Common use of REDUCTION IN FORCE/LAYOFF Clause in Contracts

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. (Only Applies To applies to Xxxxx XX0, XX0, XX0, XX0, UH1 And 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. (Only Applies To Xxxxx XX0Units TA1, XX0TF1, XX0TM2, XX0TW1, 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.