REDUCTIONS IN FORCE AND LAYOFFS Sample Clauses

The 'Reductions in Force and Layoffs' clause defines the procedures and conditions under which an employer may terminate employees due to organizational restructuring, downsizing, or economic necessity. Typically, this clause outlines the criteria for selecting employees for layoff, such as seniority or job performance, and may specify notice periods, severance pay, or recall rights. Its core function is to provide a clear and fair process for workforce reductions, minimizing disputes and ensuring both parties understand their rights and obligations during layoffs.
REDUCTIONS IN FORCE AND LAYOFFS. (a) Employees shall be displaced, laid off, or recalled according to seniority based on their Fort ▇▇▇▇▇▇ Support Project or Logistic Support Services Contract hire date whichever occurred first. Employees shall be given the same notice of intended layoff as the Company receives from the Contracting Officer. The company will attempt to provide 30 days notice, however, there will be a minimum of fifteen (15) working days notice of any intended layoff. (b) Prior to any reduction in force (RIF) or layoff the Company will freeze and/or discontinue any recruitment or promotion actions for those positions affected by the RIF. (c) If a reduction in force (RIF) or government generated cutback and/or employee displacement is necessary, the least senior employee in the affected classification will be notified and will be permitted to bump a less senior employee occupying a different job classification provided that: 1) the classification is of less or equal pay than the employee's present classification, and 2) the employee is qualified to perform the duties of the job classification. (d) It is agreed and understood by the parties that any and all lead positions are not considered classification under this agreement. (e) An employee maintaining a temporary status will be considered the least senior employee. Temporary upgraded employees will be returned to their status prior to upgrade, if the position is required during bumping procedures. (f) Recall after a layoff shall be in accordance with the seniority of the qualified, terminated or affected employees. Employees, who are terminated or displaced as a result of a layoff, shall remain on the recall list, by seniority, for two (2) years. (g) The Union will be provided an updated seniority list after a RIF. (h) Specialized training/technical experience may override seniority guidelines when specific technical expertise is required to accomplish the mission, such as the repair of certain types of electronic equipment. (i) An employee who voluntarily submits themselves for a layoff during a reduction in force and/or layoff in the same classification shall receive severance pay as set forth in article XXIII but will not have recall rights as described in this article.
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REDUCTIONS IN FORCE AND LAYOFFS. (a) Employees shall be displaced, laid off, or recalled according to classification and seniority, based on their seniority date as defined in Article 10. Employees shall be given as much notice of the intended layoff as is practical by the Company with a minimum of fourteen (14) calendar days or pay in lieu thereof. (b) If a reduction in force (RIF), Government generated cutback, and/or employee displacement is necessary, the least senior employee in the affected classification will be notified of the reduction. The impacted employee(s) will be permitted to bump a less senior employee occupying a non-impacted classification provided that: 1. The less senior employee is in a classification that is of equal or lesser pay than that of the impacted employee. 2. The impacted employee is fully qualified to perform the duties associated with the new classification. 3. The impacted employee does not have any active administrative or disciplinary issues, written or higher, in their personnel file. (c) An employee maintaining a temporary status in a classification covered by this Agreement will be considered the least senior employee. (d) Recall after a layoff shall be in accordance with the seniority of the qualified, terminated employees. Employees, who are terminated or displaced as a result of a layoff shall remain on the recall list by seniority for twelve (12) months. (e) The Union will be provided an updated seniority list after a RIF.
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REDUCTIONS IN FORCE AND LAYOFFS. ‌ (a) Employees shall be displaced, laid off, or recalled according to seniority based on their Union seniority date at DLA Richmond, Virginia and covered under this CBA. Employees shall be given as much notice of the intended layoff as the Company receives from the Contracting Officer. The Company will endeavor to provide thirty (30) days’ notice, however, there will be a minimum of ten
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Related to REDUCTIONS IN FORCE AND LAYOFFS

  • REDUCTIONS IN FORCE Sec. 2401

  • 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.

  • Demotion and Layoff 10:1 In the event reduction of forces or curtailment of operation shall occur, employees shall be laid off in the reverse order of their Company seniority in the area in which they are working at the time of the reduction. The application of this Section to an employee working temporarily in an area shall apply only to the extent that it affects him/her in his/her regular area. 10:2 An employee who has six (6) months or more of continuous Company service and whose job is being eliminated, may request to displace an employee with less seniority than his/her own in the following sequence: (a) the employee in the same classification in the District who has the least seniority; (b) the employee in the lower classification in the District who has the least seniority; (c) no employee may displace another employee who has greater Company seniority than his/her own. 10:3 If Company cannot effect a displacement in accordance with Section 10:2 or if an employee requests not to take a demotion as provided in Section 10:2(b), an employee who has one (1) year or more continuous service with the Company may elect to displace an employee with less seniority than his/her own in the following sequence: (a) the employee in the same classification in the area working for the same customer who has the least seniority; (b) no employee may displace another employee who has greater seniority than his/her own, except as provided in Article 10:3(c) below; (c) Foremen and Climbers who possess a current commercial driver’s license, and airbrake endorsement when required by the Company, may displace the next *senior employee in their classification (*this senior employee shall be the least senior of those employees in the same classification by District) who has no commercial driver’s license and/or airbrake endorsement, if the vehicle of the crew being displaced requires an airbrake endorsement. In the event a ▇▇▇▇▇▇▇ is displaced subject to this Article, he/she shall be reclassified to the top climber classification. Foremen and climbers shall maintain all demotion and layoff rights to those crews consisting of vehicles they are licensed to operate. 10:4 The Company shall give employees whose jobs are eliminated as much notice as possible. Employees desiring to exercise the provisions of Section 10:2 or 10:3 shall give the Company notice of at least five (5) workdays. 10:5 If in the application of the provisions of this Article an employee in a classification which, in the normal line of progression, is higher than an Trainee classification can effect a displacement in such classification, the former shall not take such Trainee classification but shall be given the rate of classification next higher thereto.

  • LAYOFFS AND RECALL 16.01 It is not the intent of these lay-off and recall procedures to apply to the normal summer period. However, where known, recall dates of ten (10) month employees shall be indicated on the Separation Certificate issued by the Employer. 16.02 In the event of lay-off, employees shall be laid off in reverse order of their seniority provided that those persons retained have the necessary skills, qualifications, and ability to perform the duties of those jobs maintained. a) In order to minimize the potentially disruptive nature of an Educational Assistant lay-off during the school year, an Educational Assistant who has received a lay-off notice during the school year may elect to: i) Accept the lay-off and be recalled under the terms of the Collective Agreement or; ii) Displace the most junior permanent Educational Assistant in the Division. b) Where there are Educational Assistants who are on lay-off or who are laid off at the end of June, and there will not be sufficient positions in September for them all to be recalled, then the Employer will lay-off a sufficient number of the most junior Educational Assistants so as to enable the more senior Educational Assistants to be recalled in September. c) Educational Assistants who receive a lay-off notice must declare their intention to displace a junior Educational Assistant within the first five (5) working days of receipt of the lay-off notice. It is agreed between the parties that failure to do so will mean that the Educational Assistant accepts lay-off at the end of the notice period. 16.03 Employees shall be recalled in order of their seniority provided that the person recalled has the necessary skills, qualifications, and ability to perform the duties of the job. 16.04 New employees shall not be hired if there are employees on lay-off with the necessary skills, qualifications, and ability to perform the work. 16.05 In the event of lay-off, every employee affected shall be given four (4) weeks’ notice before the date on which she is to be laid off, and to the extent that such minimum notice is not given, the employee shall receive pay in lieu thereof. 16.06 Grievances concerning lay-offs and recalls shall be initiated at Step II of the grievance procedure. 16.07 Notwithstanding the provisions of Article 15.01, an Educational Assistant who normally works twenty-seven and one-half (27 ½) or more hours per week, and whose hours of work have been unilaterally reduced during the school year, shall, at the Educational Assistant’s option, be deemed to have been laid off. An Educational Assistant accepting a position having fewer hours than their normal working day will be given primary consideration upon application when new positions become available having comparable hours. 16.08 All Educational Assistants laid off shall be placed on a recall list, with copy furnished to the Union, and shall be called back to work as required beginning with the most senior Educational Assistant and descending from there. 16.09 No Educational Assistant shall be permitted to have her name remain on the recall list in excess of twelve (12) school months following the month in which the layoff occurred.

  • LAY-OFFS AND RECALLS (a) Both parties recognize that job security shall increase in proportion to length of seniority. Therefore, in the event of a lay-off, employees shall be laid off in the reverse order of their bargaining unit-wide seniority. (b) The employer shall meet with the union executive prior to a lay-off to review the seniority list and to discuss the order of lay-off. In addition, the parties will look to identify and implement all reasonable alternatives to the proposed lay-off Note: Where a proposed lay-off results in the subsequent displacement of any member(s) of the bargaining unit, the original notice to the union provided in (a) above shall be considered notice to the union of any subsequent lay-off. 12.02 Employees shall be recalled in the order of their seniority. 12.03 New employees shall not be hired until those laid off have been given an opportunity to recall. 12.04 An employee who accepts lay-off or exercises her/his bumping rights or otherwise secures alternate employment within the Agency following a notice of lay-off shall retain the right to be reinstated in his/her former job if such becomes available within nine (9) months of his/her original notice of lay-off. 12.05 An employee shall be given the right to continue their benefit coverage following lay-off. The employer shall continue to pay its share of such insured benefit premiums for a laid off employee for a period of six (6) months following lay-off, or until the employee has found other employment which includes benefit coverage prior to the end of the six (6) month period. (a) An employee shall have the opportunity of recall from lay-off in order of seniority to the final subsequent vacancy after the job posting provision has been exhausted providing he/she has the ability to perform the work within a reasonable time period, and is qualified. (b) An employee recalled to work in a different classification from which he/she was laid off shall have the privilege of returning to the classification held prior to the lay-off should it become vacant within six (6) months of being recalled. (c) The employer shall notify the employee of recall opportunity by registered mail, addressed to the last address on the record with the employer (which notification shall be deemed to be received on the second day following the date of mailing). The notification shall state the job to which the employee is eligible to be recalled and the date and time at which the employee shall report for work. The employee is solely responsible for his/her proper address being on record with the employer. (d) Employees on lay-off shall be given preference for temporary vacancies, which are expected to exceed ten (10) working days. An employee who has been recalled to such temporary vacancy shall not be required to accept such recall and may instead remain on lay-off. Further such employee recalled to a temporary vacancy is not entitled to any notice of lay-off at the end of the temporary assignment.