Layoff and Recall Procedures. Seniority Employees
Layoff and Recall Procedures. 17.1. An employee may be laid off as a result of demonstrable financial exigency or demonstrable enrollment reduction, or as a result of a modification of curriculum or program instituted through established program review procedures. If financial exigency is asserted as the basis for a layoff, the financial exigency must be demonstrated to be University-wide.
Layoff and Recall Procedures. It is understood that in a viable, complex and multifaceted University, it may be necessary to adjust programs and staff through normal attrition. Historically, this adjustment has been accomplished by not renewing term contracts in specific units, departments or Schools/Colleges. This provision and accompanying procedures do not apply to this historic practice. In circumstances other than those stated above it may be necessary because of substantial curtailment or discontinuance of a program or extraordinary financial exigency to make reductions in personnel. No recommendation for program discontinuance or substantial curtailment shall be made to the Board of Governors without prior consultation with the affected unit and appropriate academic councils of the School/College/Division and of the University, each of which shall be given the opportunity to submit written advisory reports and recommendations. In such cases the following language shall apply. The University President, or his/her designee, shall call a meeting between representatives of the Administration and of the Association to discuss potential solutions to problems that may arise because of a need to make such reductions in personnel. In case of impending reductions in a unit which would require the layoff of bargaining-unit members, the President or his/her designee shall appoint a committee according to the following procedures: N members shall be appointed by the President or his/her designee and N members from a slate of nominees furnished by the Academic Senate which shall advise the President or his/her designee on the possible placement of the affected bargaining-unit members in other units within the University. The slate shall contain two (2) names for every person so appointed. There shall also be one (1) Association-appointed nonvoting representative to the committee. If a bargaining-unit member holding tenure or employment security status, a unit, and the President or his/her designee agree that placement in that unit would be facilitated for the bargaining-unit member by a reasonable period of training available at the University or elsewhere, the bargaining-unit member shall be granted a training leave at full pay for a period not to exceed one (1) year. After such training the bargaining-unit member shall be reassigned to that unit. A member of the bargaining unit about to be placed on layoff status shall be given preference in filling other vacant positions in the bargaining ...
Layoff and Recall Procedures. SECTION 12.1 When it becomes necessary to reduce the number of employees in the Bargaining Unit, the following layoff procedures shall be followed:
Layoff and Recall Procedures. No certificated employees will be laid off as a result of financial exigency until the Association and the Administration have negotiated the possible reduction or termination of those activities and programs which are supported completely or in part by other than Basic Education Allocation (BEA) funds. The Board of Directors, considering recommendation of the Superintendent, Administrators, and Staff, shall determine by May 15 any reduction in the educational program for Centralia School District No. 401, for the following school year. This determination shall be based upon the financial resources, student needs, and educational goals for the following year. If the Board determines the financial resources will not be adequate to permit the District to maintain its education programs and services substantially at the same level, the Board shall adopt a reduced educational program for the following year. In the event that it is necessary to reduce the number of certificated employees, those certificated employees who will be retained to staff the District's reduced program and those certificated employees who will be laid off, will be identified by using the following procedure.
Layoff and Recall Procedures. (a) Both parties recognize that job security should increase in proportion to length of service. Therefore, in the event of a layoff or reduction in the regular hours of work, employees shall be laid off in reverse order of their seniority within their classification and location, subject to the provisions of Articles 11.04 (b) - (h). It is recognized that when one employee displaces another in this process, the employee must have the necessary qualifications and must be able to demonstrate the ability to perform the displaced employee's work during the trial period.
Layoff and Recall Procedures. 7.7.1 Employees laid off in accordance with Clauses 7.5.2, shall retain recall rights for a period of one (1) year from the date of actual lay-off except in circumstances where there is mutual agreement between the Board, the Association and the employee to reduce the recall period.
Layoff and Recall Procedures. 13 ARTICLE 13 PROMOTIONS. . . . . . . . . 14
Layoff and Recall Procedures. In instances where the reduction of hours is less than 20% the Board agrees to inform the Union in writing.
Layoff and Recall Procedures. In the event of a reduction in the work force, the most junior employee within the classification shall be the first to be laid off, provided the employees retained within the classification have the qualifications and ability to perform the remaining work. When deemed necessary, the Employer will deliver an appropriate training to assist employees with integration into an alternative classification. An employee who is transferred to a new classification as a result of a layoff shall be paid the rate for the job to which he/she is transferred.
