Common use of Notice of Layoffs Clause in Contracts

Notice of Layoffs. The Director of Human Resources shall inform the President of the Association or designee of the impending layoff(s) by certified mail or by hand delivery no fewer than five (5) work days prior to issuance of any layoff notice(s). An employee who is to be laid off shall be notified of the impending action by certified mail sent to the most recent address provided to the District by the employee or in person by the Director of Human Resources or designee at least forty-five (45) calendar days prior to the effective date of layoff. The Notification of Layoff shall contain the effective date, the reason, reassignment rights, if any, re-employment rights and an Employee Response Form. Within five (5) work days of the date the employee signs the certified mail receipt, the employee is required to file with the Human Resources Office the signed, dated, and completed Employee Response Form which indicates whether or not the employee desires to exercise reassignment rights. A copy of the Employee Response Form shall be forwarded to the President of the Association within one (1) work day after the Director of Human Resources receives the completed form. Failure to provide written notice under the provisions of this section shall invalidate the layoff. In addition, failure to follow proper procedures shall be considered an improper layoff. An employee who is improperly laid off shall be re-employed immediately upon discovery of the error and shall be reimbursed for all loss of salary and benefits.

Notice of Layoffs. The Director of Human Resources CHRO shall inform the President of the Association or designee of the impending layoff(s) by certified mail or by hand delivery no fewer than five (5) work days prior to issuance of any layoff notice(s). An employee who is to be laid off shall be notified of the impending action by via certified mail and email sent to the most recent address provided to the District by the employee or in person by the Director of Human Resources CHRO or designee at least forty-five sixty (4560) calendar days prior to the effective date of layoff. The Notification of Layoff shall contain the effective date, the reason, reassignment rights, if any, re-employment rights and an Employee Response Form. Within five (5) work days of the date the employee signs the certified mail receipt, the employee is required to file with the Human Resources Office the signed, dated, and completed Employee Response Form which indicates whether or not the employee desires to exercise reassignment rights. A copy of the Employee Response Form shall be forwarded to the President of the Association within one (1) work day after the Director of Human Resources CHRO receives the completed form. Failure to provide written notice under the provisions of this section shall invalidate the layoff. In addition, failure to follow proper procedures shall be considered an improper layoff. An employee who is improperly laid off shall be re-employed immediately upon discovery of the error and shall be reimbursed for all loss of salary and benefits.

Notice of Layoffs. The Director of Human Resources CHRO shall inform the President of the Association or designee of the impending layoff(s) by certified mail or by hand delivery no fewer than five (5) work days prior to issuance of any layoff notice(s). An employee who is to be laid off shall be notified of the impending action by via certified mail and email sent to the most recent address provided to the District by the employee or in person by the Director of Human Resources CHRO or designee at least forty-five sixty (4560) calendar days prior to the effective date of layoff. The Notification of Layoff shall contain the effective date, the reason, reassignment (bumping) rights, if any, re-employment rights and an Employee Response Form. Within five (5) work days of the date the employee signs the certified mail receipt, the employee is required to file with the Human Resources Office the signed, dated, and completed Employee Response Form which indicates whether or not the employee desires to exercise reassignment rights. A copy of the Employee Response Form shall be forwarded to the President of the Association within one (1) work day week after the Director of Human Resources CHRO receives the completed form. Failure to provide written notice under the provisions of this section shall invalidate the layoff. In addition, failure to follow proper procedures shall be considered an improper layoff. An employee who is improperly laid off shall be re-employed immediately upon discovery of the error and shall be reimbursed for all loss of salary and benefits.

Notice of Layoffs. The Director of Human Resources (CHRO) shall inform the President of the Association or designee of the impending layoff(s) by certified mail or by hand delivery no fewer than five (5) work days prior to issuance of any layoff notice(s). An employee who is to be laid off shall be notified of the impending action by certified mail sent to the most recent address provided to the District by the employee or in person by the Director of Human Resources (CHRO) or designee at least forty-five (45) calendar days prior to the effective date of layoff. The Notification of Layoff shall contain the effective date, the reason, reassignment rights, if any, re-employment rights and an Employee Response Form. Within five (5) work days of the date the employee signs the certified mail receipt, the employee is required to file with the Human Resources Office the signed, dated, and completed Employee Response Form which indicates whether or not the employee desires to exercise reassignment rights. A copy of the Employee Response Form shall be forwarded to the President of the Association within one (1) work day after the Director of Human Resources (CHRO) receives the completed form. Failure to provide written notice under the provisions of this section shall invalidate the layoff. In addition, failure to follow proper procedures shall be considered an improper layoff. An employee who is improperly laid off shall be re-employed immediately upon discovery of the error and shall be reimbursed for all loss of salary and benefits.