Determination for Layoff. Seniority, skill, ability and experience shall determine the order in which employees are to be laid off. If after investigation, the Union determines that an employee’s seniority does not warrant a layoff according to the Agreement, the matter may be settled by use of the grievance procedure.
Determination for Layoff. Whenever the Employer determines that a layoff or job abolishment is necessary due to lack of work, a lack of funds, or for reasons of reorganization promoting economy or efficiency, the Employer shall notify the affected employees and the Union fourteen (14) days in advance of the effective date of the layoff or job abolishment. The Employer, upon request from the Union, agrees to discuss, within three (3) working days of such notice, with representatives of the Union, the impact of the layoff on bargaining unit employees.
Determination for Layoff. The Employer shall determine whether a layoff or abolishment of positions shall occur, the timing of layoffs or job abolishment of positions, the number of employees to be laid off or positions to be abolished, and in or which classifications layoffs or abolishments will occur. Layoffs may be for lack of funds, lack of work, or as the result of the abolishment of positions. Layoffs resulting from the abolishment of positions due to reorganization may be implemented over an established period of time. In the event the Employer determines to lay off bargaining unit members or to abolish positions in classifications in the bargaining unit, the procedures of this Article shall apply.
