Reduction in Force and Layoff Clause Samples
The Reduction in Force and Layoff clause outlines the procedures and conditions under which an employer may terminate or temporarily suspend employees due to organizational needs, such as budget cuts, restructuring, or decreased demand for services. This clause typically details the criteria for selecting employees for layoff, notice requirements, and any severance or recall rights that may apply. Its core function is to provide a clear and fair process for workforce reductions, ensuring both employer flexibility and employee awareness during periods of organizational change.
Reduction in Force and Layoff. The word “
Reduction in Force and Layoff. Section 1. Reductions in force and layoffs shall result in loss of funding by the GCRTA Board and/or lack of work only.
Section 2. Employees shall be ranked by seniority in their current classification, with reductions in force and layoffs being made according to their rank in that classification.
Section 3. An employee affected by a reduction in force of a specific classification shall be allowed to displace a less senior employee of the descending classification.
Section 4. Any employee who displaces a less senior employee in a lower classification shall be paid at the step rate closest to that employee's previous rate of pay, provided that no increase in base pay results.
Section 5. Recall lists in a previous classification shall remain in effect for as long as that employee remains in the employment of the GCRTA Police Department and for a maximum of two (2) years for those laid off as a result of displacement. All recalls shall be made in seniority order, with the most senior recalled first.
Section 6. In the event of a layoff or reduction in force, no employee shall be laid off until after all contracted services performing bargaining unit work has been discontinued, all part-time and part-time contracted service employees have been laid off and all probationary employees have been laid off, in the order as stated in this section.
Reduction in Force and Layoff. The City in its discretion shall determine whether a reduction in force or layoffs are necessary. In the event that it becomes necessary to implement a reduction in force or lay off employees, the City shall notify the Local President of the reasons with at least three weeks notice prior to the layoff or reduction in force of non-probationary employees.
A. In reducing the number of employees in a classification within a department, qualifications and position seniority shall govern.
B. The employee being laid off or subject to a reduction in force may not displace the least senior employees in other departments with the same classification.
C. The City has the sole right to determine if a vacancy exists in any other classification represented by the Union or department, and whether or not the displaced employee could fulfill all job requirements of the vacancy after a reasonable trial period.
D. The Union will not oppose a reasonable transfer of an employee from the curtailed classification to another department or classification.
E. The employee will be given a sixty day orientation period in this position during which the employee will be reviewed, counseled and instructed on their progress in the job.
F. Should the employee fail to meet the requirements of the job and be disqualified, he/she shall, in the City’s sole discretion, be reassigned to other classifications, or laid off or subject to the reduction in force.
G. The employee shall be paid within the range for the job classification to which he/she is transferred at the wage closest to their present wage. In the case of downgrading, the employee’s wages will be frozen until such time as the wage scale advances to the employee’s rate of pay.
H. When additional employees are needed in a classification, the regular employees who have been laid off or transferred out of that classification within a one year period, due to the lack of work, shall be offered the jobs before they are filled by promotion or transfer of employees with less seniority, or by hiring of new employees. A notification shall be sent to them by registered mail to the latest mailing address supplied to the City, and copies of such notification shall be forwarded to the Local President. The City shall be notified within five working days after receipt of the notice by the former employee of their desire to accept the offer of the job and the former employee will start work not later than three weeks after receipt of the notice. Sho...
Reduction in Force and Layoff. Section 3.5.1 Decision
Reduction in Force and Layoff