Layoff Policy Sample Clauses

Layoff Policy. The systems shall include one or more layoff policies for salaried University employees who lose their jobs for reasons other than their job performance or conduct, such as a reduction in force or reorganization at the University. These University layoff policies shall govern such issues as (i) whether there is a need to effect a layoff, (ii) actions to be taken prior to a layoff, (iii) notice to employees affected by a layoff, (iv) placement options within the University or its respective major divisions and within other parts of the University, (v) the preferential employment rights, if any, of various University employees, (vi) the effect of layoff on leave and service, and (vii) the policy for recalling employees. In accordance with the terms of the Act, University employees who (a) were employed prior to the effective date of the University's initial management agreement with the Commonwealth, (b) would otherwise be eligible for severance benefits under the Workforce Transition Act of 1995, Chapter 32 (§ 2.2-3200 et seq.) of Title 2.2 of the Code of Virginia, (c) were covered by the Virginia Personnel Act, Chapter 29 (§ 2.2-2900 et seq.) of Title 2.2 of the Code of Virginia, prior to that effective date, and (d) are separated because of a reduction in force shall have the same preferential hiring rights with state agencies and other executive branch institutions as classified employees have under § 2.2-3201 of the Code of Virginia. Conversely, the University shall recognize the hiring preference conferred by § 2.2-3201 of the Code of Virginia on state employees who were hired by a state agency or executive branch institution before the effective date of the University's initial management agreement with the Commonwealth and who were separated after that date by that state agency or executive branch institution because of a reduction in workforce. If the University has adopted a classification system pursuant to § 23.1-1021 of the Act that differs from the classification system administered by the Department of Human Resource Management, the University shall classify the separated employee according to its classification system and shall place the separated employee appropriately. The University may include separate policies for reasonably distinguishable groups of University employees. On or after the effective date of the University's initial management agreement with the Commonwealth, all employees from other state agencies and executive branch inst...

Layoff Policy. Whenever the City Manager and/or City Council determines in his/her/their sole discretion that it necessary to abolish any position of employment, the employee holding that position may be laid off, transferred, or demoted without disciplinary action and with the limited right of appeal described exclusively below.

Layoff Policy. Association recognizes the right of the Town to determine the resources to be made available to the police department. Although a reduction in force (layoff) is not anticipated, it is recognized that it is the sole right of the Town to determine when such reductions in force are necessary. Reductions in force shall be by classification with the determination of affected employees by the Town based on seniority counted as total time employed by the Town. Affected employees shall be provided a minimum thirty (30) calendar days’ notice of layoff. Employees in the classification of Police Sergeant and designated for layoff shall have the right to return to positions previously held with the Town and represented by the Association.

Layoff Policy. This layoff policy for the City of Berkeley is intended to provide the maximum employment protection to the City staff should a layoff become necessary. The policy also aims to minimize the impact such a layoff might have on the City's affirmative action accomplishments.

Layoff Policy. ‌ 1. Wherever possible, loss of employment for regular City employees shall be avoided by demotion, temporary work assignments or offer of employment in other departments pursuant to Paragraph “F” of this Article. 2. Reduced work week may be utilized as a cost saving measure only under the following conditions: a. Reduced workweek will only be implemented where such implementation will negate the need for layoffs. b. Reduced workweek shall not exceed one day per pay period up to a maximum of thirteen (13) days per fiscal year. c. That affected employees shall be eligible for work sharing Unemployment Insurance Benefits, pursuant to the provisions of Senate Bill 1471 (1978), through the State Employment Development Department. d. Notification of implementation of reduced workweek shall comply with Paragraph “D” of this Article. 3. Laid off employees shall be placed on a one-year reinstatement list by order of seniority and shall have the right to reinstatement for any vacancies in the classification held at the time of layoff. This list may be extended upon approval of the City Manager. RCEA MOU 4. Established eligibility lists for classifications affected by the Layoff procedure may be extended at the discretion of the City Manager by the length of time during which the reinstatement list is in effect.

Layoff Policy. The Systems shall include one or more layoff policies for salaried University employees who lose their jobs for reasons other than their job performance or conduct, such as a reduction in force or reorganization at the University. These University layoff policies shall govern such issues as (i) whether there is a need to effect a layoff, (ii) actions to be taken prior to a layoff, (iii) notice to employees affected by a layoff, (iv) placement options within the University or its respective major divisions and within other parts of the University,

Layoff Policy. For the purpose of this contract, a valid State of Ohio teacher certificate means a provisional, professional or permanent certificate or valid State of Ohio provisional, professional or alternative educator license as defined in Article V, Section 6A.

Layoff Policy. Per Resolution 92-90, the policies and procedures for the layoff of City employees are incorporated herein as “Exhibit 1” to the MOU.

Layoff Policy. 26.01 Layoffs The following procedures will be followed in the event of layoffs and/or reductions of personnel.