REDUCTION IN FORCE/LAYOFF. 14.3.1 A reduction in force may occur at any time. Whenever a reduction in force becomes necessary, each College and the System Office shall be considered separate and distinct institutions within the CCSNH. The Chancellor or College President shall determine the positions to be affected within his/her institution.
REDUCTION IN FORCE/LAYOFF. (Only Applies To Xxxxx XX0, XX0, XX0, XX0, UH1 And UM2) The City shall attempt, insofar as possible, to accomplish any reduction in force by attrition rather than layoff. The City will keep the Union advised of financial planning that contemplates reduction of personnel represented by the Union at least six months in advance, and will provide a listing of positions in classifications represented by the Union that may potentially be reduced as soon as such information may feasibly be provided, but no later than the date on which a proposed budget or budget amendments are made available to the public. In the event that a reduction in force is required, it shall be carried out in accordance with the layoff procedure outlined in Sections 9.01 and 9.02 of the Personnel Manual and the following: A reduction in force shall be effected on a City-wide basis for each classification to be reduced. Represented employees in classifications affected by a layoff who are not subject to layoff may, with City approval, volunteer to be laid off. A layoff (reinstatement) list shall remain in effect for a period of three (3) years. The City will also provide the Union, on or about sixty (60) days prior to the anticipated implementation date of reductions, or when the City has knowledge of anticipated reductions, whichever is later, a unit listing by classification which will have the original service date and job class service date of each represented employee as that data existed in the City’s payroll/personnel system at the time. It is understood that the information provided does not constitute an official City seniority list. The City will provide the Union with a copy of its official layoff lists affecting represented employees when they become available. In the event of a reduction in force, the City shall attempt, insofar as possible, to sponsor information workshops on its own or in conjunction with outside organizations to assist employees that may be laid off take advantage of available resources. These resources should include information such as applying for unemployment, COBRA continuation medical benefits, resume writing, and job search resources. This section, which incorporates by reference Sections 9.01 and 9.02 of the Personnel Manual, reflects the parties’ agreement regarding procedures for layoffs.
REDUCTION IN FORCE/LAYOFF. In the event it becomes necessary to lay off employees for any reason, employees shall be laid off departmentally in the inverse order of their seniority within each department. For the purpose of this section maintenance and operations shall be assumed to be one department. A more senior employee may displace a less senior employee, provided they are qualified for the position.
REDUCTION IN FORCE/LAYOFF. This Article establishes the procedure covering reduction in force/layoff of employees. The College will consult with the Union prior to implementation of this Article.
REDUCTION IN FORCE/LAYOFF. Employees will be selected for layoff in reverse order of seniority, provided those with greater seniority are qualified to perform the remaining work. To be qualified, an employee must possess appropriate academic preparation and/or specialized training as determined by the District. To the extent allowed by law, the order of reduction will be in conformance with and may be impacted by the District’s affirmative action policy. Once the least senior employee at a building or department level has been selected for layoff, that employee may displace the least senior employee in the District who is in a position for which the senior employee is qualified in another classification in the same salary range or a lower salary range. This process shall be implemented in the following order:
REDUCTION IN FORCE/LAYOFF. When it becomes necessary to reduce the number of employees included in the bargaining unit, the following procedure shall apply to teachers with professional teacher status:
REDUCTION IN FORCE/LAYOFF. In the event of a reduction in force required by levy failure, program reduction, budget reduction, or lack of work, employees who lost 1.5 hours or more per day, during any eighteen (18) consecutive month period, or lose their entire position, will be on layoff status. In the event of a layoff, (a reduction greater than 50% of days or hours) the District will lay off employees by seniority within a position. An employee(s) laid off from a particular position will have the right to use their seniority to bump a less senior employee(s) in their classification(s) with a lower hourly rate of pay as long as they meet minimum qualifications for such job. A laid off senior employee(s) may continue to bump down into lower paying positions, until they meet the qualifications of a position, or if unable to meet that standard, then they will be laid off. Employees will be given a minimum of 30 days advance notice of impending lay off. Employees laid off will be placed on a Re-employment List for eighteen (18) months from the date of layoff. During that time, they will be given first opportunity for openings within their previous position. They will be given preference, based on seniority, for any other opening for which they are qualified and which is a lower paying position from the one they held before layoff.
REDUCTION IN FORCE/LAYOFF. A. All layoffs will be carried out in strict compliance with applicable laws and regulations.
REDUCTION IN FORCE/LAYOFF. A reduction in force (including reductions in hours or annual days) if required by levy failure, program reduction, budget reduction or lack of work, shall be accomplished by the following steps:
REDUCTION IN FORCE/LAYOFF. In the event of a layoff, (a reduction greater than 50% of days or hours) the District will lay off employees by seniority within a position. An employee(s) laid off from a particular position will have the right to use their seniority to bump a less senior employee(s) in their classification(s) with a lower hourly rate of pay as long as they meet minimum qualifications for such job. A laid off senior employee(s) may continue to bump down into lower paying positions, until they meet the qualifications of a position, or if unable to meet that standard, then they will be laid off. Employees will be given a minimum of 30 days advance notice of impending lay off. Employees laid off will be placed on a Re-employment List for eighteen (18) months from the date of layoff. During that time, they will be given first opportunity for openings within their previous position. They will be given preference, based on seniority, for any other opening for which they are qualified and which is a lower paying position from the one they held before layoff.
