Layoff Notice. (a) The Employer shall give regular full-time and regular part-time employees the following written notice of layoff or normal pay for that period in lieu of notice:
Layoff Notice. Employees identified for layoff and the SEIU 1199NW union office shall receive not less than thirty (30) calendar days’ notice prior to the abolishment of the positions. The notice shall include the effective date of the layoff and a reference to the employee’s rights under this Article. The notice to the union shall also include the most recent classified hire date seniority list. Upon request, the Union and the Employer will meet to discuss possible alternatives to the layoff.
Layoff Notice. (a) If there are remaining redundant Employees after Article 32.10 and 32.11, the Employer shall give layoff notice to the most junior Employee(s) pursuant to Article 32.14 in the classification/classification grouping from which the Employer requested volunteers for the Transition Support Program.
Layoff Notice. The Employer shall notify regular employees, in writing, who are to be laid off, twenty (20) workdays plus five (5) workdays for each completed year of service, to a maximum of thirty (30) workdays prior to the effective date of layoff. Copies of such notifications will be forwarded to the Union. If the employee has not had the opportunity to work the requisite number of workdays after notice of layoff, he/she shall be paid in lieu of work for that part of the requisite number of workdays during which work was not made available.
Layoff Notice. 21 22 The Company will give at least two (2) weeks’ notice prior to layoff to the employees affected, except 23 when the layoff is caused by unexpected events (WARN Act definition).
Layoff Notice. When the University decides to layoff an employee or employees, a notice shall be given to the affected employee(s) and the Union at least ninety (90) calendar days in advance of the effective date of such layoff. Notices of layoff shall be in writing and shall be acknowledged in writing by the employee. The written notice shall include the reason for the layoff (i.e., position abolished, discontinued or vacated because of a lack of supporting funds, program change, change in departmental organization or stoppage or lack of work). The Employer may place an employee who receives a notice of layoff on administrative leave for any portion of the ninety (90) calendar day notice period. Administrative leave will not be unreasonably denied.
Layoff Notice. Employee(s) whose positions have been abolished or reduced as described above shall be notified in writing at least twenty-eight (28) calendar days before the effective date of an employee's layoff, except in emergencies. Employees who will be bumped by another employee shall be notified in writing at least twenty one (21) calendar days before the effective date of the bump, except in emergencies. A copy of the layoff notice, which must identify the specific position(s) to which an employee has rights to bump, will be sent to the appropriate Human Resources Department and to the Union and shall include the reasons for the abolition or reduction of the position as per Section 1, an explanation of the employee's bumping rights, and a reference to the possible impact of layoff on unemployment benefits should bumping rights not be exercised. Should a layoff notice fail to include the specific position to which an employee has bumping rights or fail to identify if there are no bumping rights, then a new layoff notice of twenty one (21) or fourteen (14) days shall be issued, and a new deadline is established for the decision whether or not to bump. Once layoff notice has been issued, affected employees shall be granted up to one and one-half (1.5) straight time paid hours per week to interview for other University positions. Time in excess of one and one-half (1.5) hours may be charged to accumulated vacation leave or compensatory time or be taken without pay. The employee must request such time off from his/her supervisor. If an employee with a continuing appointment is not hired in a vacancy per Article 5, Recruitment and Employment, Section 3A, or does not take one of the Alternatives to Layoff identified in the MOU, the bumping procedures detailed below shall come into effect upon the effective date of the layoff. (See also Section 7D and Section 10, paragraph 2).
Layoff Notice. The Employer will give the employee four (4) hours’ notice of layoff, when possible or four (4) hours pay in lieu of notice. The Employer will not be required to give notice of layoff when equipment failure, shortage of material, or other reasons beyond the control on the Employer causes a stoppage of operation.
Layoff Notice. Prior to a layoff taking effect the Employer shall provide notice to the Union of the layoff, the affected employees, the shifts, job classifications and number of hours affected, and if known, the anticipated length of the layoff. The notice shall be provided fourteen (14) calendar days prior to the implementation of the layoff. The Union may request a meeting for the purpose of avoiding or mitigating said layoff and discussion of the procedures to be followed. Any such meeting shall be held within seven (7) days of the notice of layoff.
Layoff Notice. Affected members shall receive notice at least twenty-one (21) calendar days prior to the effective day of layoff. The notice shall specify the reason(s) for the layoff, whether the layoff is anticipated to be of a permanent nature (more than one year's duration), a statement advising the member to maintain a current address with the District and a statement advising the member of the member's reinstatement rights consistent with this Article.
