ARTICLE The Company will advise the Union of any planned lay-off prior to any final decision being made. The Company agrees to meet with the Union within hours after notice the Union that it wishes to meet to discuss the planned lay-off provided such notice from the Union shall be given within hours after receiving the notice of the planned lay-off from the Company. The final determination as to what jobs are to be abolished and the of employees to be laid off shall be made the Company. employees are to be laid off, such layoffs shall proceed in inverse order of Company seniority, provided that no employee is to be displaced by a more senior employee unless the latter possesses the occupational qualifications as set by the Company of the job filled by the employee with less seniority. An employee about to be laid off from one position who possesses the occupational qualifications by the Company in another position may apply their company seniority and revert to such other position. the provisions in Article I above, where employees in Salary Group are to be laid off, the Company shall have the sole discretion to determine the order of such lay-offs on the basis of the qualifications, skill, ability, creativity and performance of such employees. An employee who is laid off from Group shall retain the right to displace a less senior employee within any other Salary Group provided the more senior employee possesses the occupational qualifications as set the Company for the job held by the employee with less seniority. Where the senior employee does not possess such occupational qualifications, the pay provisions of Articles and will apply. employee reverting to another position shall be placed in the wage scale of the other position at the same salary step they occupied in their former position, and thereafter, shall continue to progress up the wage scale in the position to they reverted, in accordance with their new seniority, on the annual anniversary of the reversion to the other position. time employees affected by lay-off shall have the right to replace part- time employees provided they have the occupational qualifications as set by the Company for such part-time positions. It shall be the intention of the Company to give full consideration for the job vacancies within the Company to those employees who are to be laid Off. employee to be laid off shall be entitled to notice or pay lieu of notice in accordance with the following schedule: Company Seniority Less than years years but less than years years or more Length of Notice/ Pay in Lieu Four (4) weeks Five (5) weeks Six (6) weeks addition to notice or pay in lieu of notice, an employee to laid off shall be entitled to severance pay in an amount equal to two (2) weeks’ pay for each full year of service to a maximum of fifty-two (52) weeks’ pay. The Company shall provide notice in writing to the Union at least one hundred twenty (120) days in advance of the introduction of any technological change. During such notice period, the Parties shall meet to discuss possible means of reducing the impact of the technological change on the bargaining unit. the introduction of any technological change results in a bargaining unit position being abolished, an employee about to be laid off from one position who possesses the occupational qualifications set by the Company in another position may apply their Company seniority and the provisions of Articles and shall apply. The Company shall provide appropriate training to assist the employee to become qualified for the position.
Section 6.2 13 The Association representatives may represent the Association and employees in meeting with officials 14 of the District to discuss appropriate matters of mutual interest. They may receive and investigate to 15 conclusion complaints or grievances of employees on District time and thereafter advise employees of 16 rights and procedures outlined in this Agreement and applicable regulations or directives for resolving 17 the grievances or complaints. They may not, however, continue to advise the employee on courses of 18 action after the employee has indicated a desire not to pursue a grievance. This does not, however, 19 preclude the Association's right to pursue the matter to conclusion. They may consult with the District 20 on complaints without a grievance being made by an individual employee.
Section 11.1 28 The District shall have the right to discipline or discharge an employee for justifiable cause. The issue 29 of justifiable cause shall be resolved in accordance with the grievance procedure hereinafter provided.
SECTION 112 Governing Law..................................................14 SECTION 113. Legal Holidays.................................................14
SECTION 1003 Money for Securities Payments to Be Held in Trust.........................................49
SECTION 1102 Election to Redeem; Notice to Trustee..................68 SECTION 1103. Selection by Trustee of Securities to Be Redeemed......68
SECTION 114 Language of Notices, Etc. ............................... 11
Section 125 The benefits provided to an administrator by Section 125 of the Revenue Act of 1978, both Generation I and Generation II, shall be made available. Any start-up cost and annual fee (if charged) will be paid by the school district and the monthly administrative fee will be paid by participating administrator.
SECTION 104 Acts of Holders; Record Dates.........................................................10
Section 702 Representations and Warranties of the Delaware Bank and the Delaware Trustee.................... 34