Seniority Layoffs and Recalls Clause Samples

Seniority Layoffs and Recalls. 12.01 Seniority is the ranking of employees in accordance with their length of employment within their respective job classifications. Seniority of current employees covered by this Agreement shall be calculated from the date of hire. New employees, after successfully completing their probationary period, shall be added to the seniority list with seniority attributed from the date of hire. Separate seniority lists shall be maintained for each job classification as identified by Schedule “A” and these lists shall be maintained and kept current by the Employer and shall be made available to the Union upon request. 12.02 Seniority rights shall terminate and an employee shall cease to be employed by the Employer when he: a. voluntarily quits his employment with the Employer; b. is discharged, and is not reinstated through the grievance procedure or arbitration; c. fails to report for work as scheduled for a 2nd consecutive workday without having a justifiable reason for such failure to report; d. is laid off for a period of more than nine (9) consecutive months; e. fails to report on the first day following the expiration of a leave of absence without just cause; f. is absent for a period of more than twenty-four (24) months due to a bona fide injury, or illness; g. fails to report to work following a recall within four (4) workdays if unemployed, or five (5) workdays if employed elsewhere. 12.03 When in the opinion of the Employer, a reduction in the workforce is necessary, he shall inform the Union of the need for layoffs. Probationary employees and students shall be laid off first. If further reductions are necessary, the Employer shall create a list of remaining employees and shall determine the order of layoffs by relying on the following factors: a. Ability and willingness to perform the available work; b. Classification, as per Schedule “A”; c. Any other factor that the parties mutually agree to be relevant. Where the factors above are relatively equal, an employee’s length of service shall be the determining factor in developing the order of layoff. 12.04 The Employer agrees to notify the Union (▇▇▇▇▇▇▇ or Representative) of the names of employees laid off prior to the pay period of the date during which the layoff will occur. 12.05 The discretion exercised by the Employer in determining the order of layoff, or which employees to layoff, shall not be unreasonably exercised. 12.06 The Employer will not be required to give notice of layoff when equipment...
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Seniority Layoffs and Recalls. Section 7.1. Seniority. Seniority is defined as an employee’s length of continuous full- time service with the Village since the employee’s last date of hire in a bargaining unit position. Bargaining unit employees hired on the same date shall be ranked for seniority purposes according to their respective standings on the eligibility list. Solely for purpose of determining eligibility for economic fringe benefits (e.g., vacation), employees shall be additionally credited for full-time employment with the Village in non-bargaining unit positions. Seniority shall not include periods of unpaid leave time in excess of thirty (30) days or any periods of unpaid FMLA leave.
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Seniority Layoffs and Recalls. 12.01 A Seniority list shall be maintained at all times by the Employer and shall be available to the Union to ascertain the seniority status of an employee within its jurisdiction. This list shall also identify to which classification an employee is assigned. 12.02 Seniority rights shall cease, and the employment relationship be deemed terminated for any employee who: a. Voluntarily quits the employ of the Employer; b. Is discharged and such discharge is not reversed through the Grievance Procedure; c. Is laid off for a continuous period of more than twelve
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Seniority Layoffs and Recalls. 11.01 Seniority is the measure of an employee’s duration of employment with the Employer from the most recent date of hire and, where applicable, within his job classification. Seniority helps determine employment rights, layoffs and recalls, as indicated below. Upon completion of probation, seniority is dated from the most recent date of hire. The Employer shall maintain a list of its employees within each employment classification identified in Schedule “A” and the amount of seniority each has earned. This list shall be made available to the Union upon request. 11.02 Employment rights shall terminate and an employee shall cease to be employed by the Employer in the bargaining unit when he: a. voluntarily quits his employment with the Employer; b. is discharged and is not reinstated through the grievance procedure or arbitration; c. fails to report for work as scheduled for more than three
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Seniority Layoffs and Recalls. Section 1. The desire of the parties is to provide job security and opportunity for employees based upon their qualifications and years of continuous service. Seniority is defined as the total length of service with Regional Mental Health Center from the time before the two centers merged and were known as Tri-City Community Mental Health Center and Southlake Center for Mental Health, - computed in years, months and days from last date of hire and applies only to full time regular employees. The Center shall maintain seniority lists, copies of which shall be posted on an appropriate bulletin board every three (3) months. Such lists shall be subject to correction on the showing of error by an employee, the Union or the Center. For the period of time from the posting and said seniority list until such showing of error is called to the attention of the Center shall not be financially responsible for any action under this Agreement if such action is the result of said error. A separate seniority list shall be maintained for regular part time employees. The seniority rights of regular part time employees shall be set forth in Article XXII. Section 2. The Seniority of an employee who has completed the probationary period shall date back to the date of said employee's first day of work as probationary employee. In the event more than one employee started work on the same day, the names of the employees shall be added to the seniority lists in alphabetical manner. Section 3. The Center will operate under a facility format. The Center shall maintain a list of facilities, copies of which shall be posted periodically. The Center reserves the right to add new facilities, and/or consolidate or merge facilities. Section 4. An employee with established seniority in the bargaining unit who is transferred out of the bargaining unit shall not accumulate seniority during said period of time. The employee shall retain the amount of seniority held while working in the bargaining unit. The employee shall have no right to transfer back to the bargaining unit but in the event the employee is transferred back into the bargaining unit by the Center, said employee shall start again accumulating seniority in the bargaining unit, which seniority shall be added to whatever amount of seniority the employee retained at the date of the employee's transfer out of the bargaining unit. Section 5. Employee status, including seniority, shall be considered lost by: A. Discharge for just cause; ...
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Seniority Layoffs and Recalls 
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Related to Seniority Layoffs and Recalls

  • LAYOFFS AND RECALLS (a) Employees will be laid off in reverse order of seniority whenever there is a reduction of employees in the bargaining unit. The only exception to this provision is when the client requests in writing that a specific security guard be retained at their site. Guards can bump due to (1) loss of site, (2) being bumped by a senior guard, (3) client removal for non-disciplinary reasons, (4) return from approved leave of absence or (5) loss of position on a site. (b) The Company shall notify employees whose position is to be eliminated due to the loss of work at a specific site or the loss of the entire site at least five (5) working days prior to the effective date of termination of the position. Such employee will be entitled to bump junior employees at other sites in order to maintain employment and status. The company will meet with the affected employee and their Union representative as quickly as possible after notification in order to allow the employee to review options and make an informed decision where they wish to bump into. The parties will attempt to place the security guard into an alternate site where said guard will not lose any days of pay, but in no event, will the placement, or bumping take more than five (5) working days (no more than five (5) unpaid days). If an employee is not slotted into their new position within said five (5) working days, the company will provide payment in lieu of work. During the up to five (5) days waiting period, the employee will be entitled to be on top of the spare board list if they so desire. (c) The Company shall generally give notice of recall by registered mail to the last recorded address of the employee. The employee shall keep the Company informed of the employee's present address of location where he may be reached. The employee who fails to do so shall forfeit his right of recall. (d) If, within one (1) calendar day from the receipt of such notice, the employee accepts the recall, the job will be held open for one (1) calendar day from the day of the employee's acceptance. In the event that such recalled employee is employed elsewhere at the time of recall, the Company will hold the position vacant for two (2) weeks if the Company has received appropriate advance notice from its client. (e) In circumstances where the Company must fill vacant positions without delay, the Company shall give notice of recall by telephone until able to find a qualified employee who is prepared to report to work immediately. (f) If the employee declines the position, or fails to respond to the notice within one (1) calendar day from the date of receipt of the original notice, or fails to report to work within the time period outlined above, such employee shall be considered to have resigned and shall forfeit his recall rights. Should such employee be prevented from returning to work due to illness or accident he shall retain his recall rights and the Company shall be at liberty to recall another employee. The employee shall be required to show proof of such illness or accident.

  • 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.

  • SENIORITY AND LAYOFFS 11.01 Seniority of employees shall be calculated from date of hire. New employees shall be placed on the seniority list at the end of their probationary period and their respective seniority shall be dated back to the date of beginning of employment. Employees hired on the same date shall be placed on the seniority grid in reverse alphabetical order. 11.02 Seniority lists shall be maintained at all times by the Employer and shall be available to the Union to ascertain the seniority status of an employee within its jurisdiction. 11.03 Seniority rights shall cease for any employee who: a. voluntarily quits the employ of the Employer; b. is discharged and such discharge is not reversed through the grievance procedure; c. is laid off for a continuous period of more than nine (9) consecutive months; d. fails to return to work within five (5) workdays after notification to his address on record with the Employer or fails to notify the Employer within two (2) workdays of his intention to return. a. In case of layoffs, the Employer will give such recognition to the seniority standings of the employees as the continued proper performance of his work will permit. Ability to perform available work being relatively equal, the rule shall prevail that the employee having most seniority shall be laid off last and recalled first. b. Employees with less than six (6) months' seniority shall not have the right to recall. 11.05 One (1) week's notice of layoff shall be given to each employee for each year of seniority to a maximum of eight (8) weeks notice. 11.06 Any appeal in regard to a layoff must be taken up under the first step of the grievance procedure hereinafter set forth within three (3) workdays after the layoff took place. 11.07 Any employee laid off and recalled for work must return within two (2) workdays when unemployed and within five (5) workdays when employed elsewhere after being recalled, or make definite arrangements with the Employer to return.