Reduction of the Work Force Clause Samples

Reduction of the Work Force. In the event the School Board determines it is necessary to reduce the work force, the School Board and the Union shall negotiate the procedure based on seniority, job-relevant qualifications and ability to perform the work required. Subd. 1 Seniority shall be defined as an employee's length of continuous employment with the School Board in a job covered by this Contract. Subd. 2 Employees laid off under the provisions of this Section shall hold recall rights for a period of two (2) years. Employees recalled to employment shall be given a fourteen (14) calendar day written notice of recall. Employees who do not return to employment within the fourteen (14) calendar day period shall waive any right to reemployment. Employees recalled from lay-off shall be paid at the step of the Salary Schedule the employee was on at the time of lay-off.
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Reduction of the Work Force. A reduction of the work force shall be defined as the elimination of a job position or positions, or the reduction of the yearly hours of a job position or positions from full-time, benefit eligible or part-time as defined in Article VII, Section I. Employees in affected job positions shall be given written notice of a work force reduction. When more than one employee is affected, they shall be offered such options in an arena setting, bidding in seniority order. The arena bidding process will be facilitated by one member of Human Resources and one ▇▇▇▇▇▇▇ from OPEIU. Subd 1. For the purposes of reduction of the work force, the following definitions of employment status will apply; Subd 2. Employees notified of a work force reduction may bid for posted vacant or new job position in accordance with Article XIV. a. Full time and part-time employees notified of a workforce reduction shall have the following options, or may at any point in the process voluntarily accept layoff status: FIRST OPTION: Retain the original position in its new status or hours per year schedule (When position is reduced but not eliminated)
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Reduction of the Work Force. Section 1. In the event conditions necessitate a reduction of bargaining unit employees, the following procedure will be used: 1) Voluntary separations will be accepted; 2) Seniority shall determine any further reductions. Seniority is defined as continuous employment in any position in the District. An employee may not bump into a higher paying job classification. Section 2. In the event reduction occurs, and subsequently the force is again enlarged, the last employee laid off will be the first one hired. The rehiring will be the reverse order of the reduction procedure. If any employee refuses an offer to re- employment up to two (2) years after being laid off, the employee will lose any rights to preferential re-employment.
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Reduction of the Work Force. In the event the School Board determines it is necessary to reduce the work force by a reduction in hours or positions, the School Board and the Union and District shall negotiate the procedure based on job-relevant qualifications, ability to perform the work required, and seniority. A reduction of force will occur based on seniority when job relevant qualifications are equal. Employees will have the following options: a. An employee may choose a demotion instead of a layoff if a lower level classification vacancy exists. b. An employee may choose demotion instead of a layoff if a vacancy exists in a formerly held classification. c. An employee may bump the least senior employee in the same classification. d. An employee may choose to take the layoff. e. An employee who takes a demotion as a result of a reduction in force measure shall be placed at the pay grade on the salary schedule which is closest to the employee’s previous (pre-demotion) pay grade, provided the new position is within the same category (i.e., “Category 1” or “Category 2”) as the previous position. Subd. 1 Seniority shall be defined as an employee's length of continuous employment with the School Board in a job covered by this Contract. Subd. 2 Employees laid off under the provisions of this Section shall hold recall rights for a period of one (1) year. Employees recalled to employment shall be given a fourteen (14) calendar day written notice of recall. Employees will receive notice of recall by certified mail. Employees who do not return to employment within the fourteen (14) calendar day period shall waive any right to re- employment. Employees recalled from lay-off shall be paid at the step of the Salary Schedule the employee was on at the time of lay-off.
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Reduction of the Work Force. A reduction of the work force shall be defined as the elimination of a job position or positions, or the reduction of the yearly hours of a job position or positions from full-time, benefit eligible or part-time as defined in 7.01. Employees in affected job positions shall be given written notice of a work force reduction. When more than one employee is affected, they shall be offered such options in an arena setting, bidding in seniority order. The arena bidding process will be facilitated by one member of Human Resources and one ▇▇▇▇▇▇▇ from OPEIU.
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Reduction of the Work Force. Both parties recognize that job security shall increase according to of service with the City. Therefore, in the event of a lay-off, employees shall be laid off in the reverse order of seniority and classification. Employees about to be laid off will be allowed to exercise their seniority to bump an employee with less seniority in any classification provided they are capable of performing the job. Employees wishing to exercise their bumping rights must do so within Three (3) working days of being notified of their layoff, An employee about to be laid off shall be entitled to one hour off with pay to determine his eligibility to bump into another position. In the event that an employee is refused a bump into a another position, the employee shall be advised in writing of the reasons for such refusal."
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Reduction of the Work Force. A reduction of the work force shall be defined as the elimination of a job position or positions, or the reduction of the yearly hours of a job position or positions from full-time, benefit eligible or part-time as defined in Article VII, Section I. Employees in affected job positions shall be given written notice of a work force reduction. When more than one employee is affected, they shall be offered such options in an arena setting, bidding in seniority order. The arena bidding process will be facilitated by one member of Human Resources and one ▇▇▇▇▇▇▇ from OPEIU. Subd 1. For the purposes of reduction of the work force, the following definitions of employment status will apply; ▪ Full time 12 month – Full benefits including vacation. ▪ Full time 9, 10, 10.5 month– Pro-rated benefits with no vacation. ▪ Benefit eligible – working less than 6 hours per day, but more than 1100 hours per 12-month period - Pro-rated benefits with no vacation. ▪ Part Time/Working less than 6 hours per day, but more than 14 hours per week– No benefits. Subd 2. Employees notified of a work force reduction may bid for posted vacant or new job position in accordance with Article XIV. a. Full time and part-time employees notified of a workforce reduction shall have the following options, or may at any point in the process voluntarily accept layoff status: FIRST OPTION: Retain the original position in its new status or hours per year schedule. (When position is reduced but not eliminated)
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Related to Reduction of the Work Force

  • Completion of the Work The Contractor must obtain Material Completion as defined in Section 6.1.2 below prior to any occupancy of the Project.

  • REDUCTION IN WORK FORCE 13:01 When circumstances require a reduction in the number of employees within a classification, the following procedure shall apply: (i) An employee with the most seniority of those affected by the reduction in the classification shall displace the most junior employee in another classification within the same Seniority List, provided his seniority so allows and he can continue to perform the work required. (ii) If the reduction results in the classification changing from Continuous Shift to a non-Continuous Shift, then senior employees being retained in the classification may, in order of seniority, be allowed to exercise any "bump" that the junior employee(s) could have exercised under 13:01 (a) (i) or 13:01 (d), provided the senior employee is capable of continuing to perform the work required. (b) An employee so displaced shall in turn displace the most junior employee in another classification within the same Seniority List, provided his seniority so allows and he can continue to perform the work required. (c) Notwithstanding (a) and (b) above, an employee displaced from a day job ("E" shift) through the provisions of this Article, shall have the following options: To displace the most junior employee on any Seniority List on a day job ("E" shift) not requiring training (*) provided his seniority so allows. OR To displace the most junior employee in any classification on any Seniority List (Maintenance skilled classifications excepted), provided his seniority so allows and he can continue to perform the work required. (d) An employee displaced from a Departmental Seniority List, having previously exhausted all possible options within his own Seniority List as detailed in (a) and (b) of this section, shall be entitled to displace the most junior employee in any classification on any Seniority List (Maintenance skilled classifications excepted), provided his seniority so allows and he can continue to perform the work required. If more than one shift schedule is in effect in the classification, said employee may select his schedule provided his seniority so allows. (i) An employee displaced from a Departmental Seniority List, having previously exhausted all possible options as detailed in (a), (b), (c), and (d) of this section shall be entitled to displace the most junior employee in any of the Seniority Lists (Maintenance skilled classifications excepted) provided his seniority so allows and he has the physical fitness to perform the work required and shall be trained to perform such work. (ii) An employee displaced from a Departmental Seniority List, having previously exhausted all possible options as detailed in (a), (b), (c), (d), and (e)(i), who cannot perform the work required due to physical restrictions as confirmed by his Doctor, verified by the Company Doctor and where applicable verified by the WSIB will be allowed to displace the most junior employee of all those classifications on a comparable shift, provided his seniority so allows, and he can perform the work required as medically cleared by his Doctor, verified by the Company Doctor and where applicable verified by the WSIB. Training will be provided. If placement on a comparable shift is not applicable, then the restricted employee will be allowed to displace the most junior employee in the plant, seniority allowing in a classification in which he can perform the work required as medically cleared by his Doctor, verified by the Company Doctor and where applicable verified by the WSIB. Training will be provided. (iii) If the restricted employee cannot be placed through the application of this section, then he shall be placed on the Inactive Seniority List (provided he is not receiving wages from other employment or refuses rehabilitative training as offered by the (Workplace Safety & Insurance Board) and the Company shall advise him of any future openings which he could perform. (iv) An employee who cannot be assigned to another job through the application of 13.01(e) and who is ineligible for the Inactive Seniority List, may be placed on layoff. (f) An employee entering another Department through the provisions of this Article, shall have his seniority transferred as of the date of the transfer. (g) An employee displaced from his Department through the application of this Article, shall not transfer to another Department under the provisions of Article XII- Transfers and Promotions while a more senior non-restricted employee is on lay-off. 13:02 In the event a reduction of work results in a layoff, probationary employees shall be the first to be laid off. 13:03 Employees laid off shall for the purpose of recall, be provided with a form by the Human Resources Department on which they shall indicate the jobs they can reasonably perform. Employees who have indicated the jobs they can reasonably perform, on a form provided by the Human Resources Department, shall under certain circumstances be allowed to place themselves on lay-off. 13:04 In the event of lay-off for reasons other than those listed in Article XIX of the Agreement section 19:01 (a), (b), (c), and (d), the Company shall give at least seven (7) calendar days notice to the employees affected. 13:05 Whenever two (2) job classifications are combined into a single new classification, any employee who has been classified in either job during the previous five (5) years shall be allowed to displace a more junior employee in the new classification if he is affected by a reduction in the work force. 13:06 On occasions that scheduled maintenance of electrical equipment necessitates a power outage, employees affected shall be laid off for a period not in excess of one-half of their regular shift and shall not be eligible to displace other employees under the provisions of this Article. 13:07 In the event of a total plant closure, the Company agrees to pay a severance payment for all employees (except those on the Inactive Seniority List) at the rate of one (1) weeks regular pay per year of service to a maximum of twenty-six (26) weeks of pay. Employees with more than twenty-six (26) years of service shall receive an additional one-half (1/2) weeks pay for each year of service beyond twenty-six (26) (partial years of service will be included in the calculation of total severance pay). The Company will provide three (3) months notice to Union in the event of total plant closure.

  • SCOPE OF THE WORK The Contractor shall furnish all the materials, perform all of the Work, and do all things required by the Contract Documents.

  • WORKFORCE REDUCTION SECTION 1 Layoffs (A) When employees are to be laid off, the state shall implement such layoff in the following manner: (1) The competitive area within which layoffs will be affected shall be defined as statewide within the DHSMV. (2) Layoff shall be by occupational level within the Florida Highway Patrol bargaining unit. (3) An employee who has not attained permanent status in his current position may be laid off without applying the provision for retention rights. (4) No employee with permanent status in his current position shall be laid off while an employee who does not hold permanent status in his current position is serving in that broadband level unless the permanent employee does not elect to exercise his retention rights or does not meet the selective competition criteria. (5) All employees who have permanent status in their current position shall be ranked on a layoff list based on the total retention points derived as follows: (a) Length of service retention points shall be based on one point for each month of continuous service in a Career Service position. 1. An employee who resigns from one Career Service position to accept employment in another Career Service position is not considered to have a break in service. 2. An employee who has been laid off and is reemployed within one year from the date of the layoff, shall not be considered to have a break in service. 3. Moving from Career Service to Selected Exempt Service or Senior Management Service and back to Career Service does not constitute a break in service unless the employee’s break in service is more than 31 calendar days. Only time spent in the Career Service can be counted in calculating retention points. (b) Retention points deducted for performance not meeting performance standards or work expectations defined for the position shall be based on the five years immediately prior to the DHSMV’s established cutoff date. Five points shall be deducted for each month an employee has a rating below performance expectations. (6) The layoff list shall be prepared by totaling retention points. Employees eligible for veterans’ preference pursuant to section 295.07(1)(a) or (b), F.S., shall have fifteen percent added to their total retention points, those eligible pursuant to section 295.07(1)(c), (d), or (e), F.S., shall have ten percent added to their total retention points, and those eligible pursuant to section 295.071(1)(f), or (g), F.S., shall have five percent added to their total retention points. (7) The employee with the highest total retention points is placed at the top of the list, and the employee with the lowest retention points is placed at the bottom of the list. (8) The employee at the top of the list shall bump the employee at the bottom of the list. The next highest employee on the list and the remaining employees shall be handled in the same manner until the total number of filled positions in the broadband level to be abolished is complete. (9) Should two or more employees have the same combined total of retention points, the order of layoff shall be determined by giving preference for retention in the following sequence: (a) The employee with the longest service in the affected broadband level. (b) The employee with the longest continuous service in the Career Service. (c) The employee who is entitled to veterans’ preference pursuant to section 295.07(1), F.S. (10) An employee who has permanent status in his current position and is to be laid off shall be given at least 14 calendar days’ notice of such layoff or two weeks’ pay or a combination of days of notice and pay. Any payment will be made at the employee’s current hourly base rate of pay. The notice of layoff shall be in writing and sent to the employee by certified mail, return receipt requested. Within seven calendar days after receiving the notice of layoff, the employee shall have the right to request, in writing, a reassignment, lateral action, or demotion within the competitive area in lieu of layoff to a position in a broadband level within the bargaining unit in which the employee held permanent status, or to a position at the level of or below the current level in the bargaining unit, in which the employee held permanent status. Such request must be in writing and reassignment or demotion cannot be effected to a higher broadband level. (11) An employee’s request for reassignment, lateral action, or demotion shall be granted unless it would cause the layoff of another employee who possesses a greater total of retention points. (12) An employee adversely affected as a result of another employee having a greater number of retention points shall have the same right of reassignment, lateral action, or demotion under the procedure as provided in this section. (13) If an employee requests a reassignment, lateral action, or demotion in lieu of layoff, the same formula and criteria for establishing retention points shall be used as prescribed in this section. (B) If there is to be a layoff of employees the state shall take all reasonable steps to place any adversely affected employees in existing vacancies for which they are qualified. (C) If work performed by employees in this unit is to be performed by non-state employees, the state agrees to encourage the employing entity to consider any adversely affected unit employees for employment in its organization if the state has been unable to place the employees in other positions within the Career Service System.

  • Reduction in Force and Recall Section 13.1. It is the intent of the parties, through this article, to establish an objective procedure by which a reduction in force (i.e., layoff or job abolishment) may be accomplished, should the need arise, and supersede the provisions of ORC 124.321 to 124.328, 124.37, OAC 123: 1-41-01 to 123: 1-41-22, and all local rules and regulations of the City of East Cleveland Civil Service Commission governing work force reductions. Section 13.2. Employees may be laid off as a result of lack of work, lack of funds, or abolishment of position. In the event of a layoff, the Employer shall notify the affected employee thirty (30) calendar days in advance of the effective date of layoff. The Employer agrees to discuss with representatives of the FOP the impact of the layoff on the bargaining unit member. Any layoff in the bargaining unit shall be in accordance with departmental seniority, i.e., the most recent employee hired is the first employee laid off. Any employee laid off from a bargaining unit position may, at his option, displace a permanent part-time or intermittent employee in the same classification. Failure to bump or failure to accept a recall to a part-time or intermittent position shall not jeopardize an employee’s recall rights to a full-time position. Section 13.3. Employees who are laid off shall be placed on a recall list for a period of three (3) years. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff, provided they are presently qualified to perform the work in the work section to which they are recalled. Any recalled employee requiring additional training to meet the position qualifications in existence at the time of recall must satisfactorily complete the additional training required in this section. Such training shall be at the Employer’s expense. Section 13.4. The recalled employee shall have ten (10) calendar days following the date of recall notice to notify the Employer of his intention to return to work and shall have fifteen (15) calendar days following receipt of the recall notice in which to report for duty, unless a different date for return to work has been otherwise agreed upon.