▇▇▇▇▇▇ and Recall Procedures Sample Clauses

▇▇▇▇▇▇ and Recall Procedures. In an attempt to streamline and expedite the layoff and recall procedures, as they relate to Article 10.03 of the Collective Agreement, both Parties agree to the following:
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▇▇▇▇▇▇ and Recall Procedures. 2 Layoff and recall procedures will be implemented on ONA bargaining unit 3 seniority.
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▇▇▇▇▇▇ and Recall Procedures. Clause 14.3 (Scheduling Provision) (a), (b), (e) and (h) Clause 17.2 (Educational Leave) Article 19 - Vacation except for 19.1(b) Article 20 - Short-Term Illness & Injury Plan Article 22 - Workforce Adjustments and Other Changes Article 24 - Health and Welfare
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▇▇▇▇▇▇ and Recall Procedures. In instances where the reduction of hours is less than twenty percent (20%) the Board agrees to inform the Union in writing.
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▇▇▇▇▇▇ and Recall Procedures. 10.01 It is understood that, in the event of changing conditions or the curtailment of business predicating the necessity of a layoff, probationary and supplemental employees shall be laid off prior to the layoff of regular employees, except where a probationary employee, employed in the following classifications: Process Operators Power Engineer; Process Operator Programmers Relief Power Engineer; Journeyman Mechanics; Packaging Maintenance Mechanic (Millwright); Project Mechanic (Millwright); and Instrument Technician as listed under the Classification and Wage Schedule to this Agreement, cannot be replaced by a regular employee who is qualified and willing to carry out the duties required of that "classification". However, prior to any layoff of regular employees, the Company will discuss the problem with the Union in order that the most equitable method of handling the problem may be determined. 10.02 Seniority shall be recognized and followed for the purpose of affecting any layoff subject to the following conditions: (a) An employee subject to layoff, but whose seniority makes them eligible to bump into another position in accordance with Article 10.02 of the Collective Agreement, will be provided a ten (10) working day Orientation Period to determine whether the employee is capable and willing to perform the work available for the position. During the ten (10) working day Orientation Period, the employee may be entitled to some instruction, although not “training” as the Collective Agreement may require in other circumstances. The evaluation of whether the employee has demonstrated that they are capable of performing the position, shall be completed during the Orientation Period. (b) The Company and the Union acknowledge and agree that an employee cannot perform the duties of a position without the appropriate and required forklift license, rail certification, power engineer, or trade ticket. (c) If an employee is eligible to bump into a position which requires a forklift license, and the employee does not hold a forklift license, the Company will facilitate the employee’s acquisition of that forklift license at the earliest opportunity. Prior to obtaining the required forklift license, the employee will be provided alternate work in a position for which the employee is qualified and able to perform, without any assistance or orientation, subject to seniority and reasonable operational concerns. If no such alternate work is available, the employee w...
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▇▇▇▇▇▇ and Recall Procedures. ‌ 17.1. An employee may be laid off as a result of demonstrable financial exigency or demonstrable enrollment reduction, or as a result of a modification of curriculum or program instituted through established program review procedures. If financial exigency is asserted as the basis for a layoff, the financial exigency must be demonstrated to be University-wide. 17.2. If the Board decides it is necessary to lay off employees in accordance with Article 17.1, the factors which will be considered in light of the University's program needs, in determining which, if any, employees will be retained, are: length of full-time service at the University, including approved leaves; length of full-time service in the department, including approved leaves; educational qualifications; professional training; and professional experiences. When program need is asserted, the reason(s) for such an assertion must be communicated to the affected employee in a timely fashion. If requested by the employee, the reason(s) must be in writing. The layoff of employees in the level of organization as determined by the Board to which the layoff applies shall be in the order listed below: a. Temporary and part-time employees; b. Full-time employees on probationary appointment, but without tenure; c. Tenured employees. 17.3. No tenured employee shall be laid off for the purpose of creating a vacancy to be filled by an administrator entering the bargaining unit. 17.4 a. Prior to the effective date of the layoff of any employee, the University and the Board shall review the possibility of: (1) an assignment with duties in more than one unit; (2) part-time employment; (3) transfer to another unit or position pursuant to Article 14; (4) retraining pursuant to Article 28. The results of these efforts shall be made known to the employee. A laid-off employee who accepts such other bargaining unit employment may, with Board approval, retain accumulated rights or benefits. The employee shall be informed of the locations of University employment postings. Until the effective date of the layoff, the University shall provide access to the University Placement Service for assistance in locating other employment outside the University. Nothing in this article shall be a contravention of Article 21.3 or University policy.
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▇▇▇▇▇▇ and Recall Procedures. 13.1 This process shall apply when a reduction in classified positions (layoff) occurs because of one or more of the following reasons: 13.1.1 Decrease in student enrollments 13.1.2 Changes in program needs as determined by the District
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▇▇▇▇▇▇ and Recall Procedures. If it becomes necessary during any Federal contract year because of Federal contract modifications, insufficient funds, loss of enrollment, or an emergency caused by an act of nature, to decrease the number of instructors, performance evaluations as well as seniority with the District shall be considered. The seniority list shall be based on seniority date. Employees who are laid off due to lack of work willed be recalled based on their established seniority, performance evaluations and certification within subject areas.
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▇▇▇▇▇▇ and Recall Procedures 
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  • Recall Procedures ‌ A. Eligibility to be recalled from layoff and employment shall terminate after fourteen (14) months. Employees shall be recalled from layoff based on seniority in the following order: 1. Employees shall be recalled to the position from which they were laid off starting within the employee’s Department; or, 2. Employees shall be recalled to other positions within the position series from which they were laid off starting with the employee’s Department and then other Departments, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 3. Employees shall be recalled to other positions the employee previously held, provided the employee completed probation in that position starting with the employee’s Department and then other Departments, and provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work. 4. Employees shall be recalled from layoff into vacant County positions not previously held provided: 1) The employee possesses the qualifications, performance record, aptitude, ability to perform the work, and the ability to meet the minimum requirements for the position as defined in the job description; and 2) The employee specifies in writing to the Human Resources Office, within thirty (30) days of the date of layoff, the position(s) they want to be considered for recall. B. Employees on layoff who have been offered recall, and who have voluntarily refused such recall, shall be removed from the recall list and their employment shall be terminated. A form provided by the Human Resources Office signed by the employee shall document this recall refusal. C. When necessary, the Human Resources Director shall determine the recalled employee’s qualifications, performance record, aptitude, and ability to perform the work through discussions with the applicable Supervisor and a meeting with the employee. The employee shall be notified of the right to have a representative of his or her choosing present. If there is a disagreement over the County not allowing the employee to exercise recall rights, the Human Resources Director shall document this disagreement. D. After finding out more information about a specific job(s), a recalled employee may decide their overall qualifications, aptitude and ability are not compatible with the requirements of the job and may request to remain on the County recall list rather than pursue recall to the available position. Authorization to remain on layoff status, and return to the recall list after declining recall, must be mutually agreed upon. A form produced by the Human Resources Office and signed by the employee shall document this process. E. Laid off employees shall report to work on the date specified in the notice of recall, such date shall be not less than fourteen (14) days from the date of the notice unless mutually agreed upon.

  • Layoff and Recall Procedure a. In the event that a bargaining unit member's position is eliminated or reduced, or the bargaining unit member is bumped, said bargaining unit member shall have the right to bump the bargaining unit member with the least seniority among those bargaining unit members with equal or more scheduled work hours in the classification; provided that said bargaining unit member is qualified for the position. b. Only if no position is available with equal or more scheduled work hours in the classification for which the employee is qualified and for which she is more senior, said bargaining unit member shall have the right to bump the bargaining unit member with lower seniority among those bargaining unit members whose number of work hours in the classification most closely aligns with her original hours; provided that said bargaining unit member is qualified for the position. The bargaining unit member shall have no more than two (2) work days after receipt of her layoff notice or schedule reduction notice to notify the Board in writing of her intention to exercise her right to bump, and the specific position which she intends to bump. If the employee fails to exercise her right to bump within two workdays under this article, she shall be laid off. If the employee exercises her right to bump under this article, the Board shall notify the bargaining unit member within two (2) workdays to verify the effective starting date for the position, and follow up said notification in writing as soon as practicable. c. When a vacancy occurs, bargaining unit members in the classification who are on layoff shall be recalled in the following order: (1) Laid off bargaining unit members in the classification of the vacancy in the order of most seniority first; (2) Laid off bargaining unit members not in the classification of the vacancy in the order of most seniority first, provided that the bargaining unit member is qualified for the job; (3) In no case shall a new employee be hired by the Board while there are laid-off bargaining unit members who are qualified for a vacant or newly-created bargaining unit position.

  • Payroll Procedures ‌ A. The District will continue a 26-equal pay payroll schedule for employees who work at least a 190 day work calendar with paychecks electronically deposited every other Friday in the employee’s choice of a financial institution beginning on a Friday selected by the District. If a Friday pay date falls on a date the District is closed, the paychecks will be electronically deposited no later than the Friday pay date the District is closed unless such Friday is a banking holiday. In such cases, the paychecks will be electronically deposited no later than the last preceding banking day. The District will continue a 22 equal pay payroll schedule for employees who work less than a 190-day work calendar and they will have their payroll checks electronically deposited every other Friday on a Friday selected by the District as provide above for employees who work at least a 190-day work calendar. The District will work with employees who do not have an account with a financial institution to establish an account(s) with the Credit Union to provide for these electronic deposits. B. The Parties recognize the right of the District to require the electronic deposit of all employees’ paychecks as set forth above; however, the District has not mandated such electronic deposits and will not do so without first giving the Union and each affected employee at least forty-five (45) calendar days advance notice of its intent to implement electronic deposits for all employees. The District will work with employees who do not have an account with a financial institution to establish an account(s) with the Credit Union to provide for these electronic deposits. Until such time the District requires electronic deposits of all employees’ paychecks, those employees who do not have electronic deposit will be paid via US Mail so that they receive their mailed paychecks on or soon after the normal Friday pay date. Those employees who select electronic deposit of their paychecks will maintain that means of receiving their pay and may not revert to any other means of being paid. C. The District will implement a paperless payroll effective January 1, 2011 whereas employees will not receive a paper pay stub, but will be able to access payroll stub and other payroll information including their Federal W-2 Annual Earnings Statement by going to a District website location and, after entering their personal password, be able to view and retrieve their individual payroll information as well as being able to view and make some payroll information changes on-line such as the employee’s Federal W-4 Form. Employees who are in need of computer training to be able to access this information will be offered this training at a mutually agreed time during or after their regular working hours. D. The Union is invited to appoint two (2) representatives to provide input on topics that will be addressed by the District’s ad hoc Payroll Advisory Committee. One topic of the ad hoc Payroll Advisory Committee will be to make an annual recommendation to the Chief Operating Officer of the first Friday paycheck date of each school year for employees who are less than 12 month employees. Another topic to be addressed by this ad hoc Committee will be to recommend to the District the best means of communicating in advance with all employee groups the payroll schedules for the ensuing school year. To that end, such Union representatives will be provided a TDE at District expense to attend meetings of this Committee when such meetings are scheduled during regular duty hours.

  • Recall Procedure (a) A laid-off faculty member shall be offered reemployment when a vacancy becomes available for which the bargaining unit member is qualified. A faculty member will be recalled according to the principles of last laid off/first recalled, provided the faculty member is qualified to perform the duties of the position to be filled. (b) Faculty members being recalled shall be notified by mail, e-mail, and telephone to their last known address and shall have fifteen (15) working days from the date of delivery confirmation to respond affirmatively in writing. It shall be the faculty member’s responsibility to provide the College with a current address and make appropriate arrangements for forwarding receipt of mail if the faculty member will be away from their address for more than five (5) calendar days. (c) If the faculty member fails to accept the recall in writing to the College within fifteen (15) working days from the date the delivery of recall notification was confirmed, the faculty member shall be removed from the recall list and the College shall have no further obligation to the faculty member. The faculty member who has been laid-off shall remain on a recall list for two (2) years after layoff. (d) A faculty member who is laid off shall not be considered to have broken continuous service with the College, but shall not accumulate any additional service time during the period of layoff. During the recall period, the faculty member’s compensation, including benefits, shall cease, but shall be reinstated when recalled with the following exceptions: (i) Medical/Dental/Vision Insurance: COBRA will apply. (ii) Sick Leave: Faculty will retain accrued sick leave but will not accrue additional leave during the period of layoff. Sick leave may not be applied during the lay off period.

  • Formal Procedures 1. Upon presentation to the academic ▇▇▇▇ of a petition signed by one–third (1/3) of the full–time members of the department/work area, excluding the department chair, stating specific reasons for recalling the department chair, the academic ▇▇▇▇ shall promptly give fourteen (14) calendar days' written notice to all department/work area members setting forth the time, date and place of a meeting to consider the recall petition and to vote on either a motion that the department/work area chair continue in office or a motion to recommend to the President of the College that the President declares a vacancy to exist in the department/work area. The department chairperson/work area may be present at this meeting. 2. The academic ▇▇▇▇ and an impartial person from the faculty at large, who shall be elected by members of the department/work area, shall conduct the recall meeting, and if the academic ▇▇▇▇ and the members of the department/work area shall have so decided, shall conduct successor meetings for the same purpose. The academic ▇▇▇▇ and such impartial person from the faculty at large shall record any subsequent vote(s) taken within the department/work area on this matter. 3. A vote by secret ballot of the majority of all full–time department/work area members shall be required to recommend to the President of the College or the President’s designee that the President declares a vacancy to exist in the department chair position. If a majority of the department/work area members so vote, the results of the balloting with reasons shall be forwarded to the President of the College or the President’s designee. The President of the College shall determine the recall or continuance within ten (10) calendar days and so notify the department/work area with reasons. The President's decision shall be final.