Pre-Layoff Process Sample Clauses
The Pre-Layoff Process clause outlines the steps an employer must follow before proceeding with employee layoffs. Typically, this includes requirements such as providing advance notice to affected employees, consulting with employee representatives, or exploring alternatives to layoffs like reassignment or retraining. By establishing a clear procedure, this clause ensures transparency, gives employees time to prepare, and helps the employer comply with legal obligations, thereby reducing the risk of disputes or claims related to improper termination.
Pre-Layoff Process. 1 A. When a reduction in force is anticipated for career service positions represented 2 under Addendum B, the County will notify the Union at least thirty (30) days prior to the decision to 3 eliminate a position that will result in an employee being laid off. Upon request, the County will 4 meet with the Union Representative to identify the number of employees in this bargaining unit that 5 the County is anticipating for layoff. The County will demonstrate that all interns, temporary, and 6 term-limited employees that perform similar professional and technical work in the same 7 classification will be laid off prior to the layoff of employees of this bargaining unit. The County and 8 the Union shall jointly endeavor to find ways to minimize or eliminate the number of employees who 10 departments, encourage leaves of absence, or allow job-sharing).
11 B. When the elimination of a career service position will result in an employee being 12 laid off, the employee will be placed in an available vacant position.
13 C. When the elimination of a career service position shall result in an employee being 14 laid off, the employee shall be selected by inverse seniority within the same classification within a
Pre-Layoff Process. 4 a. Reassignment: The County will conduct a process of reassigning employees to 5 occupied or vacant positions for the purpose of attempting to layoff the least senior employee in the 6 classification slated for reduction. Employees who are reassigned to occupied or vacant positions 7 within their respective Division will not be required to serve a probation period. Employees who are 8 similarly reassigned to occupied or vacant position outside their division may be required to serve a 9 probationary period as provided under Article 12 of this agreement. However, employees may refuse 10 reassignment outside of their Division and consequently may elect to be laid off or exercise any 11 bumping rights pursuant to the terms of this agreement. This management directed process is not 12 grievable.
Pre-Layoff Process. (a) Where the University identifies a need to proceed with a layoff, the University shall notify the Union, in writing, prior to issuing any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), classification grade and qualifications of the position(s), the reasons for layoff, the cost reduction or other goal intended to be achieved by the layoff.
(b) The University and the Union shall meet in Joint Committee, within five working days of the written notification of intent to the Union in Article 36.2(a), to discuss the need to proceed with a layoff, and to explore the options open to the affected employees including; job sharing, reduced hours through partial leaves, secondment, retraining of affected employees, voluntary severance payout, early retirement as outlined in the collective agreement or other options in order to minimize layoffs.
(c) The cost of options provided under Article 36.2(b) will not exceed the costs that would be incurred under Article 36.
(d) The University shall give one month's written notice of layoff to affected employee(s). Notice shall not coincide with the employee’s pre-approved vacation.
(e) The Joint Committee shall meet with the affected employee(s) within two working days of the written notice of layoff in Article 36.2(d) to discuss the options. The employee must then confirm their choice of option in writing to the Joint Committee within five working days. The employee will be presented with a list of potential internal placement options identified by Human Resources, for which they are qualified that are available at the time of this meeting. The Employer will not proceed with the normal selection process for the identified internal placement positions for five working days or until the employee chooses an option, whichever takes place first. Options to be considered may include:
(1) Internal placement;
(2) Early retirement incentive;
(3) Severance in accordance with Article 41.2;
(4) Other options identified under Article 36.2(b).
(f) If the employee chooses option 2, 3 or 4 above, the employee will not be entitled to bumping or recall rights.
Pre-Layoff Process. Where the University identifies a need to proceed with a layoff, the University shall notify the Union, in writing, prior to issuing any layoff notices. The notice shall include where the reduction is required, the number of positions to be affected, the department(s), classification grade and qualifications of the position(s), the reasons for layoff, the cost reduction or other goal intended to be achieved by the layoff. The University and the Union shall meet in Joint Committee, within five working days of the written notification of intent to the Union in Clause 34.2(a), to discuss the need to proceed with a layoff, and to explore the options open to the affected employees including; job sharing, reduced hours through partial leaves, secondment, retraining of affected employees, voluntary severance payout, early retirement as outlined in the collective agreement or other options in order to minimize layoffs.