Work Force Reductions Clause Samples

The Work Force Reductions clause defines the procedures and requirements for reducing the number of employees within an organization, typically due to restructuring, budget cuts, or changes in business needs. It outlines the steps the employer must follow, such as providing advance notice to affected employees, offering severance packages, or complying with legal obligations like consultation with employee representatives. This clause ensures that workforce reductions are conducted in a fair, transparent, and legally compliant manner, minimizing disputes and protecting both the employer and employees during downsizing processes.
Work Force Reductions. The Medical Center retains the right to 8 determine whether a permanent or prolonged reduction in personnel is necessary, the 9 timing of such reduction in personnel, the number of FTEs to be eliminated, and in 10 which groups of nurses layoffs will be effected. The parties further agree:
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Work Force Reductions. The Agency retains the right to determine whether a permanent or prolonged reduction in personnel is necessary, the timing of such reduction in personnel, the number of FTEs to be eliminated, and the program(s) in which such reduction shall occur.
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Work Force Reductions. (a) In the event of layoffs taking place, such layoff shall be made on the basis of seniority and qualifications to meet the job requirements. In the event two (2) or more Employees have relatively equal ability, the least senior Employee will be laid off first. (b) An Employee who has been laid off and wishes to be recalled must ensure that the Employer has a current phone number and address.
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Work Force Reductions. (a) In the event of layoffs taking place, such layoff shall be made on the basis of seniority and qualifications to meet the job requirements. In the event two (2) or more Employees have relatively equal qualifications, the least senior Employee will be laid off first. (b) In the event the Company decides to retain a less senior Employee, the Company shall advise the Union prior to implementation of a layoff. (c) Notwithstanding anything, the Company and a senior, qualified Employee may agree that said Employee may take a voluntary lay-off, instead of retaining available work, in which case the provisions of Clause 5.04(b) above shall not apply. Under these circumstances, the Company shall have the right to agree, or not, with the request for voluntary layoff by a senior Employee, on a case by case basis, and the exercise of this right by the Company shall be subject to the sole discretion of the Company and the matter shall not be grievable by any Employee in the bargaining unit or by the Union. (d) An Employee who has been laid off and wishes to be recalled must ensure that the Company has a current phone number and address.
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Work Force Reductions. The Medical Center has the right to determine whether a work force reduction is appropriate, the timing of such a reduction, the number of FTEs to be eliminated, and the unit(s) or department(s) in which such a reduction will occur. The Association has the right to bargain, upon request, regarding the effects of such a determination. Both parties recognize that seniority shall be the factor that determines which employees shall be laid off, provided the remaining nurses are qualified to perform the available work. An exception to this seniority principle shall apply in the event that a nurse has relevant and unresolved performance concerns raised by a current final written warning to the nurse within six months prior to the announced or anticipated layoff.
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Work Force Reductions. The Medical Center has the right to determine whether a work force reduction is appropriate, the timing of such a reduction, the number of FTEs to be eliminated, and the unit(s) or department(s) in which such a reduction will occur. The Association
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Work Force Reductions a. The City is committed to making every reasonable effort to avoid laying off employees. b. A layoff is defined as any one of the following: 1) A separation of a non-probationary regular employee from the City due to the elimination of a position. 2) A reduction of the regularly established hours for a position from full-time to part- time by the City. 3) A reduction of the regularly established hours for a part-time position, if the reduction in hours would entail a change in the employee’s health insurance tier (as defined in 21.3). For the purposes of this article, “regularly established hours” refers to the hours as established in the most recent offer letter for an employee. Generally, temporary and initial hire probationary employees who are doing the same or lower level work within the job family, within a department, will be terminated prior to the layoff of regular non- probationary employees unless there is an operational need that dictates otherwise. The City will notify the Union if it is proposing an exception be made to this guideline. c. The City recognizes the need for prompt notification and will provide a minimum of 30 days notice to the Union regarding potential work force reductions and the advantage of discussions with the Union to solicit their suggestions and alternatives to layoff or other service reductions in time for them to be given due consideration. Unless there are extenuating circumstances, the City will give at least one (1) week notice to the Union prior to giving layoff notices to any bargaining unit members. d. Nothing in this Article is intended to restrict the prerogative of the City to determine the financial necessity of service reductions, the form of the reductions, the elimination of positions, or the location or duration of layoffs.
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Work Force Reductions. When it is necessary to reduce the work force, the District will 44 meet with the Union to explain the necessity for the reduction. The District shall determine which 45 positions will be eliminated and/or reduced.
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Work Force Reductions. 11.1 WORK FORCE REDUCTIONS a. The City is committed to making every reasonable effort to avoid laying off employees. b. A layoff is defined as any one of the following: 1) A separation of a non-probationary regular employee from the City due to the elimination of a position. 2) A reduction of the regularly established hours for a position from full-time to part- time by the City. 3) A reduction of the regularly established hours for a part-time position, if the reductionin hours would entail a change in the employee’s health insurance tier (as defined in 21.3). For the purposes of this article, “regularly established hours” refers to the hours as established in the most recent offer letter for an employee. Generally, temporary and initialhire probationary employees who are doing the same or lower level work within the job family, within a department, will be terminated prior to the layoff of regular non- probationary employees unless there is an operational need that dictates otherwise. TheCity will notify the Union if it is proposing an exception be made to this guideline. c. Except as otherwise outlined in this article, it is understood that layoffs shall be established on the basis of overall bargaining unit seniority within a classification and Job Family within a work unit. See Article 9.1 for definition of seniority. d. The City recognizes the need for prompt notification both to the Union and employees. The City will provide a minimum of 30 days’ notice to the Union regarding proposed work force reductions and promptly schedule a meeting with the Union. At the time of the meeting and for up to the next ten workdays following the meeting, the Union may offer suggestions and alternatives to proposed layoffs. The City will evaluate the Union’s suggestions and alternatives for feasibility then meet with the Union to provide a verbal summary of evaluation and feasibility. The City will follow the meeting with a written summary of the evaluation and feasibility determination including adopted and unfeasible suggestions or alternatives. e. Unless there are extenuating circumstances, the City will give at least one (1) week notice to the Union prior to giving layoff notices to any bargaining unit members. f. Nothing in this Article is intended to restrict the prerogative of the City to determine the financial necessity of service reductions, the form of the reductions, the elimination of positions, or the location or duration of layoffs.
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Related to Work Force Reductions

  • WORKFORCE REDUCTION SECTION 1 Layoffs (A) When employees are to be laid off, the state shall implement such layoff in the following manner: (1) The competitive area within which layoffs will be affected shall be defined as statewide within the DHSMV. (2) Layoff shall be by occupational level within the Florida Highway Patrol bargaining unit. (3) An employee who has not attained permanent status in his current position may be laid off without applying the provision for retention rights. (4) No employee with permanent status in his current position shall be laid off while an employee who does not hold permanent status in his current position is serving in that broadband level unless the permanent employee does not elect to exercise his retention rights or does not meet the selective competition criteria. (5) All employees who have permanent status in their current position shall be ranked on a layoff list based on the total retention points derived as follows: (a) Length of service retention points shall be based on one point for each month of continuous service in a Career Service position. 1. An employee who resigns from one Career Service position to accept employment in another Career Service position is not considered to have a break in service. 2. An employee who has been laid off and is reemployed within one year from the date of the layoff, shall not be considered to have a break in service. 3. Moving from Career Service to Selected Exempt Service or Senior Management Service and back to Career Service does not constitute a break in service unless the employee’s break in service is more than 31 calendar days. Only time spent in the Career Service can be counted in calculating retention points. (b) Retention points deducted for performance not meeting performance standards or work expectations defined for the position shall be based on the five years immediately prior to the DHSMV’s established cutoff date. Five points shall be deducted for each month an employee has a rating below performance expectations. (6) The layoff list shall be prepared by totaling retention points. Employees eligible for veterans’ preference pursuant to section 295.07(1)(a) or (b), F.S., shall have fifteen percent added to their total retention points, those eligible pursuant to section 295.07(1)(c), (d), or (e), F.S., shall have ten percent added to their total retention points, and those eligible pursuant to section 295.071(1)(f), or (g), F.S., shall have five percent added to their total retention points. (7) The employee with the highest total retention points is placed at the top of the list, and the employee with the lowest retention points is placed at the bottom of the list. (8) The employee at the top of the list shall bump the employee at the bottom of the list. The next highest employee on the list and the remaining employees shall be handled in the same manner until the total number of filled positions in the broadband level to be abolished is complete. (9) Should two or more employees have the same combined total of retention points, the order of layoff shall be determined by giving preference for retention in the following sequence: (a) The employee with the longest service in the affected broadband level. (b) The employee with the longest continuous service in the Career Service. (c) The employee who is entitled to veterans’ preference pursuant to section 295.07(1), F.S. (10) An employee who has permanent status in his current position and is to be laid off shall be given at least 14 calendar days’ notice of such layoff or two weeks’ pay or a combination of days of notice and pay. Any payment will be made at the employee’s current hourly base rate of pay. The notice of layoff shall be in writing and sent to the employee by certified mail, return receipt requested. Within seven calendar days after receiving the notice of layoff, the employee shall have the right to request, in writing, a reassignment, lateral action, or demotion within the competitive area in lieu of layoff to a position in a broadband level within the bargaining unit in which the employee held permanent status, or to a position at the level of or below the current level in the bargaining unit, in which the employee held permanent status. Such request must be in writing and reassignment or demotion cannot be effected to a higher broadband level. (11) An employee’s request for reassignment, lateral action, or demotion shall be granted unless it would cause the layoff of another employee who possesses a greater total of retention points. (12) An employee adversely affected as a result of another employee having a greater number of retention points shall have the same right of reassignment, lateral action, or demotion under the procedure as provided in this section. (13) If an employee requests a reassignment, lateral action, or demotion in lieu of layoff, the same formula and criteria for establishing retention points shall be used as prescribed in this section. (B) If there is to be a layoff of employees the state shall take all reasonable steps to place any adversely affected employees in existing vacancies for which they are qualified. (C) If work performed by employees in this unit is to be performed by non-state employees, the state agrees to encourage the employing entity to consider any adversely affected unit employees for employment in its organization if the state has been unable to place the employees in other positions within the Career Service System.

  • Reduction in Force and Recall Section 13.1. It is the intent of the parties, through this article, to establish an objective procedure by which a reduction in force (i.e., layoff or job abolishment) may be accomplished, should the need arise, and supersede the provisions of ORC 124.321 to 124.328, 124.37, OAC 123: 1-41-01 to 123: 1-41-22, and all local rules and regulations of the City of East Cleveland Civil Service Commission governing work force reductions. Section 13.2. Employees may be laid off as a result of lack of work, lack of funds, or abolishment of position. In the event of a layoff, the Employer shall notify the affected employee thirty (30) calendar days in advance of the effective date of layoff. The Employer agrees to discuss with representatives of the FOP the impact of the layoff on the bargaining unit member. Any layoff in the bargaining unit shall be in accordance with departmental seniority, i.e., the most recent employee hired is the first employee laid off. Any employee laid off from a bargaining unit position may, at his option, displace a permanent part-time or intermittent employee in the same classification. Failure to bump or failure to accept a recall to a part-time or intermittent position shall not jeopardize an employee’s recall rights to a full-time position. Section 13.3. Employees who are laid off shall be placed on a recall list for a period of three (3) years. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff, provided they are presently qualified to perform the work in the work section to which they are recalled. Any recalled employee requiring additional training to meet the position qualifications in existence at the time of recall must satisfactorily complete the additional training required in this section. Such training shall be at the Employer’s expense. Section 13.4. The recalled employee shall have ten (10) calendar days following the date of recall notice to notify the Employer of his intention to return to work and shall have fifteen (15) calendar days following receipt of the recall notice in which to report for duty, unless a different date for return to work has been otherwise agreed upon.

  • Contractor Responsibility for System Agency’s Termination Costs If the System Agency terminates the Contract for cause, the Contractor shall be responsible to the System Agency for all costs incurred by the System Agency and the State of Texas to replace the Contractor. These costs include, but are not limited to, the costs of procuring a substitute vendor and the cost of any claim or litigation attributable to Contractor’s failure to perform any Work in accordance with the terms of the Contract.

  • Employee Responsibilities The Employer's policy with respect to employee responsibilities provides for employees: