Reduction in Force (Layoff Clause Samples
A Reduction in Force/Layoff clause outlines the procedures and conditions under which an employer may terminate employees due to organizational needs, such as restructuring, downsizing, or economic pressures. This clause typically details the notice period required, any severance or benefits provided, and the criteria used to determine which positions are affected. Its core function is to provide a clear framework for both employer and employees during workforce reductions, ensuring transparency and minimizing disputes related to layoffs.
Reduction in Force (Layoff. Employees will be selected for layoff in reverse order of seniority, provided those with greater seniority are qualified to perform the remaining work. To be qualified, an employee must possess appropriate academic preparation and/or specialized training as determined by the District. To the extent allowed by law, the order of reduction will be in conformance with and may be impacted by the District’s affirmative action policy. Once the least senior employee at a building or department level has been selected for layoff, that employee may displace the least senior employee in the District who is in a position for which the senior employee is qualified in another classification in the same salary range or a lower salary range. This process shall be implemented in the following order:
1) The employee will be placed in a vacancy within the same pay range for which they qualify if one exists.
2) The employee will be placed in the least senior position within their current job title. For an employee with combined assignments, the assignment with the majority of hours per week will be considered the job title for placement purposes. If the hours are the same, then the job title in the highest range will be considered the job title for placement purposes.
3) The employee will be placed in the least senior position for which they qualify in the same pay range.
4) The employee will be placed in the least senior vacancy/position for which they qualify in a lower pay range. An employee who lost a benefits eligible position and refuses an offer of a benefits eligible position identified in 1 through 4 above will be processed as a resignation to the Board of Directors. If an employee who was in a non-benefits eligible position refuses any offer of a position, benefits eligible or not, identified in 1 through 4 above, they will be processed as a resignation to the Board of Directors. If an employee is placed in a position with fewer hours than their previous assignment, then they may request additional hours from their principal or administrator which will be assigned in order of seniority, if scheduling and program needs allow. If the school/department has no additional hours to assign an employee, the employee may request Human Resources to consider them for additional hours in other schools/programs. The ability to have hours restored shall be for a period ending on 14 October of the next year. If Human Resources offers the employee an assignment that restores their ...
Reduction in Force (Layoff. 14.3.1 A reduction in force may occur at any time. Whenever a reduction in force becomes necessary, each College and the System Office shall be considered separate and distinct institutions within the CCSNH. The Chancellor or College President shall determine the positions to be affected within his/her institution.
14.3.2 A CCSNH institution may lay off a covered employee when such layoff becomes necessary due to (a) position abolishment; (b) change in organization; (c) decline in workload; (d) insufficient funding; (e) regulatory changes; or other such reasons.
Reduction in Force (Layoff. In the event it becomes necessary to lay off employees for any reason, employees shall be laid off departmentally in the inverse order of their seniority within each department. For the purpose of this section maintenance and operations shall be assumed to be one department. A more senior employee may displace a less senior employee, provided they are qualified for the position.
Reduction in Force (Layoff. (Only Applies To ▇▇▇▇▇ ▇▇▇, ▇▇▇, ▇▇▇, ▇▇▇, UH1 And UM2)
Reduction in Force (Layoff. In conducting a layoff under this section, the District will first determine the programs(s) or area(s) scheduled for reduction or elimination. When considering a reduction in force, the District shall notify the affected classified employees and the Association within five (5) working days following the decision by the School Board. If the layoff is to occur in the same year as the Board's decision, the District will give the Association and affected classified employees at least thirty (30) calendar days notice. Employees shall be given written notice of layoff (by mail or hand delivery) and by verbal contact (by phone call or private meeting) so that every effort is made to contact employees when layoffs occur, regardless of the time of year.
Reduction in Force (Layoff. This Article establishes the procedure covering reduction in force/layoff of employees. The College will consult with the Union prior to implementation of this Article.
Reduction in Force (Layoff. In the event of a reduction in force required by levy failure, program reduction, budget reduction, or lack of work, employees who lost 1.5 hours or more per day, during any eighteen (18) consecutive month period, or lose their entire position, will be on layoff status.
Reduction in Force (Layoff. When it becomes necessary to reduce the number of employees included in the bargaining unit, the following procedure shall apply to teachers with professional teacher status:
A. The Committee shall make every attempt to accomplish said reductions by attrition.
B. A teacher on professional status shall not be laid off if there is a non-professional status teacher whose position the professional status teacher is certified to fill.
Reduction in Force (Layoff. In the event of a layoff, (a reduction greater than 50% of days or hours) the District will lay off employees by seniority within a position. An employee(s) laid off from a particular position will have the right to use their seniority to bump a less senior employee(s) in their classification(s) with a lower hourly rate of pay as long as they meet minimum qualifications for such job. A laid off senior employee(s) may continue to bump down into lower paying positions, until they meet the qualifications of a position, or if unable to meet that standard, then they will be laid off. Employees will be given a minimum of 30 days advance notice of impending lay off.
Reduction in Force (Layoff. A reduction in force (including reductions in hours or annual days) if required by levy failure, program reduction, budget reduction or lack of work, shall be accomplished by the following steps:
1. The District will notify the Association and enter into advisory discussions by June 30th for reductions planned for the following budget year. If events cause a reduction during the budget year, the Association will be notified as soon as possible. The discussions may result in identifying mutually agreeable innovative strategies for resolving the funding crisis. Recommendations of the Association will be proposed to the Board of Directors for consideration before reductions are made.
2. All employees shall receive at least three (3) weeks notice of intended layoff or pay in lieu thereof.
3. Layoffs shall be in reverse order of seniority, provided the displaced employee meets the minimum qualification of a retained position. Each of the three categories at Appendix A (Clerical; Educational Support; Professional) shall be recognized as a single category for the purpose of RIF, regardless of salary level. Employees with District work experience in a RIF Category other than the one in which they are currently working may choose to be considered for retention in the other category, dependent on District seniority and qualifications for specific positions.