant who has received a lay-off notice during the school year may elect to: i) Accept the lay-off and be recalled under the terms of the Collective Agreement or; ii) Displace the most junior permanent Educational Assistant in the Division. b) Where there are Educational Assistants who are on lay-off or who are laid off at the end of June, and there will not be sufficient positions in September for them all to be recalled, then the Employer will lay-off a sufficient number of the most junior Educational Assistants so as to enable the more senior Educational Assistants to be recalled in September. c) Educational Assistants who receive a lay-off notice must declare their intention to displace a junior Educational Assistant within the first five (5) working days of receipt of the lay-off notice. It is agreed between the parties that failure to do so will mean that the Educational Assistant accepts lay-off at the end of the notice period. 16.03 Employees shall be recalled in order of their seniority provided that the person recalled has the necessary skills, qualifications, and ability to perform the duties of the job. 16.04 New employees shall not be hired if there are employees on lay-off with the necessary skills, qualifications, and ability to perform the work. 16.05 In the event of lay-off, every employee affected shall be given four (4) weeks’ notice before the date on which she is to be laid off, and to the extent that such minimum notice is not given, the employee shall receive pay in lieu thereof. 16.06 Grievances concerning lay-offs and recalls shall be initiated at Step II of the grievance procedure. 16.07 Notwithstanding the provisions of Article 15.01, an Educational Assistant who normally works twenty-seven and one-half (27 ½) or more hours per week, and whose hours of work have been unilaterally reduced during the school year, shall, at the Educational Assistant’s option, be deemed to have been laid off. An Educational Assistant accepting a position having fewer hours than their normal working day will be given primary consideration upon application when new positions become available having comparable hours. 16.08 All Educational Assistants laid off shall be placed on a recall list, with copy furnished to the Union, and shall be called back to work as required beginning with the most senior Educational Assistant and descending from there. 16.09 No Educational Assistant shall be permitted to have her name remain on the recall list in excess of twelve (12) school months following the month in which the layoff occurred.