Common use of Reinstatement List Clause in Contracts

Reinstatement List. 7.1 A management employee who opts to have his/her name on a reinstatement list shall have his/her name on such list for a period of two years from the effective date of layoff. Reinstatement shall be in the inverse order of layoff. Eligibles on the reinstatement list will be considered for vacancies in CRA/LA classifications previously held, prior to open or promotional recruitment. 7.2 An employee on layoff who is available for reinstatement may refuse one job offer in the classification from which he/she was laid off and still remain on the reinstatement list. If an employee refuses a second job offer to the classification from which he/she was laid off, the employee's name shall be permanently removed from the reinstatement list and he/she shall be deemed to have waived his/her rights to reinstatement. 7.3 An employee on layoff who accepts reinstatement in a classification lower than one from which he/she was laid off shall remain on the reinstatement list and shall be considered for future vacancies in the classification from which he/she was laid off. If said employee subsequently refuses reinstatement to any position in the classification from which he/she was laid off, that employee shall be deemed to have waived his/her rights to reinstatement. 7.4 Employees reinstated to a job classification in which they have not served a probationary period at the CRA/LA shall be required to serve a probationary period. Employees reinstated to a classification in which they were serving probation, shall complete the probationary period.

Reinstatement List. 7.1 A management employee 5.1 All employees who opts to elect reinstatement option shall have his/her their name placed on a reinstatement list shall have his/her name on such list for a period of two 2 years from the effective date of layoff. . 5.2 Reinstatement shall be in the inverse order of layoff. Eligibles . 5.3 Eligible AFSCME represented employees on the reinstatement list will shall be notified of all CRA/LA vacancies. 5.4 Eligible AFSCME represented employees on the reinstatement list shall be considered for vacancies in all CRA/LA classifications previously held, vacancies for which the employee qualifies prior to CRA/LA open or promotional recruitment. 7.2 5.5 An AFSCME represented employee on layoff who has been laid off and who is available for reinstatement may refuse one job offer in the classification from which he/she the employee was laid off and still remain on the reinstatement list. If an the employee refuses a second job offer to the classification from which he/she was laid off, the employee's name shall be permanently removed from the reinstatement list list. After 5.6 An AFSCME represented employee who has been laid off and he/she shall be deemed to have waived his/her rights to reinstatement. 7.3 An employee on layoff who accepts reinstatement in a classification lower than one from which he/she was laid off shall remain on the reinstatement list and shall be considered for future vacancies in the classification from which he/she was laid off. If said employee subsequently refuses reinstatement to any position in the classification from which he/she was laid off, that employee shall be deemed to have waived his/her rights to reinstatement. 7.4 Employees 5.7 An AFSCME represented employee reinstated to a job classification in which they have he/she has not served a probationary period at within the CRA/LA shall last two (2) years may be required to serve a probationary period. Employees An AFSCME represented employee reinstated to a classification in which they were he/she was serving probation, probation shall complete the probationary period. 5.8 An AFSCME represented employee who has been laid off and who is not presently available for reinstatement shall notify the Human Resources Department of his/her unavailability. During the time when said employee is unavailable, said employee shall not be offered any positions that become available. The period of time during which an employee is unavailable for reinstatement does not extend the two (2) year reinstatement period set forth in section 5.1 above.