REDUCTION IN FORCE AND RECALL. In the event a RIF (reduction in force) is necessary, any employee who is laid off and is a member of the retirement plan may withdraw the employee's total contribution without forfeiture of the employee's vested portion of the City's contribution. The vested portion of the City's contribution must remain in the employee's account with the carrier of the retirement plan or roll that vested portion over into an authorized XXX plan.
REDUCTION IN FORCE AND RECALL. When it becomes necessary to reduce the work force, the last man hired shall be laid off first, and when the force is again increased the men are to returned to work in the reverse order in which they were laid off, provided, however, the employees are competent in their jobs and can satisfactorily perform the work required.
REDUCTION IN FORCE AND RECALL. A. Should it become necessary to lay off employees, the Company shall advise the Union of such layoff at least seventy-two (72) hours in advance. It is understood that this provision shall not apply if the layoff is caused by emergencies or by conditions beyond the Company's control.
REDUCTION IN FORCE AND RECALL. 1. Reasons for Layoff/RIF: A layoff may occur only for the following reasons:
REDUCTION IN FORCE AND RECALL. In the event that economic circumstances require layoffs, and prior to making any decisions regarding the layoff of any Bargaining Unit Members, the Parties agree to bargain for the purpose of avoiding or minimizing such layoffs and to develop equitable criteria for determining which unit members will be subject to such layoffs.
REDUCTION IN FORCE AND RECALL. Section 13.1. It is the intent of the parties, through this article, to establish an objective procedure by which a reduction in force (i.e., layoff or job abolishment) may be accomplished, should the need arise, and supersede the provisions of ORC 124.321 to 124.328, 124.37, OAC 123: 1-41-01 to 123: 1-41-22, and all local rules and regulations of the City of East Cleveland Civil Service Commission governing work force reductions.
REDUCTION IN FORCE AND RECALL. A. If business conditions require a reduction-in-force, Ramp Agents shall be laid off/furloughed in reverse Job Seniority order at their location. The affected employee will retain the right to exercise his/her Job Seniority to bump into another station. The Company may solicit volunteers in Job Seniority order that are willing to accept furlough. The Company also may offer to Full-Time employees, in Job Seniority order, the option to reduce to a Part-Time status to avoid or reduce the impact of a reduction-in-force. Ramp Agents who are furloughed shall continue to accrue Company and Job Seniority. There shall be no loss of accrual rate of vacation, or accrual rate of sick time due to the layoff/furlough. Ramp Agents who are laid off/furloughed will be eligible for recall when business conditions warrant. In the event of a recall, Ramp Agents shall be recalled in Job Seniority order.
REDUCTION IN FORCE AND RECALL. Reduction-in-Force will be conducted pursuant to the requirements of Article 24 of the Illinois School Code.
REDUCTION IN FORCE AND RECALL. The Board shall give written notice to the Union of its intention to initiate a Reduction in Force ("RIF") at least ten (10) calendar days in advance of formal action by the Board to effect the RIF. The notice to the Union shall include the names and classifications of the employees to be RIFed, along with an updated seniority list. Employees shall be provided a notice of the RIF in accordance with the requirements of the applicable provisions of the Illinois School Code (currently Section 10-23.5, thirty (30) calendar days before the honorable dismissal takes effect) with honorable dismissal according to District seniority - least senior first - within the applicable classification; provided, however, all probationary employees (other than transfer employees on probation under Section 1.c. above) in the applicable classification shall first be dismissed followed by employees who volunteer, in writing within ten (10) weekdays of the Board's public action on the RIF, to be RIFed. RlFed employees will have recall rights in accordance with the applicable provisions of the Illinois School Code (currently Section 10-23.5, with recall by classifications in reverse order of dismissal for one (1) calendar year from the start of the school term following the RIF). In the event the District decides to transfer employees as a result of the RlF or reduction in hours, the transfer will first be on a voluntary basis, starting with the most senior employee by District seniority, continuing through the District seniority list until completed. If there are insufficient volunteers, the remaining positions shall be filled by involuntary transfer of the least senior employee within the classification first. Transfer rights as prescribed in Section 1.c. above shall be waived for this transfer process. In the event an employee(s) is involuntarily displaced due to a RIF, that employee(s) will have a one-time option to return to their former work location before Article II, Section 1.c. is implemented, provided there is a vacancy in such position. This one-time option will expire in one
REDUCTION IN FORCE AND RECALL. It is the intent of both parties to adhere to the terms of the national agreements on reduction in force should a reduction of force and employment security occur. Pursuant to the national agreements on reduction in force, Kaiser is committed to re-deploy, not lay-off, employees who are displaced. Likewise, while it is not the intent of the parties to discard or ignore the contract provisions below, it is recognized that the Employer's ability to honor its commitment to maximize employment security and locate economically feasible alternatives for displaced employees may be directly proportional to union flexibility with regard to such provisions. As a result, the below language is meant to be instructive, rather than proscriptive.
