REDUCTION IN FORCE. It is understood and agreed that in addition to the above designated and related duties, full-time professional staff shall participate fully in the activities of institutional councils and/or committees. The employment status of the Employee shall be as follows: Executive/Managerial Appointment , not subject to tenure. Professional/Managerial Appointment , not subject to tenure. Other conditions of Employment:
REDUCTION IN FORCE. A. A reduction in force is defined as the involuntary elimination of a regular nurse’s position or an involuntary reduction of a regular nurse’s scheduled hours or shifts.
REDUCTION IN FORCE. 30-1 The School District retains the right to determine when a reduction in force/layoff is necessary, the number of individuals whose employment must be terminated, and the areas within which such reductions in force will occur.
REDUCTION IN FORCE a reduction is the layoff of a classified employee from employment due to lack of work or otherwise pursuant to management rights. REEMPLOYMENT - the rehiring of a former permanent status employee into State classified service after a separation because of a reduction in force. REGISTER - the list of persons (including candidates for reemployment, competitive appointment, transfer, restoration and demotion) from which a certificate for position(s) within a class or classes is drawn. REGULAR HOURLY RATE - the amount of money obtained by dividing an employee’s basic weekly salary by forty (40). REGULAR WORK WEEK – Forty (40) hours of work per week. REINSTATEMENT - the return of the name of an eligible to a register. RESTORATION - the hiring within two (2) years of a former permanent status or limited status employee who was not dismissed under Article 14 and whose performance at the time of separation was at least satisfactory. Restoration rights apply to classes of positions assigned to the same or lower pay grade than the class of position previously held and for which the employee meets the minimum education and experience requirements. SCHEDULED OVERTIME - overtime work which is not the result of unexpected and unforeseen emergencies caused by circumstances beyond the control of management or by unexpected absences or regularly scheduled employees. SENIORITY - the length of continuous State service. SEPARATE - the act of terminating employment in State service. SICK LEAVE - paid authorized absence from duty due to employee’s illness, injury or quarantine; for his/her medical or dental appointments which cannot reasonably be made outside of working hours; or for death or illness in the employee’s immediate family. SPECIFICATION - a written description of the nature, level of responsibilities, required skills, and minimum qualifications for a class.
REDUCTION IN FORCE. Section 27.1 The Human Resources Policies and Procedures Manual Section 129 Reduction for Economy or Abolition of Position (Layoff) and Section 000 Xxxxxxx Xxxxxxxxxx Xxxx Xxxxxx shall be used for administering the layoff process except for the severance pay schedule which shall follow the provisions of Section 27.2
REDUCTION IN FORCE. If an excess of employees exists at an installation after satisfaction of the pre- conditions set forth in (B) above and after the lay- off procedure has been applied, the Employer may implement a reduction in force as defined above. Such reduction will be conducted in accordance with statutory and regulatory requirements that prevail at the time the force reduction is effected. Should appli- cable law and regulations require that other non-pro- tected, non-preference eligible employees from other seniority units be laid off prior to reduction in force, such employees will be laid off in inverse order of their craft seniority in the seniority unit. In determining competitive levels and competitive areas applicable in a force reduction, the Employer will submit its proposal to the Union(s) at least 30 days prior to the reduction. The Union(s) will be afforded a full opportunity to make suggested revi- sions in the proposal. However, the Employer, having the primary responsibility for compliance with the statute and regulations, reserves the right to make the final decision with respect to competitive levels and competitive areas. In making its decision with respect to competitive levels and competitive areas the Employer shall give no greater retention security
REDUCTION IN FORCE. Prior to the layoff or reduction of any bargaining unit adjunct or full-time faculty member covered by this Agreement, the Board shall eliminate all non-unit adjunct faculty, then all voluntary overload assignments to courses which the full-time faculty member is competent to fill pursuant to the qualifications of this provision provided the Board may retain those adjunct or voluntary assignments to courses which unavoidably run at the same time as other identical adjunct or voluntary assignments to courses. therefore, bargaining unit adjunct faculty I positions shall be eliminated prior to the layoff of unit adjunct faculty II positions, and unit ad- junct faculty II positions shall be eliminated prior to the lay- off of full-time faculty. Within ten (10) school days of the reduction notice, the Human Resources Depart- ment will schedule a meeting with the faculty member whose position has been eliminated and the Association to review the qualifications of the affected faculty member in order to determine in which disciplines they may be qualified to teach. If full-time faculty have been reduced to adjunct and work the equivalent of one- half (½) the normal workload or more, they shall be paid that pro rata portion of the salary they would have earned had they worked a full load. Where such faculty works less than the equivalent of one-half (½) load, they shall be paid the voluntary overload rate. Minimum qualifications and academic support qualifications have been estab- lished pursuant to the procedure agreed by the parties for the 1988-1990 agree- ment and updated in 1999. Such qualifications shall be incorporated herein by reference. subsequent updates shall be made as new program submissions are adopted and approved as is provided for in the paragraph below. such new pro- gram submissions shall be provided to the Association at least two (2) weeks prior to submission to ICCB. Existing qualifications shall be reviewed as jointly agreed by faculty and adminis- tration representatives appointed by the Association and President respectively; and any proposed changes or notice of no change shall be submitted to the President and Association and adopted upon approval of the Association and President.
REDUCTION IN FORCE. If the City should reduce its work force, layoffs shall be made within each department by job title within classification based on seniority as defined in Article 13 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. The City agrees to notify employees and the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.
REDUCTION IN FORCE. A. In the event a reduction in force becomes necessary the Superintendent shall notify the Association of such necessity in writing with an explanation of the reasons. Such notification shall be prior to formal School Board action relating to such reduction in force.
REDUCTION IN FORCE. 35.01 Layoffs Layoffs of employees in the bargaining unit may only be made pursuant to ORC 124.321 et. seq. and Administrative Rule 123:1 41-01 et. seq. except as modified by this Article.
