REDUCTION IN FORCE. It is understood and agreed that in addition to the above designated and related duties, full-time professional staff shall participate fully in the activities of institutional councils and/or committees. The employment status of the Employee shall be as follows: Executive/Managerial Appointment , not subject to tenure. Professional/Managerial Appointment , not subject to tenure. Other conditions of Employment:
REDUCTION IN FORCE. A. A reduction in force is defined as the involuntary elimination of a regular nurse’s position or an involuntary reduction of a regular nurse’s scheduled hours or shifts.
REDUCTION IN FORCE. The parties recognize the principle of seniority in the application of this Agreement, concerning reduction in force, provided the employee is fully qualified to perform the duties and responsibilities of the position. An employee on layoff shall retain this seniority and right to recall in seniority order for a period of twenty-four (24) months after the date of layoff. An employee whose position is to be reduced will be notified in writing, with a copy to the union xxxxxxx. If an employee is to be recalled after layoff, the district will send written communication to the employee’s address on file with the district notifying the employee of the recall, with a copy to the union xxxxxxx. The notice of recall will specify by when the employee must accept the recall in order to retain continued employment. The period offered for consideration will be no less than three calendar days. An employee may notify the district in writing in advance of dates when the employee will not be able to receive mail at the employee’s address on file, (i.e., the employee is on vacation, at a forwarding address, out of town, etc.) If the employee will be unavailable, as stated above, and the employee provides the district with an alternate contact method, the district will use the alternate contact method to notify the employee of the recall if one arises. The three calendar days for consideration shall commence when the district provides the alternate notice. If the employee cannot be contacted for a period of time, the district will hold the position for the employee’s consideration for one calendar week. If the employee does not respond to the notice of recall within the specified time, or if the employee declines the recall, the employee’s employment will be terminated and the employee will have no further rights to recall. If the employee accepts the recall, the employee will not be expected to return to work in less than 14 calendar days after acceptance, unless the district and the employee mutually agree to an earlier return to work date.
REDUCTION IN FORCE. 30-1 The School District retains the right to determine when a reduction in force/layoff is necessary, the number of individuals whose employment must be terminated, and the areas within which such reductions in force will occur.
REDUCTION IN FORCE. 10.01 When the Board determines it is necessary to reduce the number of bargaining unit positions, the procedures and principles set forth in R.C. 3319.172 will be utilized.
REDUCTION IN FORCE. If an excess of employees exists at an installation after satisfaction of the preconditions set forth in (B) above and after the layoff procedure has been applied, the Employer may implement a reduction in force as defined above. Such reduction will be conducted in accordance with statutory and regulatory requirements that prevail at the time the force reduction is effected. Should applicable law and regulations require that other non-protected, non- preference eligible employees from other seniority units be laid off prior to reduction in force, such employees will be laid off in inverse order of their craft seniority in the seniority unit. In determining competitive levels and competitive areas applicable in a force reduction, the Employer will submit its proposal to the Union(s) at least 30 days prior to the reduction. The Union(s) will be afforded a full opportunity to make suggested revisions in the proposal. However, the Employer, having the primary responsibility for compliance with the statute and regulations, reserves the right to make the final decision with respect to competitive levels and competitive areas. In making its decision with respect to competitive levels and competitive areas the Employer shall give no greater retention security to preference eligibles than to non-preference eligibles except as may be required by law.
REDUCTION IN FORCE. Section 27.1 The Human Resources Policies and Procedures Manual Section 129 Reduction for Economy or Abolition of Position (Layoff) and Section 000 Xxxxxxx Xxxxxxxxxx Xxxx Xxxxxx shall be used for administering the layoff process except for the severance pay schedule which shall follow the provisions of Section 27.2
REDUCTION IN FORCE a reduction is the layoff of a classified employee from employment due to lack of work or otherwise pursuant to management rights. REEMPLOYMENT - the rehiring of a former permanent status employee into State classified service after a separation because of a reduction in force. REGISTER - the list of persons (including candidates for reemployment, competitive appointment, transfer, restoration and demotion) from which a certificate for position(s) within a class or classes is drawn. REGULAR HOURLY RATE - the amount of money obtained by dividing an employee’s basic weekly salary by forty (40). REGULAR WORK WEEK – Forty (40) hours of work per week. REINSTATEMENT - the return of the name of an eligible to a register. RESTORATION - the hiring within two (2) years of a former permanent status or limited status employee who was not dismissed under Article 14 and whose performance at the time of separation was at least satisfactory. Restoration rights apply to classes of positions assigned to the same or lower pay grade than the class of position previously held and for which the employee meets the minimum education and experience requirements. SCHEDULED OVERTIME - overtime work which is not the result of unexpected and unforeseen emergencies caused by circumstances beyond the control of management or by unexpected absences or regularly scheduled employees. SENIORITY - the length of continuous State service. SEPARATE - the act of terminating employment in State service. SICK LEAVE - paid authorized absence from duty due to employee’s illness, injury or quarantine; for his/her medical or dental appointments which cannot reasonably be made outside of working hours; or for death or illness in the employee’s immediate family. SPECIFICATION - a written description of the nature, level of responsibilities, required skills, and minimum qualifications for a class.
REDUCTION IN FORCE. 35.01 Layoffs Layoffs of employees in the bargaining unit may only be made pursuant to ORC 124.321 et. seq. and Administrative Rule 123:1 41-01 et. seq. except as modified by this Article.
REDUCTION IN FORCE. Section 1
