Retrenchment Sample Clauses

Retrenchment. A bargaining unit member is subject to retrenchment by the College because of a bona fide financial exigency. A bona fide financial exigency is defined as an imminent financial crisis that threatens the College as a whole and that cannot be alleviated by less drastic means.

Retrenchment. 1. Retrenchment is the elimination of position(s) held by bargaining unit member(s). The reasons retrenchment may occur include, but are not limited to, budget reductions, financial constraints, program changes or curtailment, position consolidation, organizational changes including outsourcing or contracting out, regulatory changes, or non-renewals or losses of grants, legislative appropriations, or other sources of external funding. Whenever retrenchment is implemented, the College agrees to bargain over the impact of retrenchment on the workload and/or responsibilities of remaining employees and compensation adjustments that may be appropriate due to an increase in workload or responsibilities. 2. No employee will be selected for layoff in an arbitrary or capricious manner. 3. In implementing retrenchment, the College retains the right to determine the area or areas of programs, services, departments, and positions to be affected; the number of employees affected; and the identification of individual employees to be laid off, subject to the provisions of this Agreement. 4. Retrenchment will be reserved for situations that cannot effectively be addressed by one or more alternatives, such as attrition, enhanced or incentivized voluntary resignation (the terms of which will be disclosed in writing to the Association), reduction of temporary employees, temporary hiring freeze, temporary moratorium on filling unencumbered positions, reassignment or transfer of employees (provided they are suitably qualified) to other units, reduced time options, and/or reduction of overtime. 5. The CHRO and Affirmative Action Officers will be responsible for monitoring the retrenchment process, including compliance with affirmative action guidelines. Subject to the parameters of USNH and College policy, appropriate administrators shall have the authority to eliminate positions in compliance with this Article. 6. The College shall notify the Association in writing of any planned retrenchment at least one hundred twenty (120) days prior to its implementation. In the written notice, the College will offer dates and times within the succeeding two (2) weeks for a meeting with the Association. At that meeting, the College will provide appropriate information and written documentation about the steps it has taken to avoid retrenchment and the consideration it has given to alternatives to retrenchment. The College agrees to make available to the Association financial and other data...

Retrenchment. The magnitude of the layoff shall be commensurate with the condition necessitating such layoff (OAR 580-021-0315 et seq.).

Retrenchment. 15.1 The University shall determine the need for and magnitude of any retrenchment of tenured faculty members or other faculty prior to the expiration of their appointments. 15.2 Retrenchment may occur due to institutional financial exigency affecting the University as a whole; academic reorganization or the elimination of departments or other academic units; or for other bona fide academic or programmatic reasons. The University shall consult with the affected academic units as to the need for and magnitude of the retrenchment prior to any final decision.

Retrenchment. “Retrenchment” shall mean the laying off of any member of the bargaining unit pursuant to the provisions of Article X, X-A or X-B of this Agreement, respectively, and shall not mean termination.

Retrenchment. 14.1 Retrenchment occurs when a reduction in members' salary costs is necessary for financial reasons. 14.2 The President shall notify the Union in writing when he/she contends that, rigorous economies in all other segments of the budget having been exercised and all other practical means of alleviating the difficulty having been undertaken, financial constraints require a reduction in members' salary costs. He/she shall specify the amount of the reduction required and shall accompany the notice with all the budgetary information used in arriving at the retrenchment decision. 14.3 Within two (2) weeks of such notice, the Union may challenge the contention that retrenchment is necessary, in which case the issue shall be submitted to a three-member Commission which shall advise the Board of Governors whether, and to what extent, the Commission considers retrenchment necessary. The Union shall name its appointee to the Commission in its challenge, the Employer shall name its appointee within three (3) days of that date, and the two

Retrenchment. Definition: In this Article "Department" will be used to refer to departments, programs, or other similar administrative units. The Library will be treated as a single unit for purposes of this Article. Section 1. In a viable, complex, and multifaceted university, it may be necessary to adjust departments and staff. Historically, these adjustments have been accomplished by attrition and by not renewing appointments in specific departments. The provisions of this Article and accompanying procedures do not apply to this historical practice.

Retrenchment. Any unit member who is retrenched at the age of sixty-five (65) or older shall be accorded the same rights under this Article as an employee who is sixty-four (64) years old.

Retrenchment. For purposes of this Article, retrenchment is a reduction in bargaining unit personnel or a reduction in a faculty member’s workload made necessary by a lack of financial resources, low enrollment, or as a result of organizational or technological changes. If retrenchment is necessary, then reduction of personnel or reduction in a faculty member’s workload shall be applied as hereinafter set forth.