Procedures for Layoff Clause Samples
Procedures for Layoff. Reduction means taking away the number of days or hours in a given position. Elimination means the prospective non-existence of a position. Bumping means the movement of a more senior Coordinator from one position to another held by a less senior coordinator. Bumping may only be exercised when one's position is eliminated or reduced in accordance with 1, 2, 3 below. Full-time Community School Coordinators will be laid off in reverse seniority order subject to the following rules:
1. In the event of reduction or elimination of a full-time position, the Coordinator in that position will have a choice of (1) accepting the reduced position, (2) bumping, if qualified, the least senior full-time Coordinator or (3) being laid off subject to recall, if qualified, for the next available full-time position.
2. In the event of being bumped, the least senior full-time Coordinator will have the option of (1) bumping, if qualified, a part-time Coordinator of nearest equivalent level in hours and days who is lesser seniority or (2) being laid off subject to recall, if qualified, for the next available full-time position.
3. In the event of reduction or elimination of or bumping of a part-time position, the Coordinator in that position will have a choice of (1) accepting the reduced position, (2) bumping, if qualified, the least senior part-time coordinator, or (3) being laid off subject to recall, if qualified, for the next available part-time position.
4. No Coordinator may improve his/her position by more than 60 hours in the exercise of layoff bumping rights. Qualified in sections 1-3 refers to seniority in the district as a coordinator, satisfactory performance, past experience and/or training in unique or similar programs.
5. Coordinators on layoff will be retained on the list for one year or for the length of their seniority, whichever is less.
6. Coordinators recalled shall notify the Employee Services Department of their intent to return immediately. Coordinators will be allowed up to three weeks to report to work.
7. Coordinators working less than 1,480 hours/year will be placed in a separate category for purposes of bumping.
Procedures for Layoff. All Regular Part-Time Employees under potential notice of layoff will be subject to one (1) of the following four (4) activities in the following sequence:
Procedures for Layoff. A. In the event of a layoff, the Board shall notify the Association in writing twenty- one (21) calendar days in advance of the effective date of the layoff. Within five
Procedures for Layoff. Building Supervisors will be laid off in reverse seniority order subject to the following rules:
1. In the event of layoff, the least senior Building Supervisor will be laid off or, if a position is available, may elect to go on the unassigned list.
2. The senior displaced Building Supervisor who fills the position of the laid off Building Supervisor (see #1 above) must be qualified for that position.
Procedures for Layoff. 13 23.2.1 Layoff shall be conducted on a District-wide basis, in reverse order of seniority in 14 the job classification in which the layoff occurs.
16 23.2.2 The bargaining unit member who has been employed the shortest time in the 17 class, plus higher classes shall be laid off first.
19 23.2.3 Seniority will be determined by date of hire for probationary and permanent 20 positions.
Procedures for Layoff. If the Board determines that layoffs are necessary, employees working with the Cooperative less than four (4) years shall be laid off first, provided there are senior employees with the qualifications to perform the work. If it is necessary to lay off employees who have worked with the Cooperative more than four (4) years, the Board shall consider seniority within his/her appropriate job category first, with the following factors considered in case of a tie: certification or licensure first, then educational level, then experience.
Procedures for Layoff. 14.2.1 In the event of a layoff, the Superintendent shall notify the Association President, in writing, at least sixty (60) calendar days in advance of the effective date of the layoff. Within five (5) calendar days after notification to the Association President, the Superintendent will, upon request by the Association President, meet with the Association officers and provide the reasons for the layoff and discuss possible alternatives. The Superintendent shall notify each employee to be laid-off at least 30 calendar days before layoff date.
14.2.2 Whenever a layoff is contemplated, the Board shall take into consideration attrition prior to layoffs being implemented. Employees shall be laid off within the classification where a reduction occurs (classification shall be denied as those job titles set forth in Article 6.32 of this Agreement) in order of seniority beginning with the least senior and progressing to the most senior up to the number of employees that are to be laid off in each classification. A laid off employee may exercise his/her bargaining unit seniority by displacing the next least senior employee in his/her own classification or classification series for which the employee is qualified. •Qualified is defined as meeting entry level job description qualifications and having a knowledge of the job.
Procedures for Layoff. Within each school level as set forth above, in the event of reduction in School Office Supervisor positions, School Office Supervisors will be displaced/laid off in reverse seniority order subject to the following rules:
1. A School Office Supervisor may only be displaced by another School Office Supervisor working at the school tier level equal or greater to their own (elementary, middle, or high school) and with greater seniority.
Procedures for Layoff. 20 13.1 Any layoff of bargaining unit members shall be conducted in accordance with 21 the applicable provisions of the Education Code. The District agrees to notify the 22 Exclusive Representative of any proposed layoff, reduction of positions, or reduction 23 of hours prior to the Board of Trustees meeting that will consider the proposal.
Procedures for Layoff. A. In the event of a layoff, the Board shall notify the Association in writing thirty (30) calendar days in advance of the effective date of the layoff. Within five (5) calendar days after mailing the aforesaid notice, the Board will, upon request by the Association, meet with the Association regarding the need for and the manner of implementation and impact of the contemplated layoff and will in connection therewith, make available to the Association data related to the reasons for the layoff. The Board shall notify each employee to be laid-off at least fifteen (15) calendar days before the layoff date.
B. The layoff shall be established in the following order: (1) attrition, retirement, death or employee’s voluntarily terminating employment; (2) the positions of employees on approved unpaid leaves (with such employee being able to bump back into his position at the end of his approved leave); and (3) the positions of employees working or on paid leave laid off last.
C. Employees shall be laid off within the classification (classification shall be defined as those job titles set forth in Article 2.2(A)), in order of seniority, beginning with the least senior and progressing to the most senior up to the number of employees that are to be laid off.
1. Qualified shall mean currently meeting all requirements for a position as specified by any regulating authority and/or posted job descriptions. “Currently” shall be defined as the point in time the Board sends the notification of layoff to the employee to be laid-off.