L ayoff Clause Samples
A layoff clause defines the conditions under which an employer can temporarily suspend or terminate employees due to business needs, such as economic downturns or restructuring. Typically, this clause outlines the process for selecting employees for layoff, notice requirements, and any severance or recall rights. Its core function is to provide a clear framework for workforce reductions, ensuring both employer flexibility and employee awareness during periods of operational change.
L ayoff. In reducing the number of Pharmacists, the Hospital shall first determine the number of full-time and part-time positions that will be needed. Pharmacists shal l be l aid off in reverse order of seniority, provided that more senior Pharmacists are willing to work the required shifts. Pharmacists will be recalled in reverse order of the lay-off. In the event of a layoff, the Hospital shal l gi ve notice of the intent to lay off to the Union with an explanation of the l ayoff. Upon request, representatives of the Hospital and the Union wil l meet to discuss the layoff.
L ayoff. Whenever it becomes necessary for the Employer to reduce its workforce due to lack of work, lack of funds, or good faith reorganization for efficiency purposes, the Employer shall use the following procedure. The Employer will notify the Union of impending layoffs thirty (30) calendar days in advance of implementation so that reasonable alternative proposals can be considered. Whenever possible the Employer will provide more than minimum notice. The Employer shall not lay off bargaining unit employees in lieu of disciplinary action. Employees will be laid off in accordance with seniority, as defined in Article 6.1.
L ayoff. In the event the District, in its discretion, determines that a reduction in force is appropriate, employees whose positions are eliminated or are “bumped” by another employee may "bump" or displace employees working in an equal or lower paying classification (or in a higher paying classification under #5 below) if the following conditions are met:
1. In order to displace or bump another employee, the employee must have greater District seniority than the least senior employee working in the classification.
2. The employee must meet qualifications as determined by the district to perform the work in the classification.
3. An employee who has bumped to a new position and who voluntarily requests within a thirty (30) day probationary period to retreat to a Layoff Status or who fails to satisfactorily complete a thirty (30) day probationary period as determined by the superintendent shall be returned to a Layoff Status. The period of time served in the position to which she/he has bumped will be counted, for seniority purposes.
4. In certain instances, when the best interest of a child or children may be critical, and with the agreement of the Association, a position may be declared a "sensitive position" and would become exempt from the layoff and bumping procedures.
5. If the employee requesting to bump is unable to bump due to #2 or #4 they may move up the seniority list and bump into a higher paid classification provided they have more district seniority than the person bumped and they have previously, successfully completed a probationary period in the position. This will not apply if after completing the probationary period the employee was subsequently removed from the position for disciplinary reasons or based on poor performance.
L ayoff. In the event of layoff, the Board will first lay off part-time employees in accordance with Article 4 of this Agreement.
L ayoff. Layoff shall be by seniority, least senior person first. The University shall identify the positions to be abolished and the employee(s) to be affected and shall notify employees in these positions not less than twenty (20) working days prior to the abolishment of the positions, pay the employee wages in lieu of notice, or combine pay and notice. The notice shall include the effective date of the layoff, a reference to the employee’s rights under this Article, and the opportunity to replace the most junior employee within the current class or a previously held class.
L ayoff a) When it is determined by the Board that a layoff is necessary and where natural attrition, transfers and leaves of absence do not effect the necessary reduction in staff, the Board shall give first consideration to retaining teachers having the greatest length of service with the Board.
b) Notwithstanding the foregoing, the Board shall have the right to disregard the length of service of any teacher in the event of a layoff, if such teacher does not have the necessary training, academic qualifications, experience and ability, for a specific teaching assignment within the Division.
L ayoff. If it is determined by the City for business reasons, including reorganizations that layoffs are necessary, the Employer shall notify the Union and the affected employee(s) in writing of the pending layoff and the reasons therefore, at least 30 days in advance, and shall allow the Union to meet with the Employer and bargain the impacts. The Employer shall consider alternative proposals to the layoff presented by the Union.
14.2.1 Employees will be laid off by seniority as defined below in the Public Works Department in the following order:
a. Temporary employees;
b. Part time employees not included in the bargaining unit but employed in the department in which the layoff is anticipated;
c. Part time employees in the bargaining unit;
d. Trial employees in the bargaining unit;
e. In the event of further reductions in force, employees will be laid off from the affected classification in accordance with their seniority and their ability to perform the remaining work available without further training or the need to obtain special certifications required to perform the job. When two or more employees have relatively equal experience, skill, ability, and qualifications to do the work without further training, the employee (s) with the least seniority will be laid off first.
14.2.2 B umping In order for a member designated for layoff to exercise his/her seniority rights and bump another member with less seniority, the person wishing to bump must meet the minimum qualifications of the classification he/she wishes to bump into. Any certifications, experience, skill and ability which are not part of the minimum qualifications will not be considered over seniority. If a member lacks proper certification to bump into a position, the city will allow 18 months from the notification date of layoff for the employee to obtain the needed certifications. The salary of an employee who bumps into a lower paid classification shall be at the step in the lower range which provides for the least amount of decrease.
L ayoff. In the event the District, in its discretion, determines that a reduction in force is appropriate, employees whose positions are eliminated or are “bumped” by another employee may "bump" or displace employees working in an equal or lower paying classification (or in a higher paying classification under #5 below) if the following conditions are met:
1. In order to displace or bump another employee, the employee must have greater District seniority than the least senior employee working in the classification.
2. The employee must meet qualifications as determined by the district to perform the work in the classification.
3. An employee who has bumped to a new position and who voluntarily requests within a thirty (30) day probationary period to retreat to a Layoff Status or who fails to satisfactorily complete a thirty
L ayoff