Be laid off Sample Clauses

Be laid off. I. The least senior full-time employee who is displaced as a result of the operation of Section G.2 above may: 1) Accept reassignment to the position of the least senior part-time employee in the same title provided the part-time employee is less senior, 2) be laid off, or 3) exercise bumping rights.
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Be laid off. If an employee is unable to displace (bump) another employee or was not transferred to an available open position, the employee will be laid off.
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Be laid off. I. The full-time employee who is displaced as a result of the operation of Section G.2 above may: 1) Accept reassignment to the position of the three least senior part-time employees in the same title provided the part-time employee is less senior, provided that an employee must bump the least senior employee where that employee works at the same location and has the same shift and hours of the bumping employee, 2) be laid off, or 3) exercise bumping rights.
Sample 1

Related to Be laid off

  • Paid Sick Leave The parties to this agreement hereby expressly waive the provisions of the City of Seattle Ordinance 123698, requiring paid sick leave, City of Tacoma Ordinance 28275 requiring paid leave, and/or any city, state or county ordinance, rule or regulation granting paid sick leave to the employees under the jurisdiction of this Agreement, assuming that said ordinance, rule or regulation allows for such a waiver. The parties will collaborate to prevent further such provisions from being adopted by political entities within the jurisdiction of this agreement.

  • BEREAVEMENT/TANGIHANGA LEAVE 15.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer.

  • Family Sick Leave An employee may use sick leave credits for family illness or injury only if the employee must provide direct care to an immediate family member. For purposes of family sick leave, “immediate family member” will mean the employee’s parent, spouse, or child, including step-child and xxxxxx child.

  • Paid Parental Leave Where an employee takes parental leave under this clause, meets the eligibility criteria in 16.2 (i.e. they assume or intend to assume the primary care of the child), and is in receipt of the statutory paid parental leave payment in accordance with the provisions of the Parental Leave and Employment Protection Act 1987 the employer shall pay the employee the difference between the weekly statutory payment and the equivalent weekly value of the employee’s base salary (pro rata if less than full-time) for a period of up to 14 weeks.

  • Extended Sick Leave When an employee’s salary continuation and short-term disability pay have been exhausted, the employee may request to be placed on extended sick leave if the employee continues to be unable to perform the duties of their position due to the illness or accident. Such request must be made thirty (30) days prior to the expiration of short-term disability payments. Extended sick leave may continue for up to eighteen (18) months from the employee’s last day worked. The time period may be extended by mutual agreement of the University and the POAM. If the employee is released to return to work during his/her extended sick leave, he/she will be offered the next available position for which he/she is qualified. Such position shall be equal in hours to the position previously held, unless otherwise agreed between the University, the employee, and the POAM. The University will pay the cost of COBRA medical coverage during the first twelve (12) months of extended sick leave.

  • Paid Bereavement Leave An employee shall be granted five (5) consecutive days’ leave, without loss of pay or benefits, in the case of death of a spouse, parent, common-law spouse, brother, sister, child, grandchild, stepchild, fiance. An employee shall be granted three (3) consecutive days’ leave, without loss of pay or benefits, in the case of death of a mother-in-law, father-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law, spouse’s grandparent, grandparent, niece, nephew. An employee shall be granted one (1) day of leave, without loss of pay or benefits, in the case of death of an aunt or uncle. A relative shall include a person related by marriage, adoption, common law or guardianship. If required, additional unpaid travel time shall be granted to attend a ceremony.

  • Weekends Off In scheduling shifts OPTIONS will endeavour to arrange schedules so as to provide for a minimum of one (1) weekend off in every three (3) week period. Where a weekend off is not granted within a three (3) week period, time worked on such third weekend but not subsequent weekends shall be paid at the rate of time and one-half unless OPTIONS, notwithstanding its best efforts, was unable to meet this standard. This standard shall not apply where: