Pre-Layoff Process Sample Clauses

The Pre-Layoff Process clause outlines the steps an employer must follow before proceeding with employee layoffs. Typically, this includes requirements such as providing advance notice to affected employees, consulting with employee representatives, or exploring alternatives to layoffs like reassignment or retraining. By establishing a clear procedure, this clause ensures transparency, gives employees time to prepare, and helps the employer comply with legal obligations, thereby reducing the risk of disputes or claims related to improper termination.
Pre-Layoff Process. 1 A. When a reduction in force is anticipated for career service positions represented 2 under Addendum B, the County will notify the Union at least thirty (30) days prior to the decision to 3 eliminate a position that will result in an employee being laid off. Upon request, the County will 4 meet with the Union Representative to identify the number of employees in this bargaining unit that 5 the County is anticipating for layoff. The County will demonstrate that all interns, temporary, and 6 term-limited employees that perform similar professional and technical work in the same 7 classification will be laid off prior to the layoff of employees of this bargaining unit. The County and 8 the Union shall jointly endeavor to find ways to minimize or eliminate the number of employees who 10 departments, encourage leaves of absence, or allow job-sharing). 11 B. When the elimination of a career service position will result in an employee being 12 laid off, the employee will be placed in an available vacant position. 13 C. When the elimination of a career service position shall result in an employee being 14 laid off, the employee shall be selected by inverse seniority within the same classification within a
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Pre-Layoff Process. 4 a. Reassignment: The County will conduct a process of reassigning employees to 5 occupied or vacant positions for the purpose of attempting to layoff the least senior employee in the 6 classification slated for reduction. Employees who are reassigned to occupied or vacant positions 7 within their respective Division will not be required to serve a probation period. Employees who are 8 similarly reassigned to occupied or vacant position outside their division may be required to serve a 9 probationary period as provided under Article 12 of this agreement. However, employees may refuse 10 reassignment outside of their Division and consequently may elect to be laid off or exercise any 11 bumping rights pursuant to the terms of this agreement. This management directed process is not 12 grievable.
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Pre-Layoff Process. (a) Where the University identifies a need to proceed with a layoff, the University shall notify the Union, in writing, prior to issuing any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), classification grade and qualifications of the position(s), the reasons for layoff, the cost reduction or other goal intended to be achieved by the layoff. (b) The University and the Union shall meet in Joint Committee, within five working days of the written notification of intent to the Union in Article 36.2(a), to discuss the need to proceed with a layoff, and to explore the options open to the affected employees including; job sharing, reduced hours through partial leaves, secondment, retraining of affected employees, voluntary severance payout, early retirement as outlined in the collective agreement or other options in order to minimize layoffs. (c) The cost of options provided under Article 36.2(b) will not exceed the costs that would be incurred under Article 36. (d) The University shall give one month's written notice of layoff to affected employee(s). Notice shall not coincide with the employee’s pre-approved vacation. (e) The Joint Committee shall meet with the affected employee(s) within two working days of the written notice of layoff in Article 36.2(d) to discuss the options. The employee must then confirm their choice of option in writing to the Joint Committee within five working days. The employee will be presented with a list of potential internal placement options identified by Human Resources, for which they are qualified that are available at the time of this meeting. The Employer will not proceed with the normal selection process for the identified internal placement positions for five working days or until the employee chooses an option, whichever takes place first. Options to be considered may include: (1) Internal placement; (2) Early retirement incentive; (3) Severance in accordance with Article 41.2; (4) Other options identified under Article 36.2(b). (f) If the employee chooses option 2, 3 or 4 above, the employee will not be entitled to bumping or recall rights.
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Pre-Layoff Process. Where the University identifies a need to proceed with a layoff, the University shall notify the Union, in writing, prior to issuing any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), classification grade and qualifications of the position(s), the reasons for layoff, the cost reduction or other goal intended to be achieved by the layoff. The University and the Union shall meet in Joint Committee, within five working days of the written notification of intent to the Union in Clause 34.2(a), to discuss the need to proceed with a layoff, and to explore the options open to the affected employees including; job sharing, reduced hours through partial leaves, secondment, retraining of affected employees, voluntary severance payout, early retirement as outlined in the collective agreement or other options in order to minimize layoffs.
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Related to Pre-Layoff Process

  • Layoff Procedure 31.1 Nothing herein shall be construed to require the District to fill vacant, budgeted positions nor to prohibit the District from eliminating vacant positions from the budget. The District reserves the right to reassign staff to other positions in instances involving job restructuring, reorganization or due to lack of work. 31.2 The layoff procedure outlined below shall be followed if the District finds it necessary to layoff personnel who were hired after January 1, 2000 and for any layoffs which occur after November 1, 2002. 31.3 If, in the sole discretion of District management, personnel reductions are necessary, layoff order and recall lists shall be developed based upon job classification, priority of function, job performance, individual qualifications and seniority. The OCEA and employees subject to layoff shall be provided with at least two weeks notification in writing, whenever possible. 31.4 Employees in classifications subject to layoff may request a voluntary demotion to any previously held position for which they remain qualified. Such requests must be made in writing to the Human Resources Department within five (5) days of receipt of the Layoff Notice. The salary of an employee who voluntarily demotes shall be unchanged, except that it may not exceed the maximum rate of the range for the lower level classification. 31.5 Recall lists shall be developed for all classifications experiencing personnel reductions, and shall be maintained for a period of two years from the date of layoff. Individuals shall be placed on the list in the inverse order of layoff, so that the last person laid off is the first recalled. When a vacancy occurs in a classification for which a Recall list exists, an offer of reemployment shall be made to the individual on the top of the list. That individual must respond to the offer within five days, or the offer shall be made to the next person on the list. An individual who either does not respond or refuses three consecutive offers shall have their name removed from the list. 31.6 All notification and responses must be in writing and delivered either in person or by Certified Mail. It is the responsibility of all employees to keep the Human Resources Department informed of their current address, or where they may be contacted.

  • Layoff Procedures Layoffs shall be administered pursuant as follows: An employee with permanent seniority in class shall have the right to displace an employee with less permanent seniority in the same class in any department. All bumping and displacement shall first occur within the department that affected the layoff in question prior to City-wide bumping.

  • Complaints Process The School shall establish and adhere to a process for resolving public complaints which shall include an opportunity for complainants to be heard. The final administrative appeal shall be heard by the School's Governing Board, except where the complaint pertains to a possible violation of any law or term under this Contract. The complaints process shall be readily accessible from the School’s website, as described in Section 11.4.1.