Layoff Alternatives Sample Clauses

Layoff Alternatives. The District will meet and confer with the Union prior to issuance of layoff notices to employees. Suggested alternatives to layoff may be discussed and considered. Possible alternatives that the Union may propose include but may not be limited to: compensation rollbacks, voluntary unpaid leave, or voluntary reductions in workday or year.
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Layoff Alternatives. A. The Employer will review alternatives to layoff with the president of the FFA as described below:
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Layoff Alternatives. The Employer may either lay-off employees in accordance with this Agreement or may confer and mutually agree with the Union upon an alternate plan such as, but not limited to, Work Sharing programs. Any such mutual agreement will be in writing. Letter of Understanding 10 Drinking Fountains The Company will continue to ensure that the filters in the drinking fountains are periodically changed.
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Layoff Alternatives. The Agency will meet and confer with the Union prior to issuance of layoff notices to employees. Suggested alternatives to layoff may be discussed and considered. Possible alternatives include but may not be limited to: interim compensation rollbacks, voluntary unpaid leave, or voluntary reductions in work year.
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Layoff Alternatives. 11 Article 13 Paid Leaves.................................................................................................................. 11 Section 1 Sick Leave......................................................................................................... 11 Sick Leave Accumulation...................................................................................... 11 Payment upon Separation..................................................................................... 11 Sick Leave Use...................................................................................................... 11-12 Notification.............................................................................................................. 12 Return Date............................................................................................................ 12 Illnesses at Work................................................................................................... 12 Illnesses While on Vacation................................................................................... 12 Verification.............................................................................................................. 12 Sick Leave Not Available....................................................................................... 12 Weather, Etc.......................................................................................................... 12 Section 2. Funeral Leave................................................................................................... 12-13 Section 3. Personal Days................................................................................................... 13 Section 4. Military Reserve Training Leaves....................................................................... 13 Section 5. Duty Incurred Disability Leaves.......................................................................... 13 Article 14 Leaves of Absence Without Pay and Without Benefits............................................ 13 Section 1. Administrative Leaves...............................................................................……. 13-14 Section 2. Health Leave..................................................................................................... 14 Section 3. Reinstatement ................................................................................................... 14 Section 4. Benefits.....................................
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Layoff Alternatives 
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Related to Layoff Alternatives

  • Layoff and Recall (a) A layoff of employees shall be made on the basis of seniority, based on an integrated seniority list of all hours paid since date of last hire. It is understood and agreed that through the bumping procedure the first to be laid off are probationary employees followed by those who work casual part-time shifts. No agency or new hires will be used when there is an employee on layoff provided that the employees on layoff will meet the staffing requirements of the Home. An employee will not be laid off out of seniority order if her lack of qualification for a junior employee’s shift can be remedied by a three (3) day orientation to that shift. An employee will not be denied recall to a shift if her lack of qualification for the recall opportunity can be remedied by a three (3) day orientation to that shift.

  • Emergency Closings In the event of a student day or teacher duty day lost for an emergency, the teacher shall perform duties another day in lieu thereof as the school board or its designated representative shall determine, if any.

  • Emergency Closures A. The University’s inability to make a Room available to me for any reason beyond the University’s control including, but not limited to, natural disaster, fire, flood, earthquake, condemnation, pandemic, quarantine, utility malfunction, infestation, or other emergency or force majeure event shall not constitute a breach of this Agreement by the University. In such circumstances, the University shall have no liability to me in any way for injuries, reimbursement, damages, inconvenience, annoyance or compensation of any kind. The University may attempt to find, but cannot guarantee, an alternative space for me. If the unavailability of my Room or an alternative space persists for more than 72 hours, I may terminate this Agreement and Check out during said unavailability without penalty provided that I shall be responsible for all financial obligations incurred up to the date of such termination. The University agrees to provide me with a pro rata refund, calculated from the date of such termination to the end of the Agreement Period, of any prepaid housing and dining payment made to the University, and to return my Deposit pursuant to this Agreement. Upon resumption of standard operations, Agreement Termination requirements and charges will apply as described in Section XIV.

  • 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.

  • 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

  • Employee Facilities Employee Facilities. Restrooms and attendant facilities shall be provided as required in the orders and regulations of the State of Washington Department of Labor and Industries. A good faith effort will be made by the Employer to provide facilities for employees’ personal belongings.

  • Leave for Union Activities Upon request by the Union, leave without pay will be granted to any employee duly authorized to represent employees of this bargaining unit at:

  • Emergency Closure Where there is a temporary closure as a result of an immediate emergency or a planned temporary closure due to renovations, repairs, or moves, the Employer will:

  • Layoff A layoff of an employee shall be deemed to occur when an employee is removed from the work schedule for one (1) week or more due to lack of work.

  • SENIORITY, LAYOFF AND RECALL 30 Section 1 Seniority Defined 30 Section 2 Termination Of Seniority Rights 31 Section 3 Layoff 32 Section 4 Permanent Layoff 32 Section 5 Layoff Lists 34 Section 6 Recall 35 Section 7 Removal from Layoff List 35 Section 8 Work Out of Class and Mobility 36 ARTICLE 16 EXPENSE ALLOWANCES 37

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