Layoffs Sample Clauses
The Layoffs clause outlines the procedures and conditions under which an employer may terminate employees due to business needs, such as restructuring or economic downturns. Typically, this clause specifies the notice period required, any severance pay or benefits owed, and the criteria used to determine which employees are affected. Its core function is to provide a clear framework for both employer and employee, ensuring transparency and fairness during workforce reductions and minimizing potential disputes.
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Layoffs. Section 1. All employees will be laid off in line of least seniority and hired in reverse order. No employee will be hired by the City as long as there are employees laid off who have seniority. If employees are to be laid off, a thirty (30) calendar day written notice shall be given to the affected employee and the Union prior to the date that the services of that employee shall no longer be required.
Section 2. Employees who are subject to layoff within their classification and who are qualified to perform duties of the next lower classification in declining sequence, may, in order at which they are laid off, occupy vacant positions of such lower classifications, or may displace employees who hold positions of such lower classifications.
Section 3. An employee who voluntarily requests demotion or another position in order to remain in the classified service following a reduction in force shall be placed at a rate of the new classification pay range which ensures a five percent (5%) reduction in salary, unless a larger reduction is necessary for the officer to be placed in the highest step in the lower classification.
Section 4. Where, by virtue of a reduction of the workforce, an employee takes a position in a lower classification in accordance with Section 2 and 3 hereof, and a reduction in force becomes necessary in such lower classification, such employee shall be credited with seniority earned in his classification.
Section 5. Any employee who is laid off due to a reduction in work force and thereafter, within a period of four (4) years, reinstated to City service, shall, to the extent possible for purposes of all rights and benefits, be deemed to have been on leave without pay.
Section 6. When the work force is increased after a layoff, employees will be recalled in reverse order of layoff. Notice of recall shall be sent to the employee at the last known address by registered or certified mail. If an employee fails to report for work within thirty (30) calendar days of the date of mailing of the recall notice, he shall be considered to have voluntarily terminated with the City.
Section 7. When the work force is increased after a layoff, those persons who have voluntarily taken a lower classification as provided in Section 2 and 3 herein, shall have the option of occupying positions which open up in their former classification with no loss of seniority in that classification. This option shall
Layoffs.
SECTION 1 When the Employer determines that a long-term layoff or job abolishment is necessary, the Employer shall notify the affected employees fourteen (14) days in advance of the effective date of the layoff or job abolishment. Employees will be notified of the Employer’s decision to implement any short-term layoff, lasting seventy-two (72) hours or less, as soon as possible. The Employer, upon request from the UMWA agrees to discuss the impact of any layoff of bargaining unit employees with representatives of the UMWA.
SECTION 2 The Employer shall determine in which work divisions and assignments layoffs or job abolishments will occur. Employees will be laid off within that division and assignment beginning with the least senior and progressing to the most senior up to the number of employees that are to be laid off. All temporary, intermittent, probationary, and permanent part-time employees, within the division and assignment designated for lay off, will be laid off before bargaining unit members. All such employees shall remain in layoff status while any bargaining unit member is on layoff.
SECTION 3 Any employee receiving notice of long-term layoff shall have five (5) calendar days following receipt by personal service or certified mail delivery in which to exercise his right to bump the next less senior employee within the bargaining unit, provided the person who wishes to bump possesses the skill, ability and qualifications to perform the work of the assignment as determined by the Employer. Any employee who chooses not to bump, or who does not possess sufficient skill, ability or qualifications to bump another employee shall be laid off and placed on a recall list. An employee may only exercise bumping rights once during any layoff affecting a position. An employee who bumps pursuant to this article shall be paid at the rate of the assignment he bumps into.
SECTION 4 Employees who are laid off shall be placed on a recall list for a period of eighteen (18) months. Employees on a recall list shall be responsible for notifying the Employer at the time of layoff, and for keeping current the address to which a recall notice, if any, shall be sent. If there is a recall, employees shall be recalled, in the inverse order of their layoff, to the same assignment from which they were laid off, provided they are presently qualified to perform the work of the job assignment to which they are recalled.
SECTION 5 In the case of a long-term layoff, the recall...
Layoffs. When an appointing authority determines that a reduction in force is necessary, implementation of that reduction in force will proceed as follows:
(1) The appointing authority determines which positions, in each organizational unit and unit division, are to be abolished or funding eliminated.
(2) The least senior employee(s) in the affected classification and unit division will be laid off. More senior employees who occupy positions that are abolished or for which funding is eliminated will be reassigned to vacancies created by these layoffs or to other available vacancies in the class and unit division. These employees will be offered their choice of vacancies into which they may be reassigned in order of seniority, provided they are qualified to perform the duties of the position they select.
(3) If no option exists in (2), in lieu of layoff a displaced employee may accept, in order of seniority, reassignment to an available vacant position in his or her last previously held classification, regardless of changes to range, title, and/or bargaining unit of the classification since the employee left the classification, in the same unit division, provided the employee is qualified to perform the duties of the position.
(4) If no option exists in (3) above, in lieu of layoff a displaced employee may displace, in order of seniority, the least senior employee in his or her last previously held classification, regardless of changes to range, title, and/or bargaining unit of the classification, since the employee left the classification, in the same unit division, provided he or she has greater seniority than the employee being displaced and is qualified to perform the duties of the position. The employee may also accept reassignment, in order of seniority, to an available vacancy in classifications that are lower related to the employee’s current classification in the same unit division, provided the employee is qualified to perform the duties of the position.
Layoffs a) The Employer decides when a lay off is necessary, and which classifications and positions will be affected. Layoffs may be determined necessary because of budget adjustments or reallocations, a modification of position workloads, or elimination of or change in scope of institutional services, or as the result of any other job-related management decision.
b) When a layoff is contemplated, the President will consult the local NSCPA President, on behalf of the chapter as soon as possible. The chapter shall make recommendations and act in an advisory capacity only. The local NSCPA President or designee will forward the chapter’s written recommendation to the President.
c) When the Employer decides that a lay off among unit members is necessary, the President or designee shall conduct a layoff in such manner that the remaining employees possess the necessary job qualifications.
d) The Employer will make an effort to avoid a layoff by use of attrition wherever possible.
e) Where qualifications, training and ability to perform the work remaining are equal, the Employer will follow these priorities for reduction in force:
1) Temporary/part-time professional staff employees before unit members;
2) Unit members with unsatisfactory performance records before unit members with satisfactory performance records; and,
3) Unit members with short service before unit members with long service.
f) For twelve (12) months following the effective date of layoff, a unit member who has been laid off, and who indicates a desire to be placed on a recall list, shall be offered recall in the same position at the College should an opportunity arise. The unit member shall receive the same salary which was received at the time of layoff plus any increases in salary or benefits received by unit members.
g) Unit members recalled within twelve (12) months shall not be considered to have suffered a break in service for the purposes of calculating sick and vacation leave, as well as service years regarding notice requirements.
h) For twelve (12) months following the effective date of layoff, a unit member on the recall list who is a qualified applicant for a position in the unit shall be given preference for the position when qualifications are equal.
i) In the event of layoffs, the President shall establish a recall list and supply it and any changes to the local NSCPA President.
j) Unit members to be laid off shall be given ninety (90) calendar days notice and the notice shall include t...
Layoffs. When the layoff of employees is anticipated, the Authority shall determine the positions to be eliminated and/or the number of employees to be laid off. It is the intention of the Authority to give the Union as much advance notice of layoffs as is practicable in order that discussions may be held to provide an orderly and equitable layoff procedure. The Authority agrees to provide seniority lists for all regularly employed full time employees to the Union on a monthly basis or upon request.
8.4.1 If it becomes necessary for the Authority to lay off employees, the Authority shall provide to the employee(s) affected:
i) at least four (4) weeks’ notice in writing in advance of the proposed layoff; or
ii) pay in lieu of notice, provided that the pay in lieu, or combination of notice and pay in lieu equals four (4) weeks. Notice or a combination of notice and pay in lieu shall be such length of time as prescribed by legislation if it is longer than four (4) weeks.
(a) For layoff purposes the Authority will, unless otherwise determined by mutual agreement of the parties, attempt to place a displaced employee through the following process:
1. an employee to be laid off will be given first opportunity, consistent with his or her qualifications, to fill any existing vacancies within the bargaining unit;
2. an employee to be laid off will be given preferential consideration for existing vacancies within the Authority outside the bargaining unit provided that, in the opinion of the Authority, he or she is qualified;
3. if there is more than one qualified candidate for a vacancy, the Authority will choose the most senior candidate.
(b) In the event of lay off, failing placement in a vacancy as described above, the Authority shall, unless otherwise determined by mutual agreement of the parties, lay off in the inverse order of Authority seniority within the classification involved.
(c) Where an employee would otherwise be laid off from employment and has recognized occupational qualifications in another classification, the employee may apply his or her Authority seniority to displace the most junior employee in a classification in the same or lesser salary group. The employee shall notify the Authority in writing of their intention to displace another employee as early as possible but, in any event, no later than ten
Layoffs. The University agrees that should a reduction in force be required, the University will make a good faith effort to do so through attrition. The Association President and Vice President shall be notified of the positions to be reduced. Bargaining Unit members will be given a minimum of fourteen (14) calendar days notice prior to reduction in force. If fourteen (14) calendar days notice cannot be given, severance pay will be provided in lieu of notice for each workday lost during the fourteen (14) calendar day period. In the event of layoffs or a reduction in the work force, probationary, and part-time employees shall be laid off first. Thereafter, the employee with the latest department seniority date within classification shall be laid off, followed by the employee with the next latest seniority date, and so on, provided that those remaining at work have the ability to do the work which is available. The laid off sergeant shall be able to bump the officer with the least department seniority provided the laid off sergeant has greater department seniority. Laid off bargaining unit members who notify the department within 2 weeks of layoff that they want to be maintained as a temporary employee shall be maintained on the temporary employee list. Laid off bargaining unit members maintained on the temporary employee list retain rights as a laid off bargaining unit member. Laid off bargaining unit members who are maintained on the temporary employee list will be contacted in order of department seniority when temporary or part-time work is available.
Layoffs. Should the City intend to institute a job abolishment or layoff action during the term of this Contract, it shall notify the Lodge at least sixty (60) days in advance of the intended effective date of this action and initiate negotiations concerning the effects of the intended action.
Layoffs.
1. When layoffs are necessary due to lack of work or lack of funds, the District shall give the affected employee notice of the planned layoff at least 60 days prior to the effective date. The notice shall be by personal delivery or certified mail and shall specify the reasons for layoff, identify the classification and the position(s) designated for elimination, and include information of the employee’s displacement (bumping) rights, and his or her reemployment rights. A copy of the notice (including all attachments) will be provided to L-39.
2. An employee who has been given notice of layoff and displacement rights shall notify the District’s Human Resources Office of his or her decision on the exercise of those rights within 10 working days of date of service by the District.
3. Any layoff shall be effected within a classification. The order of layoff shall be based on seniority within that classification throughout the District. The unit member with the least seniority within the classification shall be laid off first.
4. Seniority and length of service for all purposes related to bargaining unit members shall be determined by hire date in classification.
5. A unit member shall not be laid off if a short-term employee is retained to render a service that the classified employee is qualified to render.
6. A unit member whose position is eliminated by the District or who is displaced from his or her position by a unit member exercising bumping rights shall be presented with the following options, in order:
a. bump into a vacant position in the same classification. If a vacant position exists, options c and d below shall not apply;
b. bump into a vacancy in a lower or higher classification in which the unit member has the appropriate seniority. If a vacancy exists, options c and d below shall not apply;
c. bump into a position that is held by the least senior unit member in the same classification.
d. bump into a position held by the least senior unit member in a lower or higher class in which the unit member has greater seniority considering his or her seniority in the lower class and any higher classes;
e. layoff;
f. retirement in lieu of layoff;
g. resignation in lieu of layoff.
7. A unit member who elects a layoff in lieu of bumping is eligible for reemployment in each class for which he or she holds seniority, in accordance with his or her class seniority, for a thirty-nine (39) month period.
8. A unit member who accepts a voluntary demotion or vol...
Layoffs. Layoffs of employees in the bargaining unit may only be made pursuant to the Ohio Revised Code 124.321 et. seq. and Administrative Rule 123:1-41-01 et. seq. except as modified by this Article. In cases of any layoff, the parties commit to working together in an attempt to place laid off workers in appropriate positions.
Layoffs. In the event of a layoff, employees shall be laid off in the reverse order of their bargaining unit-wide seniority, provided that an employee may bump a junior employee only in cases where the senior employee is qualified to fill the lower positions.