Common use of SENIORITY AND LONGEVITY Clause in Contracts

SENIORITY AND LONGEVITY. ‌ Section 1. Seniority means an employee's length of continuous service in a classification (title and grade) in the bargaining unit. When length of continuous service is identical, the tie shall be broken with a coin toss. Seniority shall not be interrupted by reclassification, involuntary transfer, or an employee transferring to another classification in the bargaining unit because his or her position is scheduled for elimination. Section 2. Seniority shall be considered unbroken for: a. layoff not exceeding one year; b. leaves without pay not in excess of 15 days except when such leave is granted in cases of personal illness or for the pursuit of further education or training which permit an extension of leave time; c. military service as defined by State law and Department of Administration rulings; and d. paid leaves provided for in this Agreement or worker's compensation leave of 60 days or less. Section 3. Whenever experience, qualifications, and abilities are similar, seniority at the Montana Developmental Center shall be the determining factor in filling new or vacated positions within the bargaining unit. Section 4. Employees subject to layoff shall be given 21 calendar days advance notice except for temporary layoffs caused by emergencies. In selection of employees for layoff, seniority within a classification shall be the determining factor, provided said employee has the needed qualifications, and has necessary endorsements, licenses, or other occupational requirements at the time of layoff. When all the above factors are equal, the employee's work record may be utilized as the tiebreaker. Section 5. Recall from layoff shall be in accordance with the considerations outlined in Section 4 above. The Employer shall notify the employee to return to work and furnish the Federation a copy of such notification. If the employee fails to notify the Employer within 10 calendar days of their intention to return to work, such employee shall be considered as having forfeited their right to return to work. Section 6. No permanent employee shall be laid off while temporary, part-time, or probationary employees in the same skill are retained. Section 7. The Employer and the Federation agree that if the Employer determines to lay off any bargaining unit member(s) during this contract term, the parties shall meet at the request of either party to discuss issues germane to that layoff.

SENIORITY AND LONGEVITY. ‌11.1 Longevity will be computed and compensated for in accordance with the provisions of the State Pay Plan Rules promulgated by the Department of Administration. Section 1. 11.2 Seniority means an employee's length of continuous service in with the Department of Fish, Wildlife & Parks as a classification (title and grade) in the bargaining unit. When length of continuous service is identical, the tie shall be broken with a coin tossLaw Enforcement Officer. Seniority shall not be interrupted by reclassification, involuntary transfer, or computed from the date the employee began regular uninterrupted service as an employee transferring to another classification in the bargaining unit because his or her position is scheduled for eliminationFWP Law Enforcement Officer. Section 2. a. Seniority shall be considered unbroken for: a. layoff 1. Layoff not exceeding one year; b. leaves 2. Leave without pay not in excess of 15 60 days except when such leave is granted in cases case of personal illness or for the pursuit of further education or training which permit an extension of leave timeillness; c. 3. Or military service resulting from deployment. b. Time worked as defined a Warden Trainee shall also be counted toward seniority. 11.3 Seniority shall not accrue when an employee transfers to a position not covered by State law and Department of Administration rulings; and d. paid leaves provided for in this Agreement or worker's compensation leave of 60 days when he/she terminates employment. However, upon transfer or lessrehire into a position covered by this Agreement, previously earned seniority as a bargaining unit employee shall be recognized and applicable under this Article. Section 3a. Any game warden covered by this agreement who was assigned and served as a criminal investigator prior to CIS wardens being incorporated into the warden bargaining unit will be granted seniority for any and all service during that time period. b. Vacant or newly created warden and investigator positions open for permanent assignment will first be opened to post-certified enforcement division employees.. Temporary warden assignments will last no longer than 12 months. Whenever experienceIf an eligible enforcement division employee applies, the position will not be opened to applicants outside the enforcement division. Selection processes for investigators will follow the department’s hiring and selection policy. c. Seniority, qualifications, and abilities are similar, seniority at the Montana Developmental Center capabilities shall be the determining factor controlling factors in filling new or vacated positions within lateral field warden positions. The scoring system shall be a 300-point system with qualifications and capabilities being worth 200 points and seniority being worth up to 100 points. Seniority shall be determined by giving each applicant five points for each year of service as an FWP Law Enforcement Officer with a maximum of 100 points allowed for 20 years of service. The applicant gaining the bargaining unitmost points will be recommended for the position to the hiring authority. Section 4d. If the vacant or newly created position becomes vacant within 6 months of it being filled, management may use the original pool of applicants to fill the vacant position. Employees CIS positions shall be filled by open recruitment with current employees being given an equal opportunity to apply. e. Newly hired employees with at least 30 months of service at the time of transfer are eligible to apply for transfer. Eligibility is determined by the projected transfer dates listed on the vacancy announcement. After the initial 30 months, employees are eligible to transfer at any time subject to layoff the department's moving policy. Although newly hired Wardens are committed by contract to remain 30 months in their first warden station, they are eligible to apply for transfer at the time of posting, upon completion of 24 months in their first station. Wardens with 24 months may only compete if no wardens with 30 months or more apply. Once newly hired employee is granted the vacant position management will determine the date of the transfer to the vacant position. 11.4 Employees to be laid off shall be given 21 calendar 14 days advance notice except for temporary layoffs caused by emergencies. notice. 11.5 In the selection of employees for layoff, seniority within a classification shall consideration will be given to the determining factorprograms to be carried out by the Employer and the staff structure which, provided said employee has after the needed qualificationsreduction, and has necessary endorsements, licenses, or other occupational requirements at the time of layoff. When all the above factors are equal, the employee's work record may be utilized as the tiebreaker.will achieve Section 5. 11.6 Recall from layoff shall be in accordance with the considerations outlined same consideration as in Section 4 aboveparagraph 11.5. The Employer Department shall notify the employee such employees to return to work and furnish the Federation Union a copy of such notification. If notification and if the employee fails to notify the Employer Department within 10 calendar 14 days of their his/her intention to return to work, such employee shall be considered as having forfeited their his/her right to return to work. Section 6. 11.7 No permanent employee shall be laid off while temporary, part-time, or probationary employees in the same skill are retained. Section 7. The Employer and the Federation agree that if the Employer determines to lay off any bargaining unit member(s) during this contract term, the parties shall meet at the request of either party to discuss issues germane to that layoff.

SENIORITY AND LONGEVITY. ‌ Section 1. Seniority means an employee's length of continuous service in a classification (title and grade) in the bargaining unit. When length of continuous service is identical, the tie shall be broken with a coin toss. Seniority shall not be interrupted by reclassification, involuntary transfer, or an employee transferring to another classification in the bargaining unit because his or her position is scheduled for elimination. Section 2. Seniority shall be considered unbroken for: a. layoff not exceeding one year; b. leaves without pay not in excess of 15 days except when such leave is granted in cases of personal illness or for the pursuit of further education or training which permit an extension of leave time; c. military service as defined by State law and Department of Administration rulingsAdministrationrulings; and d. paid leaves provided for in this Agreement or worker's compensation leave of 60 days or less. Section 3. Whenever experience, qualifications, and abilities are similar, seniority at the Montana Developmental Intensive Behavior Center shall be the determining factor in filling new or vacated positions within the bargaining unit. Section 4. Employees subject to layoff shall be given 21 calendar days advance notice except for temporary layoffs caused by emergencies. In selection of employees for layoff, seniority within a classification shall be the determining factor, provided said employee has the needed qualifications, and has necessary endorsements, licenses, or other occupational requirements at the time of layoff. When all the above factors are equal, the employee's work record may be utilized as the tiebreaker. Section 5. Recall from layoff shall be in accordance with the considerations outlined in Section 4 above. The Employer shall notify the employee to return to work and furnish the Federation a copy of such notification. If the employee fails to notify the Employer within 10 calendar days of their intention to return to work, such employee shall be considered as having forfeited their right to return to work. Section 6. No permanent employee shall be laid off while temporary, part-time, or probationary employees in the same skill are retained. Section 7. The Employer and the Federation agree that if the Employer determines to lay off any bargaining unit member(s) during this contract term, the parties shall meet at the request of either party to discuss issues germane to that layoff.

SENIORITY AND LONGEVITY. ‌ Section 1. Seniority means an employee's length of continuous service in a classification (title and grade) in the bargaining unit. When length of continuous service is identical, the tie shall be broken with a coin toss. Seniority shall not be interrupted by reclassification, involuntary transfer, or an employee transferring to another classification in the bargaining unit because his or her position is scheduled for elimination. Section 2. Seniority shall be considered unbroken for: a. layoff not exceeding one year; b. leaves without pay not in excess of 15 days except when such leave is granted in cases of personal illness or for the pursuit of further education or training which permit an extension of leave time; c. military service as defined by State law and Department of Administration rulings; and d. paid leaves provided for in this Agreement or worker's compensation leave of 60 days or less. Section 3. Whenever experience, qualifications, and abilities are similar, seniority at the Montana Developmental Center shall be the determining factor in filling new or vacated positions within the bargaining unit. Section 4. Employees subject to layoff shall be given 21 calendar days advance notice except for temporary layoffs caused by emergencies. In selection of employees for layoff, seniority within a classification shall be the determining factor, provided said employee has the needed qualifications, and has necessary endorsements, licenses, or other occupational requirements at the time of layoff. When all the above factors are equal, the employee's work record may be utilized as the tiebreaker. Section 5. Recall from layoff shall be in accordance with the considerations outlined in Section 4 above. The Employer shall notify the employee to return to work and furnish the Federation a copy of such notification. If the employee fails to notify the Employer within 10 calendar days of their his/her intention to return to work, such employee shall be considered as having forfeited their his/her right to return to work. Section 6. No permanent employee shall be laid off while temporary, part-time, or probationary employees in the same skill are retained. Section 7. The Employer and the Federation agree that if the Employer determines to lay off any bargaining unit member(s) during this contract term, the parties shall meet at the request of either party to discuss issues germane to that layoff.

SENIORITY AND LONGEVITY. ‌ Section 1. Seniority means an employee's length of continuous service in a classification (title and grade) in the bargaining unit. When length of continuous service is identical, the tie shall be broken with a coin toss. Seniority shall not be interrupted by reclassification, involuntary transfer, or an employee transferring to another classification in the bargaining unit because his or her position is scheduled for elimination. Section 2. Seniority shall be considered unbroken for: a. layoff not exceeding one year; b. leaves without pay not in excess of 15 days except when such leave is granted in cases of personal illness or for the pursuit of further education or training which permit an extension of leave time; c. military service as defined by State law and Department of Administration rulingsAdministrationrulings; and d. paid leaves provided for in this Agreement or worker's compensation leave of 60 days or less. Section 3. Whenever experience, qualifications, and abilities are similar, seniority at the Montana Developmental Center shall be the determining factor in filling new or vacated positions within the bargaining unit. Section 4. Employees subject to layoff shall be given 21 calendar days advance notice except for temporary layoffs caused by emergencies. In selection of employees for layoff, seniority within a classification shall be the determining factor, provided said employee has the needed qualifications, and has necessary endorsements, licenses, or other occupational requirements at the time of layoff. When all the above factors are equal, the employee's work record may be utilized as the tiebreaker. Section 5. Recall from layoff shall be in accordance with the considerations outlined in Section 4 above. The Employer shall notify the employee to return to work and furnish the Federation a copy of such notification. If the employee fails to notify the Employer within 10 calendar days of their intention to return to work, such employee shall be considered as having forfeited their right to return to work. Section 6. No permanent employee shall be laid off while temporary, part-time, or probationary employees in the same skill are retained. Section 7. The Employer and the Federation agree that if the Employer determines to lay off any bargaining unit member(s) during this contract term, the parties shall meet at the request of either party to discuss issues germane to that layoff.