LAYOFF POLICY. The Employer may lay off an employee because of abolition of a position or involuntary reduction of an employee's appointment due to shortage of work or funds, or other reasons beyond the employee's control which do not reflect discredit on the employee, or offer alternatives to layoff as provided in the Memorandum of Understanding, “Alternatives to Layoff.” The Employer shall not lay off a bargaining unit employee and subsequently assign the majority of the work of that position to students or supplemental employees.
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. 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. The District may lay off employees because of lack of work, lack of funds, material change in duties or organization, or in the interest of economy or cause outside District's direct control. For purposes of layoff, seniority shall be defined as length of continuous service while an employee of the District. Layoff of employees within each category of employment status and within a targeted job classification shall be based on seniority unless the employee's past job performance or disciplinary record justifies an exception to seniority ranking. Layoffs shall be made among all employees in the same job classification within the District in the following order:
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 a. Basis of Layoff: Whenever a position is abolished pursuant to section 1008 of the City Charter an employee will be laid off as set forth below.
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. 25.01 Layoffs The following procedures will be followed in the event of layoffs and/or reductions of personnel.
LAYOFF POLICY. An appointing authority may initiate a layoff for a regular help position(s) due to administrative reorganization, lack of work, or lack of appropriation by advising the Director - Human Resources of the number of positions, classifications, department involved, and the effective layoff date. Layoffs may occur as a result of a Board action, such as adoption of the County budget but do not require the express authorization of the Board of Supervisors to proceed. The Director - Human Resources shall establish a seniority list and shall consider employee status, length of service, and efficiency in determining which employee or employees are to be laid off and shall, in writing, inform the appointing authority and affected employees. SENIORITY LIST SCORE COMPUTATION Regular help employees appointed to a position with Butte County shall receive credit for compensated regular help employment that has not been broken by a permanent separation. When there has been a permanent separation, credit shall be given only for regular help employment following such break in service. The seniority status accrued by those incumbent employees in the Employment and Social Services Department, Health, and Civil Disaster Departments under the Local Agency Human Resources Standards prior to August 7, l976, shall remain on accrual. One point seniority credit shall be given for each calendar month of regular help employment or any portion thereof excluding extended leaves of absence. Regular employees working part-time schedules will be given fractional point credit for each month of service on a prorated basis. Twelve (12) points shall be subtracted from the seniority score of an employee who received a disciplinary action which included demotion, suspension or salary reduction. When two or more employees have the same total seniority score, the tie shall be broken and preference given in the following sequence:
