SENIORITY AND LAYOFF PROCEDURES Sample Clauses

The 'Seniority and Layoff Procedures' clause establishes the rules for determining the order in which employees may be laid off, typically prioritizing those with less seniority for layoffs. In practice, this clause outlines how an employee's length of service is calculated and used to rank employees, and may specify exceptions or special considerations, such as for employees with unique skills or protected statuses. Its core function is to ensure a fair and transparent process for workforce reductions, minimizing disputes and providing employees with clear expectations regarding job security during layoffs.
SENIORITY AND LAYOFF PROCEDURES. 17-1 Purpose. To provide means by which employees are to be demoted or laid off in the event a reduction in work force occurs.
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SENIORITY AND LAYOFF PROCEDURES. 17.1 Seniority means an employee's length of continuous service within the bargaining unit.
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SENIORITY AND LAYOFF PROCEDURES. Seniority is defined as the number of days' service within the bargaining unit beginning with the Teacher's first day of work. In the event of more than one (1) Teacher beginning employment on the same date, seniority will be determined by the drawing of lots. During the first week of school, Teachers who began work on the same date will meet in the superintendent's office to draw lots. Teachers who draw higher numbers will be placed on the seniority list before Teachers drawing lower numbers. If a Teacher is not present to draw, an officer of the Association will be present to draw for the employee.
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SENIORITY AND LAYOFF PROCEDURES. 6 The employee with the greatest seniority shall have preferential rights regarding shift selection, 7 vacation periods, and the assignment of additional work.
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SENIORITY AND LAYOFF PROCEDURES. 47) Seniority is defined as the number of days' service within the bargaining unit beginning with the Teacher's first day of work. In the event of more than one (1) Teacher beginning employment on the same date, seniority will be determined by the drawing of lots. During the first week of school, Teachers who began work on the same date will meet in the superintendent's office to draw lots. Teachers who draw higher numbers will be placed on the seniority list before Teachers drawing lower numbers. If a Teacher is not present to draw, an officer of the Association will be present to draw for the employee. 48) New employees hired into the unit shall be considered as Probationary Teachers until granted Tenure. Non‐instructional bargaining unit members will be considered probationary until they have completed four years of employment, after which time they shall have the contractual rights of all other teachers including, but not limited to "just cause" (paragraph 32), seniority, layoff and recall (paragraphs 47‐66), evaluation (paragraphs #94 and 97), student teaching, amended to include internship (paragraph #166). Rights of tenure shall be excluded and paragraph #98 shall apply as follows: F. A Teacher who disagrees with an evaluation or recommendation may within ten (10) submit a written answer which shall be attached to the file copy of the evaluation in question. 49) Association Negotiators and Executive Board by virtue of their position shall be placed at the top of the seniority list while holding office. 50) All seniority is lost when employment is severed by retirement, resignation, discharge for just cause, or when the employee leaves the bargaining unit without an approved leave of absence. 51) Seniority for tenured Teachers is retained when severance of employment is due to layoff. 52) Administrators shall be credited with seniority earned through the 1984‐85 school year. Administrators hired after June 1, 1985, shall keep any seniority earned previously as an Association member. 53) Seniority shall be maintained when Teachers are on child care, health, or leave for general or other purposes, and shall be accumulated for a period of twelve (12) work weeks; but shall accumulate indefinitely on military leaves. 54) No Teacher with a valid contract shall be laid off during the school year. The L.E.A. and individual Teachers shall be notified by the Board thirty (30) days prior to the last day of school of potential layoffs. No Teacher shall be laid o...
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SENIORITY AND LAYOFF PROCEDURES. Section 10.1 The seniority of an employee within the bargaining unit shall be established as of the date on which the employee is offered daily contracted work by the supervisor and accepts that offer of employment (hereinafter "hire date") unless such seniority shall be lost as hereinafter provided. The seniority order of employees hired on the same date shall be established by the state school bus driver authorization date as a substitute. If employees share the same authorization date, the seniority shall then be determined by the greatest number of substitute driving hours established through district calculations. Section 10.2 Each new hire shall remain in a probationary status for a period of not more than ninety (90) work days following the hire date. The probationary period may be extended by mutual agreement of both parties. The employee shall receive an evaluation within forty-five (45) work days in the presence of their supervisor and again prior to the conclusion of the probationary period. During this probationary period, the District may discharge such employee at its discretion. Section 10.3 Upon completion of the probationary period, the employee will be subject to all rights and duties contained in this Agreement retroactive to the hire date. Section 10.4 The seniority rights of an employee shall be lost for the following reasons: A. Discharge B. Resignation
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SENIORITY AND LAYOFF PROCEDURES. 6 The seniority of an employee is within their work classification and shall be established as of the date 7 on which the employee began bargaining unit employment (hereinafter "hire date"), excluding time 8 worked as a substitute, unless such seniority shall be lost as herein provided.
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SENIORITY AND LAYOFF PROCEDURES. The seniority of an employee within the bargaining unit shall be established as of the date on which the employee began continuous daily employment (hereinafter "hire date"), as determined by the Board unless such seniority shall be lost as hereinafter provided.
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SENIORITY AND LAYOFF PROCEDURES. Seniority. The seniority of an employee within the bargaining unit shall be established as 42 of the date on which the employee began continuous daily employment; provided, however, that new 44 and adjusted in accordance with RCW 28A.400.300, as amended. Longevity will be used to determine 45 vacation benefits and any other contract provision that depends on longevity.
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Related to SENIORITY AND LAYOFF PROCEDURES

  • Layoff Procedures Layoffs shall be administered pursuant as follows: An employee with permanent seniority in class shall have the right to displace an employee with less permanent seniority in the same class in any department. All bumping and displacement shall first occur within the department that affected the layoff in question prior to City-wide bumping.

  • Layoff Procedure A. Once the University determines the need for a layoff exists, it shall employ the following procedure: 1. If at any time during the layoff process an employee submits his notice of retirement, resignation or volunteers for layoff, the University will review its layoff rationale. Where appropriate, the University may curtail staff reductions and/or recall laid-off employee(s). The University shall first lay off non-bargaining unit temporary employees with the same job classification and within the department(s) where the layoff(s) occurs. The University shall then lay off probationary employees with the same job classification and within the affected department(s). The University shall then lay off part-time employees with the same job classification and within the affected department(s). 2. If further reductions are required, employees in the affected job classification(s) shall be laid off as follows: a. any employees in the affected classification who have active discipline at the suspension (whether a working suspension or unpaid suspension) level or covered by a “last chance agreement” for conduct other than that covered by Article 41, or b. any employees who have an overall performance evaluation rating below standards (i.e. a “needs improvement” rating or below) for the two most recent performance evaluation rating periods, or c. in the inverse order of seniority. The remaining employees within the department or unit must be immediately qualified to perform the required work. For purposes of layoff, placement, bumping, and recall, “immediately qualified” shall be defined as meeting the minimum and preferred qualifications for the position to perform the work, with the exception of the Technology Scale, where “immediately qualified” shall be defined as meeting the minimum qualifications for the position to perform the required work. In determining whether the employee is immediately qualified, the University shall give consideration to ability, aptitude, skill, experience, qualifications as stated in the job description. The determination of qualifications is the responsibility of the University. If the University determines that an employee is not qualified, the employee shall have the right to grieve such decision. Part-time employees shall be laid off before full-time employees, and part-time employees cannot bump full-time employees. Similarly, temporary employees cannot bump regular or funds available employees, regardless of seniority. 3. Student employees shall not be used to perform significant components of the position of a laid off employee. It is agreed that this provision shall not apply to students, whether paid or unpaid, performing work in internships, graduate assistantships, practicums or through other programs whose primary purpose is to satisfy a degree requirement. 4. The University shall make available to laid-off employees, prior to their layoff date, job and career advising and information on benefits. Upon request, the University shall provide reasonable access to personal computers, and copiers for use in preparing resumes and cover letters. Employees shall also have access to EAP services during this time period to deal with any stress-related issues. 5. If the work force is to be reduced, it shall be accomplished by layoff and not by any hours reduction. Only by agreement between the employee, University and Union can the regular hours of employees be reduced. 6. If a layoff occurs during a period of unpaid leave, the employee on leave shall receive the same rights under this Agreement upon return to work as other employees. 7. Any employee scheduled to be laid off from his/her present job may request to be transferred into a posted vacant bargaining unit position for which the employee is immediately qualified to perform the required work. 8. Seniority will continue to accrue up to eighteen (18) months during time spent on layoff, and the employee shall retain all seniority accumulated prior to layoff. 9. Employees laid off while serving his/her initial probationary period or employees in a temporary position (an employee hired for a specific project or hired with a defined end date) will not be entitled to placement, bumping or recall rights.

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