Common use of Work Force Clause in Contracts

Work Force. 17.1 Any vacancy or newly created position will be posted in a conspicuous place in the buildings where the employees within the bargaining unit work. Such notice shall be posted for at least seven (7) calendar days prior to the filling of such vacancy or newly created position. Employees, excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. In the selection of employees for such vacancy or newly created position consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification. (a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniority, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled. (b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.

Work Force. 17.1 Any vacancy or newly created position will be posted in a conspicuous place in the buildings where the employees within the bargaining unit work. Such notice shall be posted for at least seven (7) calendar days prior to the filling of such vacancy or newly created position. Employees, excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. In the selection of employees for such vacancy or newly created position consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification. (a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniority, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled. (b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.result

Work Force. 17.1 15.1 Any vacancy or newly created position in a department will be posted in a conspicuous place in the buildings all departments where the employees within the bargaining unit workwork and will be emailed to the Union Stewards. Such notice shall be posted for at least seven five (75) calendar days workdays prior to the filling of such vacancy or newly created position. EmployeesWhenever practicable, excluding intermittent employeesvacancies shall be filled from among the present employees in the department, may bid on giving first consideration to seniority and qualification. If it becomes necessary in filling a vacancy to bypass an employee’s seniority, reasons for said denial shall be given in writing to such employee. No vacancy or newly created position shall be reduced in classification by submitting written application prior to the expiration date EMPLOYER without first being offered in the bidding process. 15.2 A reduction of the postingwork force will be accomplished on the basis of seniority and job classification provided all probationary and temporary employees in the classification(s) where the lay off occurs are laid off first. In the selection event of layoffs or a reduction of the work force, employees for such vacancy may exercise their seniority rights to a job classification of a higher, the same or newly created position consideration shall be given to classification seniority and lower pay within the employee's ability and capacity to perform the job. Positions with incumbents which bargaining unit provided that all job relevant qualifications between employees are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationequal. (a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniority, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. 15.3 Employees shall be recalled from layoff according to their seniorityseniority and job classification. No new employees employee shall be hired for a job classification which a layoff has occurred until all employees on layoff status desiring within that job classification have been given ample opportunity to return to work have been recalled. within twenty-four (b24) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum months of two years from the date of their said layoff. After this initial two-year period, eligibility for reinstatement from The City will notify employees on layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing return to the Director of Human Resources and shall be made within 60 days following the anniversary date of work by registered mail at the employee’s layoff and include a current address and phone number last recorded address. The employee must return to work within three (3) weeks of the employee on layoff. If no receipt of this notice is received the employee’s name will be removed from the recall list and the employee will no longer in order to be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatementreemployment.