Layoff Sequence Sample Clauses

Layoff Sequence. The order of termination of employment of employees working on a project shall, within each shift and classification, be as follows:
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Layoff Sequence. Where two or more employees meet the expertise requirements, the College will discontinue appointments in the following sequence
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Layoff Sequence i) The sequence for layoff in a program must be:
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Layoff Sequence. 1. Employees who are subject to layoff shall be given layoff notice pursuant to Section 6.2, and Local 1245 shall be given simultaneous notice of all layoffs.
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Layoff Sequence. Where job performance, ability and qualifications of RCHEA Employees in the same job classification are substantially equal, length of continuous service as a City employee shall govern in all layoffs of Employees covered by this Agreement, with the newer Employee to be the first laid off. Whenever a junior Employee is given preference over a senior Employee in this connection the latter shall be given, at his/her request, a written statement of the reasons. Whenever an Employee is laid off the Employee shall be given the opportunity to meet with their department director and have explained to him/her how the City arrived at its decision to lay that person off.
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Layoff Sequence. The order of termination of employment of employees working on a project shall, within each shift and classification, be as follows: First non-members Last members
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Layoff Sequence. IV: Jurisdiction of Work .............................. Union Representation and Access to Jobs ..................................... 7 VI: Work Day and Work Week ................... 8 VII: Overtime ............................................... 8 VIII: Northern Work ...................................... 8 IX: Expenses, Travel and Stand by Time .... Classifications, Wages, and Premiums ...................................... 9 XI: Reporting for Work ............................... 9 XII: Holidays ............................ 9 XIII: Vacation Pay ......................................... 9 XIV: Pay Day ................................................ 9 xv: XVI: XVII: XVIII: xix: XX: XXI: XXII: XXIII: XXIV: xxv: XXVI: XXVII: XXVIII: Industry and Training Fees.. ................. Health and Welfare, and Pension .........
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Layoff Sequence. The order of termination of employment of employees working on a project shall, within each shift and classification, be as follows: First non-members Last members 5 National Employer will, whenever possible, notify the designated Council office. The Council and the affiliated Unions covenant and agree that the Local Unions affiliated with each of the affiliated Unions (herein referred to as “Local Unions”) who may from time to time be affected by this Agreement are aware of the terms hereof and agree to abide by this Agreement. ARTICLE UNION REPRESENTATION AND ACCESS TO JOBS representatives of the Council have access to jobs where employees covered by 7 National
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Related to Layoff Sequence

  • Layoff Recall Section 1. Bargaining unit employees shall be laid off and recalled on the basis of available work within each job classification. Layoffs shall be in reverse order of seniority and recalls shall be in order of seniority; provided however, that in order to avoid layoff and in order to be subject to recall, the most senior employee within the affected classification must be qualified, in the judgment of the University, to perform all available work. Any gross abuse of the University's discretion to judge qualifications shall be subject to the grievance procedure. Any employee who would otherwise be laid off may bump (i.e., replace) the least senior employee in another bargaining unit job classification if they previously held such job with the University and remain qualified, in the judgment of the University, to perform all work available in the job into which they are bumping. An employee who elects not to bump shall not lose their right to recall to the employee’s regular job, but shall lose their bumping rights for the duration of the layoff. When it becomes necessary to lay off an employee, such employee shall, if possible, be notified at least ten (10) work days before the layoff occurs; provided, however, such notice shall not be required with respect to temporary layoffs or lack of work occasioned by breakdown of machinery, floods, fires, utility failures, Acts of God, or other causes beyond the University's control. When an employee is to be recalled from layoff, the University shall notify the employee by telephone (confirmed by certified or hand delivered letter, copy to Chief Xxxxxxx) specifying the time to report back to work, which notice shall, if possible, not be less than five (5) work days prior to the reporting time. In order to be eligible for recall, any employee who is laid off must keep the University currently advised in writing of their current whereabouts, address and telephone number, and any temporary changes thereof. The employee shall, within twenty-four (24) hours after receiving notice of recall, notify the University if for any reason the employee cannot report for work at the specified time. In the event an employee is unable to return to work due to illness or injury certified by a physician, the employee shall not lose their right to subsequent recall but the University may pass them over in order to fill an available position.

  • Layoff A layoff of an employee shall be deemed to occur when an employee is removed from the work schedule for one (1) week or more due to lack of work.

  • Layoff and Recall (a) A layoff of employees shall be made on the basis of seniority, based on an integrated seniority list of all hours paid since date of last hire. It is understood and agreed that through the bumping procedure the first to be laid off are probationary employees followed by those who work casual part-time shifts. No agency or new hires will be used when there is an employee on layoff provided that the employees on layoff will meet the staffing requirements of the Home. An employee will not be laid off out of seniority order if her lack of qualification for a junior employee’s shift can be remedied by a three (3) day orientation to that shift. An employee will not be denied recall to a shift if her lack of qualification for the recall opportunity can be remedied by a three (3) day orientation to that shift.

  • Layoffs When an appointing authority determines that a reduction in force is necessary, implementation of that reduction in force will proceed as follows:

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