REDUCTION IN THE WORK FORCE. 18.01 - Pre-Reduction in Force Action A. A reduction in force of employees may only be effected by the Employing Agency when such action is based upon any of the following reasons: (1) a reorganization for the efficient operation of the Employing Agency; (2) for lack of funds or lack of work to sustain current staffing; (3) for reasons of economy; a reduction in force may be either of temporary (less than one year) or permanent (more than one year) duration. At least forty-five (45) days prior to the anticipated effective date of a reduction in force, the Association must be afforded an opportunity to meet with the Employing Agency. At this meeting, the Association must be provided a written rationale, with supporting documentation if any has been prepared, setting forth the basis for the reduction in force. At this meeting, the Employing Agency must also inform the Association of the anticipated classification(s) where reductions may occur, the particular position(s) and appointment types which may be reduced, the names of employee(s) in the classification(s) where the reduction is anticipated with the seniority dates of employees within the classification(s) and series affected, the expected duration of the reduction in force, the facility or facilities to be affected and a listing of any vacancies which might be available for displacement. Either at this meeting or within ten (10) days thereafter, the Association shall be provided an opportunity to challenge the rationale offered and/or to discuss the reduction in force with the Employing Agency so as to offer suggestions as to how the reduction in force may be avoided or its impact lessened. Input from the Association shall be seriously considered before any final decision is made as to a reduction in force. Within five (5) days after the Association provides its input, but no later than thirty (30) days prior to the proposed effective date of the reduction in force, the Employing Agency shall make a final decision as to whether it will effect a reduction in force. Such final decision shall be communicated to the Association. If a reduction in force is to be effected, the Employing Agency shall supply to the Association a written rationale, with supporting documentation if any, revised if necessary, setting forth the basis for the final decision. The Association shall also be provided with a final listing of the classification(s) where reduction in force will occur, the particular position(s) and appoi...
REDUCTION IN THE WORK FORCE. (a) In the event of a reduction in the work force, the Union and the Employer will meet to discuss voluntary options such as, but not limited to, early retirement and job sharing. During the lay-off notice period, employees may utilize up to ten (10) hours per week to pursue other employment opportunities and may use the employer’s equipment for any preparation for the same. Any additional time needed may be discussed with the employee’s supervisor.
REDUCTION IN THE WORK FORCE. In the event a reduction in the work force is necessary, the Board agrees that it will, where possible, do so by attrition.
REDUCTION IN THE WORK FORCE. In the event the District reduces staff in the Union, the least senior individual within the classification affected will be reduced first . Classifications are defined as civil service titles . For purposes of this article only, District seniority shall be defined as the total length of service the unit member has accrued in the District, adjusted for any breaks in service and/or unpaid leaves of absence . The following rules shall apply:
REDUCTION IN THE WORK FORCE. (LAY OFF)
REDUCTION IN THE WORK FORCE. In the event it becomes necessary to shut down an oper- ation or any department for the remainder of a day after the beginning of such day, the provisions of Article 9 shall apply. The Company at its option may reduce the work week in any department or any section thereof. However, it will endeav- our where possible to maintain a minimum work week in such department or section of hours. Such short work weeks shall not exceed ten in any twelve month period from the start of the first short work week. A reduction of a work week shall in no way be consid- ered to be a reduction in work force. If it becomes necessary to reduce the work force, such force reduction shall be accomplished by application of departmental seniority. Employees in classifications to be reduced, having least departmental seniority, shall be designated as surplus, provided those remaining in the classifications are qualified to perform the work available. Surplus employees will he assigned by the Company to jobs within the department being performed by employees with less departmental seniority pro- vided they have the necessary ability and qualifications to per- form such work at the time. An employee displaced from his department by the operation of the procedure set forth above may use his plant-wide senior- ity to displace the lowest seniority man in the plant whose work he is qualified and able to perform at the time. Employees unable, on the basis of either seniority or qualifications to claim other work within the Plant, shall be laid off.
REDUCTION IN THE WORK FORCE. 12.2.1 a) In the event of a reduction in the work force, the following employee categories, though not necessarily in this order, will be the first to be laid off within the classifications concerned: employees on probation, temporary employees and contract employees.
REDUCTION IN THE WORK FORCE. 11.01 In the event a reduction of work results in a lay off, Part-time and Temporary employees will be laid off first followed by Probationary employees prior to the lay off of a seniority employee.
REDUCTION IN THE WORK FORCE. The language in this Article continues unchanged from the previous Contract.
REDUCTION IN THE WORK FORCE. 33.10 The District shall determine the educational program and services for the District based upon the educational goals of the District and the financial resources available for the following school year. Prior to May 15 of each year, the District shall determine whether the financial resources of the District will be adequate to permit the District to maintain its employee staffing levels and its educational programs and services substantially at the same levels for the following school year, except for, years in which a biennial budget has not passed by the Legislature by May 15, the District may give notice of nonrenewal on or before June 15. When it is determined that such financial resources are not reasonably assured for the following school year, the District shall adopt a reduced educational program which takes into consideration the procedures set forth below. These procedures shall also be applied to identify those employees who will be retained to implement such reduced programs and those employees, if any, who must be nonrenewed.
