Layoff Plan Sample Clauses
A Layoff Plan clause outlines the procedures and conditions under which employees may be laid off by an employer. It typically details the criteria for selecting employees for layoff, the notice period required, and any severance or support provided to affected employees. This clause ensures that the layoff process is conducted fairly and transparently, helping to protect both the employer from legal disputes and the employees from unexpected job loss.
Layoff Plan. In the interest of employees who may be adversely affected by a general layoff arising from the need to reduce the work force, the City may first solicit volunteers for alternative measures, such as early retirement, demotion, job sharing, reduced work hours and the like, in order to reduce the impact upon employees, so long as it is in the City’s best interest to take such measures.
Layoff Plan. Prior to a layoff notice being issued per Section 16.4, NAPE/AFSCME and the Agency will meet to discuss and assure compliance with procedures outlined herein, protection of the rights of employees affected by such layoffs, and possible alternative means of dealing with the problem which gave rise to the layoff. The layoff plan will be provided to NAPE/AFSCME at least ten (10) workdays prior to the meeting between the Agency and NAPE/AFSCME, unless such time period is waived in writing by NAPE/AFSCME.
Layoff Plan. The City Manager, in consultation with the City Council, shall determine the area(s) and position(s) in which layoffs may occur, including the identification of the department, division, work unit, class, and specific position. When a list of the affected areas and/or positions has been prepared, a copy shall be submitted to all affected and recognized employee organizations, and these regulations shall prevail as to the method and manner for implementing such layoffs. Layoffs of employees shall be on a city-wide, classification basis. Employees holding temporary, seasonal, part-time, probationary, or provisional appointments shall be laid off first. Employees serving in a regular part- time position shall be laid off second. Employees in classified service who have completed probation (i.e. regular classified employees) shall be laid off last. Should it become necessary to layoff regular classified employees, the person(s) laid off shall be those with the least service credit within an identified position in the affected department. If two (2) or more employees in this circumstance possess essentially the same amount of service credit, the City Manager shall determine which person shall be laid off on the basis of efficiency and effectiveness.
Layoff Plan. When the employer determines there is a need to layoff Local 39 represented employees, the Union will be given a written notice at least fourteen (14) calendar days prior to issuing layoff notices to employees. This notice shall include the job classifications and the anticipated number of employees slated for layoffs. The employer or the Union shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The employer, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement.
Layoff Plan. (a) The City Manager, in consultation with the City Council, shall determine the area(s) and position(s) in which layoffs may occur, including the identification of the department, division, work unit, class, and specific position. When a list of the affected areas and/or positions has been prepared, a copy shall be submitted to all affected and recognized employee organizations, and these regulations shall prevail as to the method and manner for implementing such layoffs. Layoffs of employees shall be on a city-wide, classification basis.
(b) Employees holding temporary, seasonal, part-time, probationary, or provisional appointments shall be laid off first. Employees serving in a regular part- time position shall be laid off second. Employees in classified service who have completed probation (i.e. regular classified employees) shall be laid off last.
(c) Should it become necessary to layoff regular classified employees, the person(s) laid off shall be those with the least service credit within an identified position in the affected department. If two (2) or more employees in this circumstance possess essentially the same amount of service credit, the City Manager shall determine which person shall be laid off on the basis of efficiency and effectiveness.