Common use of Reduction in Forces Clause in Contracts

Reduction in Forces. 18.1 In case of personnel reduction, lay‐off shall be done by reverse order of seniority. Personnel with the lowest seniority (by date of hire as a full-time, regular status employee) shall be laid off first. In the event personnel have the same date of hire, layoff shall be determined by final entry-level test scores, with the employee having the lowest test score laid off first. 18.2 In the event the Employer must reduce rank or job classification within the workforce, the Employee’s “Time-In-Grade” shall determine the order in which the reduction in rank or job classification shall occur. Employees, who have been promoted to or have retained the position the longest, shall be the last who are reduced to the next lower promotion rank or to the next highest position within the department. Employees who have been promoted to or retained the position the least amount of time shall be the first reduced to the next lower promotional rank or to the next highest position within the department. 18.3 In the event the Employer must reduce rank or job classification and the employees share the same promotional date, reduction shall be determined by final test scores (if comparable), with the employee having the lowest test score reduced to the next lowest rank or job classification first. 18.4 In the event the Employer must reduce rank or job classification and the employee’s share the same promotional date and share the same final test score, the employee with the lowest seniority (by date of hire as a full-time, regular status employee) shall be reduced first. 18.5 Employees who were reduced in rank shall be returned to their previous highest promoted position in reverse order of the rank reduction when the next vacancy for the higher rank opens. 18.6 For all employees reduced in rank or job classification who have successfully passed their probationary period in that higher position, there is no sunset date to return to their previous promoted position and they shall be re-promoted to the higher rank without having to participate in another testing process. 18.7 Seniority shall be determined by continuous service with the Employer from the date of hire or time in grade whichever is applicable. Continuous service is defined in Article 21 and shall be broken by resignation, discharge, or retirement. 18.8 Each employee laid off shall be placed on a reserve list for five (5) years in order of layoff. Vacancies in the department shall be filled from the reserve list on a last laid off/first hired basis before persons outside the list are hired. 18.9 During the period an employee is on an authorized leave of absence without pay or on layoff status, seniority shall not accrue. Upon returning to work after such a layoff or leave, the employee shall be granted the level of seniority previously accrued in the rank to which he/she returns.

Reduction in Forces. 18.1 In case A reduction in force is any cutback in the staffing level on a job or in a section which results in the temporary or permanent displacement of personnel reductionemployees within or between sections which does not cause a layoff. A layoff occurs only when employees are put out of work because work is not available. If a reduction in force or a temporary reassignment becomes necessary, lay‐off shall it will be done undertaken by reverse order of senioritysectional seniority in each section as follows: 1. Personnel with If a reduction in force occurs within a section, the lowest seniority (by date of hire as a full-time, regular status employee) shall be laid off first. In least senior employee in the event personnel have job being reduced will displace the least senior employee in the same date of hirejob grade or any lower job grades that the employee's sectional seniority will allow, layoff shall be determined by final entry-level test scores, with the employee having the lowest test score laid off first. 18.2 In the event the Employer must reduce rank or job classification within the workforce, the Employee’s “Time-In-Grade” shall determine the order in which until the reduction in rank that section is complete, provided said employee in the job being reduced has the ability, qualifications and physical fitness to perform the lower graded job Exception: When the realignment of a crew size in the Maintenance Mechanic or job Electrician classification shall occur. Employeesresults in a reduction in force, who have been promoted to the displaced employee can displace a less senior employee in any other Maintenance Mechanical or have retained the position the longestElectrical Maintenance classification, shall be the last who are reduced to the next lower promotion rank or to the next highest position within the department. Employees who have been promoted to or retained the position the least amount of time shall be the first reduced to the next lower promotional rank or to the next highest position within the departmentwhichever is applicable. 18.3 In the event the Employer must reduce rank or job classification and the employees share the same promotional date, 2. If a reduction shall in force requires that an employee be determined by final test scores (if comparable), with the employee having the lowest test score reduced to the next lowest rank or job classification first. 18.4 In the event the Employer must reduce rank or job classification and the employee’s share the same promotional date and share the same final test scoredisplaced out of his section, the employee with the lowest least amount of sectional seniority (by date will be displaced regardless of hire as a full-timeclassification. In the event that the affected classification needs to be staffed, regular status employee) shall then the resulting vacancy will be reduced firstfilled through Job Posting procedures. 18.5 3. Employees who were reduced being displaced from a Production section will be placed in rank shall be returned to their previous highest promoted position in reverse order of the rank reduction when the next vacancy for the higher rank opensa General Helper classification. 18.6 For all employees reduced 4. If a reduction in rank or job classification who have successfully passed their probationary period force occurs within the Maintenance Department, the least senior employee in the section being affected will be displaced. Employees being displaced from a Maintenance section will be placed in the Services section, provided there is a vacancy in that higher position, section. In the event that there is no sunset date vacancy available in the Services section, the displaced employee has the option of using his Plant seniority to return displace a Production worker, provided he has the ability, qualifications (following receipt of proper orientation) and physical fitness to their previous promoted position and they shall perform the Production job. Employees who are in the Maintenance Training Program will be re-promoted to the higher rank without having to participate in another testing process. 18.7 Seniority shall be determined by continuous service with the Employer from the date of hire or time in grade whichever is applicable. Continuous service is defined in Article 21 and shall be broken by resignation, discharge, or retirement. 18.8 Each employee laid off shall be placed on a reserve list for five (5) years displaced in order of layoff. Vacancies least amount of credited time in the department shall be filled from the reserve list on a last laid off/first hired basis program (by Plant seniority where credited training time is equal) before persons outside the list classified Maintenance employees are hired. 18.9 During the period an employee is on an authorized leave of absence without pay or on layoff status, seniority shall not accruedisplaced. Upon returning to work after such a layoff or leave, the employee shall be granted the level of seniority previously accrued in the rank to which he/she returns._____________________ _____________________ Company Union