Layoff Decision Clause Samples
The Layoff Decision clause defines the process and authority for determining when and how employees may be laid off from their positions. Typically, this clause outlines the criteria for layoffs, such as business needs, performance, or seniority, and specifies who within the organization has the power to make these decisions. By clearly establishing the grounds and procedures for layoffs, the clause helps ensure fairness, transparency, and legal compliance, while also protecting the organization from potential disputes or claims related to workforce reductions.
Layoff Decision. The layoff process is initiated when Management reaches a tentative decision to reduce staff or restructure the workforce. Such a tentative decision may impact only one department, or it may be district-wide. Employees identified for layoff must be in accordance with Article 22.31. Once such a tentative decision is reached, a discussion will begin between representative(s) of the Human Resources Department, other appropriate Management staff and Federation representatives (potentially including the affected employees) to explore alternatives to layoff. These discussions will begin at least 90 calendar days before the potential layoff date. The reasons why any rejected alternatives will not be implemented will be provided to the Federation in writing
Layoff Decision. During the term of this Agreement and after its expiration, FP has the right to lay off full-time or part-time employees for business or operational reasons. If FP decides to lay off employees under this Article, FP will determine the affected job classification(s) and the number of employees within the affected classification(s) to be laid off. Job classifications for purposes of this Article are the job titles listed in Article XVIII, Minimum Salaries. Except for alleged violations of paragraph 1(c) below, these decisions shall not be subject to the grievance and arbitration provisions of this Agreement.
Layoff Decision. 22.2.1 The layoff process is initiated when Management reaches a tentative decision to reduce staff or restructure the workforce. Such a tentative decision may impact only one department, or it may be district-wide. Employees identified for layoff must be in accordance with Article 22.31. Once such a tentative decision is reached, a discussion will begin between representative(s) of the Human ResourcesPSEC Department, other appropriate Management staff and Federation representatives (potentially including the affected employees) to explore alternatives to layoff. These discussions will begin at least 90 calendar days before the potential layoff date. The reasons why any rejected alternatives will not be implemented will be provided to the Federation in writing
22.2.2 Those employees that would be subject to this layoff will be given written notice of the layoff at least 90 calendar days prior to the effective date of the layoff. The Federation will also receive a copy of this notice.
Layoff Decision. During the term of this Agreement and after its expiration, Slate has the right to lay off employees for business or operational reasons. If ▇▇▇▇▇ decides to lay off employees under this Article, Slate will determine the affected job classification(s) and the number of employees within the affected classification(s) to be laid off. Job classifications for purposes of this Article are the job titles listed in Article I, Minimum Salaries. Except for alleged violations of this Article VII 2(f), these decisions shall not be subject to the grievance and arbitration provisions of this Agreement.