DISPLACEMENT/LAYOFF Sample Clauses

DISPLACEMENT/LAYOFF. Any displacement of any employee(s), whether involving a layoff or not, arising in respect of the introduction of any new procedure must be undertaken in accordance with the provisions of Article 9 (Displacement, Layoff and Recall). Without limiting the generality of the foregoing, each affected employee shall be entitled to written notice of layoff, or pay in lieu of such notice, in accordance with Clause 9.02.
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DISPLACEMENT/LAYOFF. Employees shall be assigned to one of the fol- lowing seniority groups: A, S or “Job groups” are shown by blocks on the sen- iority charts and linesjoin connected job groups indicating the displacement route in the event of a reduction in forces. Job groups cur- rently in existence within these seniority groups and the normal displacement flow procedure shall be displayed on seniority bulletin boards. The Company will post seniority lists and will periodically update them. Whenever the Company determines that a re- duction of force is necessary, resulting in con- ditions (a), or of Section of this Ar- ticle, it will determine the number of employ- ees to be removed in each job group. Subject to fulfilling the conditions of Section of this Article, an employee removed from their job or will exercise their seniority, within their seniority group, in the following sequence before being laid off
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DISPLACEMENT/LAYOFF. Any displacement of any Employee(s), whether involving a layoff or not, arising in respect of the introduction of any new procedure must be undertaken in accordance with the provisions of Article 40 (Displacement, Layoff and Recall). Without limiting the generality of the foregoing, each affected Employee shall be entitled to written notice of layoff, or pay in lieu of such notice, in accordance with Article 40.01 d).
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DISPLACEMENT/LAYOFF. 7.1.1 The District reserves the right to determine positions to be eliminated or reduced in annual hours of employment.
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DISPLACEMENT/LAYOFF. Employees shall be assigned to one of the follow- ing seniority groups: A, S or “Job groups” are shown by blocks on the seniori- ty charts and “flow” lines join connected job groups indicating the displacement route in the event of a reduction in forces. Job groups currently in existence within these seniority groups and the normal displacement flow procedure shall be dis- played on seniority bulletin boards. The Compa- ny will post seniority lists and will periodically update them. Whenever the Company determines that a reduc- tion of force is necessary it will determine the num- ber of employees to be removed in each job group. An employee removed from job will seniority within seniority subject to fulfilling the conditions of Section of this Article in the following sequence before be- ing laid off
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DISPLACEMENT/LAYOFF. 4.1 Employees shall be assigned to one of the following seniority groups: A, T, or Skilled Trades. "Job groups" are shown by blocks on the seniority charts and "flow" lines join connected job groups indicating the displacement route in the event of a reduction in forces. Job groups currently in existence within these seniority groups and the normal displacement flow procedure shall be displayed on seniority bulletin boards. The Company will post seniority lists and will periodically update them.
Sample 1
DISPLACEMENT/LAYOFF. Employees shall be assigned to one of the follow- ing seniority groups: A, or “Job groups” are shown by blocks on the seniority charts and “flow” lines join connected job groups indicating the displacement route in the event reduction in forces. Job groups currently in exist- ence within these seniority groups and the normal displacement flow procedure shall be displayed on seniority bulletin boards. The Company will post seniority lists and will periodically update them. Whenever the Company determines that a of force is necessary, resulting in conditions (a), or of Section of this Article, it will determine the number of employees to be removed in each job group. Subject to fulfilling the condi- tions of Section of this Article, an employee removed from their job or will exercise their seniority, within their seniority group, in the following sequence before being laid off:
Sample 1
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DISPLACEMENT/LAYOFF 
Sample 1

Related to DISPLACEMENT/LAYOFF

  • Displacement (a) An Employee whose position is eliminated by the Employer or who is displaced in accordance with this Article shall, provided the Employee has not less than 24 months of seniority:

  • Displacements Employees displaced for one of the reasons (1-9) listed in 9.4 will be placed on a "displaced list". Employees on the displaced list will be placed before new hires are appointed provided there are qualified employees on the displaced list for the vacant position. Effort will be made to identify and place involuntarily transferred employees within a radius no more than the current distance they drive to work or 25 miles, whichever is greater. Refusal by the employee to accept a position shall release the Board from further obligation to that employee. It will be necessary for displaced employees to provide an address and telephone number where they can be contacted during summer break to the Director of Employee Relations. Each displaced employee will receive a letter from their principal/supervisor that outlines the displacement procedure. LAYOFFS:

  • Displaced Employees In the event of a reduction in the work force, regular employees shall be laid-off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid-off. An employee who is qualified and yet unwilling to do the work shall be laid-off.

  • Permanent Layoff The calculation in determining the six (6) month duration of eligibility for an employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer-paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred. In the event the employee, while on permanent or seasonal layoff, is rehired to any state job classification with a lesser employer-paid insurance contribution than the employee is receiving under the six (6) months of insurance continuation, the employee shall continue to receive the employer contribution toward the employer-paid insurance for the duration of the six (6) months. However, notwithstanding the paragraph above, in the event the employee successfully claims another state job in any agency and classification which is insurance eligible without a break in service, and is subsequently non-certified or involuntarily separated, the six (6) month duration for the employer contribution toward insurance benefits will begin at the time the employee is non-certified or otherwise involuntarily separated and is no longer actively employed by the Employer. In no event shall an extended benefit eligibility period be longer than a total of six (6) months. Further, an employee must be receiving an Employer Contribution under Section 3 (A) or (B) at the time of layoff in order to be eligible for the six (6) months continuation of insurance.

  • Displacement Rights Employees covered by this Agreement affected by a University decision to lay off employees shall be allowed to exercise displacement rights. This election must be made by giving notice to the Office of Human Resources within fifteen (15) days of the notice to the employee and Union of the layoff.

  • Layoff Recall Section 1. Bargaining unit employees shall be laid off and recalled on the basis of available work within each job classification. Layoffs shall be in reverse order of seniority and recalls shall be in order of seniority; provided however, that in order to avoid layoff and in order to be subject to recall, the most senior employee within the affected classification must be qualified, in the judgment of the University, to perform all available work. Any gross abuse of the University's discretion to judge qualifications shall be subject to the grievance procedure. Any employee who would otherwise be laid off may bump (i.e., replace) the least senior employee in another bargaining unit job classification if they previously held such job with the University and remain qualified, in the judgment of the University, to perform all work available in the job into which they are bumping. An employee who elects not to bump shall not lose their right to recall to the employee’s regular job, but shall lose their bumping rights for the duration of the layoff. When it becomes necessary to lay off an employee, such employee shall, if possible, be notified at least ten (10) work days before the layoff occurs; provided, however, such notice shall not be required with respect to temporary layoffs or lack of work occasioned by breakdown of machinery, floods, fires, utility failures, Acts of God, or other causes beyond the University's control. When an employee is to be recalled from layoff, the University shall notify the employee by telephone (confirmed by certified or hand delivered letter, copy to Chief Xxxxxxx) specifying the time to report back to work, which notice shall, if possible, not be less than five (5) work days prior to the reporting time. In order to be eligible for recall, any employee who is laid off must keep the University currently advised in writing of their current whereabouts, address and telephone number, and any temporary changes thereof. The employee shall, within twenty-four (24) hours after receiving notice of recall, notify the University if for any reason the employee cannot report for work at the specified time. In the event an employee is unable to return to work due to illness or injury certified by a physician, the employee shall not lose their right to subsequent recall but the University may pass them over in order to fill an available position.

  • Technological Displacement The Employer agrees that, whenever possible, no employee shall lose employment because of technological change, utilizing normal turnover of staff to absorb such displaced employees. However, when necessary to reduce staff, it shall be done as outlined in Article 6.01.

  • Leave Donation An employee may donate vacation leave, sick leave, or personal holiday to another employee for purposes of the leave sharing program under the following conditions:

  • Displacement Procedure (a) Subject to consideration of ability, experience, qualifications, or where the Employer establishes that special skills or qualifications are required, according to objective tests or standards reflecting the functions of the job concerned, an employee in receipt of layoff notice has, subject to Article 35.02(e), the right to displace another employee. The employee to be displaced shall be an employee with lesser seniority who:

  • LAYOFFS AND RECALL 9 (1) Layoffs shall be made within classification on a county wide basis in the inverse 10 order of total county seniority. Employees on emergency or temporary 11 appointment in the affected classification shall be laid off prior to the layoff of

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