Layoff Procedure Sample Clauses
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Layoff Procedure. A. Once the University determines the need for a layoff exists, it shall employ the following procedure:
1. If at any time during the layoff process an employee submits his notice of retirement, resignation or volunteers for layoff, the University will review its layoff rationale. Where appropriate, the University may curtail staff reductions and/or recall laid-off employee(s). The University shall first lay off non-bargaining unit temporary employees with the same job classification and within the department(s) where the layoff(s) occurs. The University shall then lay off probationary employees with the same job classification and within the affected department(s). The University shall then lay off part-time employees with the same job classification and within the affected department(s).
2. If further reductions are required, employees in the affected job classification(s) shall be laid off as follows:
a. any employees in the affected classification who have active discipline at the suspension (whether a working suspension or unpaid suspension) level or covered by a “last chance agreement” for conduct other than that covered by Article 41, or
b. any employees who have an overall performance evaluation rating below standards (i.e. a “needs improvement” rating or below) for the two most recent performance evaluation rating periods, or
c. in the inverse order of seniority. The remaining employees within the department or unit must be immediately qualified to perform the required work. For purposes of layoff, placement, bumping, and recall, “immediately qualified” shall be defined as meeting the minimum and preferred qualifications for the position to perform the work, with the exception of the Technology Scale, where “immediately qualified” shall be defined as meeting the minimum qualifications for the position to perform the required work. In determining whether the employee is immediately qualified, the University shall give consideration to ability, aptitude, skill, experience, qualifications as stated in the job description. The determination of qualifications is the responsibility of the University. If the University determines that an employee is not qualified, the employee shall have the right to grieve such decision. Part-time employees shall be laid off before full-time employees, and part-time employees cannot bump full-time employees. Similarly, temporary employees cannot bump regular or funds available employees, regardless of seniority.
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Layoff Procedure. Where the layoff of a bargaining unit member is necessary, and provided ability, skill, and qualifications are sufficient to perform the job, employees shall be laid off in reverse order of seniority.
Layoff Procedure. In cases where ability, experience, qualifications, special skills, and physical fitness, where applicable, as determined by the Employer, are equal according to objective tests or standards reflecting the functions of the job concerned, employees shall be laid off in reverse order of seniority.
Layoff Procedure. In the event the Hospital determines a layoff to be necessary, the following procedures shall be followed:
Layoff Procedure. Whenever there is a reduction in force, one or all of the following may occur, until the situation which necessitated the reduction in force has been eliminated:
Layoff Procedure. A layoff is defined as a separation from state service for involuntary reasons other than resignation, not reflecting discredit on an employee. For the purposes of layoff the Criminal Investigator and Criminal Financial Investigator shall be treated as one classification. The layoff procedure shall occur in the following manner:
a. The Department shall determine the classification(s) affected and the employees in the affected classification(s) shall be notified of their potential layoff. An employee shall be given written notice of layoff as far in advance as possible, but not less than thirty (30) calendar days before the effective date, stating the reason(s) for the layoff. The Department shall notify, in writing, all affected employees of their seniority. The Department shall notify the CIA, in writing, of the seniority of all employees in all affected classifications.
b. All non-regular status employees/temporaries working in the affected classification(s) in which a layoff may occur shall be terminated prior to the actual layoff of trial service or regular status employees. A trial service employee shall be laid off prior to the layoff of any regular status employee.
c. Employees shall be laid off and seniority calculated within the following separate categories:
1. Permanent full-time positions
2. Permanent part-time positions
d. Regular status employees shall be laid off on the basis of inverse classification seniority. For purposes of administering the layoff provisions of this Article, classification seniority is defined as the length of an employee’s continuous service in the Criminal Investigator and Criminal Financial Investigator classifications excluding temporary service, or a break in service which is defined as a separation or interruption of employment without pay of more than one (1) year. All part-time service shall be credited on a prorated basis. If two (2) or more employees have equal service credit, the order of layoff shall be in inverse of the greatest length of continuous state service. Any trial service employee who is laid off shall not be placed on the Department layoff list but shall be restored to the eligible list from which certification was made if the eligible list is still active. Restoration of the list shall be for the remaining period of eligibility that existed at the time of appointment from the list. Regular status employees shall be placed on the Department layoff list for the classification held at time of layof...
Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted:
(a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees).
(b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded.
(c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below.
(i) Student workers in the area will be laid off first;
(ii) Auxiliary workers and employees will be laid off next;
(iii) Type C and D probationary employees will be laid off next;
(iv) Type C and Type D employees will be laid off next;
(v) Type A probationary employees will be laid off next;
(vi) Type A non-probationary employees will be laid off only after the preceding categories.
(i) Student workers in the area will be laid off first;
(ii) Auxiliary workers and employees will be laid off next;
(iii) Probationary Sessionals will be laid off next;
(iv) Sessionals will be laid off next;
(v) Limited Term faculty will be laid off next.
(vi) Probationary Type B faculty will be laid off next;
(vii) Non-probationary Type B faculty will be laid off only after the preceding categories.
Layoff Procedure. So as to minimize the disruption on the bargaining unit and the Employer’s operations and prior to laying off any employee, the parties agree to provide the following options to affected regular full-time and regular part-time employees. Where options contained in (a)(6) or (a)(7) below are not the preference of the affected employee then all other options set out below shall be available to the employee in sequential order.
(a) An employee affected by layoff who has five or more years of service shall choose:
(1) to fill a vacancy, at the same salary level, within her seniority block, for which she is qualified; or
(2) to displace a less senior employee within her seniority block providing she is qualified to perform the job functions; or
(3) retraining pursuant to Clause 12.3; or
(4) to fill a vacancy, at the same or lower salary level, in another seniority block, for which she is qualified; or
(5) to displace a less senior employee within another seniority block providing she is qualified to perform the job functions; or
(6) to be placed on the recall list pursuant to Clause 12.6; or
(7) to claim severance pay pursuant to Clause 12.7.
(b) A regular full-time or regular part-time employee affected by layoff who has less than five years of service may select from the options contained in Clauses 12.4(a)(1), 12.4(a)(2), 12.4(a)(6), and 12.4(a)(7).
(c) Regular part-time employees will not be allowed to exercise their seniority to displace a regular full-time employee or to claim a regular full-time vacancy. Regular part-time employees may exercise displacement rights in relation to regular part-time or casual work. Regular full-time employees may exercise their seniority to displace employees or claim available work for which they are qualified that is regular full-time, regular part-time or casual in nature.
(d) The employee may request the assistance of a ▇▇▇▇▇▇▇ at any time during this procedure.
(e) The employee must convey her intent in writing to the Human Resources Manager within five workdays.
(f) Where applicable, the Human Resources Manager will review the displacement option selected in conjunction with the manager of the proposed branch into which the employee chooses to displace. The Human Resources Manager and/or Branch Manager will respond to an employee's displacement option within three workdays. Approval will not be unreasonably withheld.
(g) In accordance with Clause 12.4(c) and for the purposes of Clauses 12.4(a)(2) and (a)(5), the emplo...
Layoff Procedure. When a College decides that circumstances require a reduction in personnel in any position the following provisions shall apply:
Layoff Procedure. Employees who are being laid off shall receive at least two (2) weeks advance notice. The AMEA President or designee shall be notified prior to or at the same time as the employee being laid off. After notification of layoff the employee shall be provided the following options, in order:
1. The employee shall be offered a vacant position at the same pay grade within the department for which the employee qualifies.
2. The employee may elect to bump an employee who has less seniority in the same classification within the department.
3. The employee shall be offered a vacant position at a lower pay grade within the department for which the employee qualifies.
4. The employee may elect to bump an employee who has less seniority in a lower pay grade for which the employee is qualified within the department.
5. The employee may elect to be laid off.
6. If the employee is laid off or elects to be laid off, the employee may receive severance pay in lieu of the two week notification period. The severance pay may be prorated based on the days and/or hours an employee may work in the layoff period.
7. If an employee has exhausted bumping rights or elects not to exercise bumping rights, the employee may be placed in another vacant position at the same or lower pay grade if the employee meets the minimum qualifications, successfully completes any position related examination, and has an acceptable driving record for that position. Full-time employees will first be allowed to be placed, bump, transferred, or demoted into full-time positions as specified above. When all full-time options (as enumerated above) have been exhausted, full-time employees may be placed, bump, transferred, or demoted into part-time positions. In these cases, consideration shall be given for part-time positions of 20 hours or more. Part-time employees may be placed, bumped, transferred, demoted, etc. only in part-time positions. Consideration is given on part-time positions based on the part-time status (i.e. less than 15 hours, 15 to less than 20 hours, and 20 to less than 40 hours).