Common use of REDUCTION IN FORCE Clause in Contracts

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. If an excess of employees exists at an installation after satisfaction of the pre- conditions preconditions set forth in (B) above and after the lay- off layoff 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 applicable law and regulations require that other non-pro- tectedprotected, non-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 revisions 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 securitysecurity to preference eligibles than to non-preference eligibles except as may be required by law.

REDUCTION IN FORCE. If an excess of employees exists at an installation after satisfaction of the pre- conditions preconditions set forth in (B) above and after the lay- off layoff procedure has been applied, the Employer may implement a reduction in force as defined above. Such reduction will be conducted in accordance ac- cordance with statutory and regulatory requirements require- ments that prevail at the time the force reduction is effected. Should appli- cable applicable law and regulations require that other non-pro- tectedprotected, non-preference eligible employees from other seniority units be laid off prior to reduction in force, such employees employ- ees 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 revisions 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 competi- tive levels and competitive areas. In making its decision with respect to competitive levels and competitive areas the Employer shall give no greater retention securitysecurity to preference eligibles than to non-preference eligibles except as may be required by law.

REDUCTION IN FORCE. If an excess of employees exists at an installation after satisfaction of the pre- conditions preconditions set forth in (B) above and after the lay- off layoff 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 applicable law and regulations regu- lations require that other non-pro- tectedprotected, non-preference eligible employees from other seniority units be laid off prior to reduction reduc- tion 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 applic- able 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 revisions in the proposal. However, the Employer, having the primary responsibility for compliance with the statute and regulationsregu- lations, reserves the right to make the final decision with respect to competitive levels and competitive areas. In making its decision deci- sion with respect to competitive levels and competitive areas the Employer shall give no greater retention securitysecurity to preference eligibles than to non-preference eligibles except as may be required by law.

REDUCTION IN FORCE. If an excess of employees exists at an installation after satisfaction of the pre- conditions preconditions set forth in (B) above and after the lay- off layoR 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 effectedeRected. Should appli- cable applicable law and regulations require that other non-pro- tectedprotected, non-non- preference eligible employees from other seniority units be laid off oR prior to reduction in force, such employees will be laid off oR 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 aRorded a full opportunity to make suggested revi- sions revisions 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 securitysecurity to preference eligibles than to non-preference eligibles except as may be required by law.

REDUCTION IN FORCE. If an excess of employees exists at an installation after satisfaction of the pre- conditions preconditions set forth in (B) above and after the lay- off layoff procedure has been applied, the Employer may implement a reduction reduc- tion 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 reduc- tion is effected. Should appli- cable applicable law and regulations regula- tions require that other non-pro- tectedprotected, 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 sub- mit 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 revisions in the proposalpropos- al. However, the Employer, having the primary responsibility responsi- bility 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 mak- ing its decision with respect to competitive levels and competitive areas the Employer shall give no greater retention securitysecurity to preference eligibles than to non- preference eligibles except as may be required by law.

REDUCTION IN FORCE. If an excess of employees exists at an installation after satisfaction of the pre- conditions preconditions set forth in (B) above and after the lay- off layoff 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 applicable law and regulations require that other non-pro- tectedprotected, 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 sub- mit 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 revisions 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 securitysecurity to preference eligibles than to non-preference eligibles except as may be required by law.

REDUCTION IN FORCE. If an excess of employees exists at an installation after satisfaction of the pre- conditions preconditions set forth in (B) above and after the lay- off layoff 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 applicable law and regulations require that other non-pro- tectedprotected, 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 revisions 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 securitysecurity to preference eligibles than to non-preference eligibles except as may be required by law.