Common use of Resignation and Reinstatement Clause in Contracts

Resignation and Reinstatement. A probationary or permanent worker who has resigned in good standing or accepted a voluntary demotion may, within 2 years following the effective date of the resignation or voluntary demotion, request that the Human Resources Director place his/her name on the reinstatement eligible list for any classification for which he/she is qualified. Additionally, workers who occupy positions which the Department Head has determined are at risk of being eliminated may be placed on appropriate reinstatement lists prior to the anticipated date of layoff. This list may be considered by department heads in addition to either the promotional eligible or general lists but cannot take precedence over the department reemployment or general reemployment eligible lists.

Resignation and Reinstatement. A probationary or permanent worker who has resigned in good standing or accepted a voluntary demotion may, within 2 years following the effective date of the resignation or voluntary demotion, request that the Court Executive Officer or Court Human Resources Director place his/her name on the reinstatement eligible list for any classification for which he/she is qualified. Additionally, workers who occupy positions which the Department Head Court Executive Officer has determined are at risk of being eliminated may be placed on appropriate reinstatement lists prior to the anticipated date of layoff. This list may be considered by department heads the hiring authorities in addition to either the promotional eligible or general lists but cannot take precedence over the department reemployment or general reemployment eligible lists.

Resignation and Reinstatement. A probationary or permanent worker employee who has resigned in good standing or accepted a voluntary demotion may, within 2 two years following the effective date of the resignation or voluntary demotion, request that the Human Resources Director place his/her name on the reinstatement eligible list for any classification for which he/she is they are qualified. Additionally, workers employees who occupy positions which the Department Head department head has determined are at risk of being eliminated may be placed on appropriate reinstatement lists list prior to the anticipated date of layoff. This list may be considered by department heads in addition to either the promotional eligible or general eligible lists but cannot take precedence over the department reemployment or general reemployment eligible lists.

Resignation and Reinstatement. A probationary or permanent worker employee who has resigned in good standing or accepted a voluntary demotion may, within 2 years following the effective date of the resignation or voluntary demotion, request that the Human Resources Director place his/her their name on the reinstatement eligible list for any classification for which he/she is they are qualified. Additionally, workers employees who occupy positions which the Department Head has determined are at risk of being eliminated may be placed on appropriate reinstatement lists prior to the anticipated date of layoff. This list may be considered by department heads in addition to either the promotional eligible or general lists but cannot take precedence over the department reemployment or general reemployment eligible lists.

Resignation and Reinstatement. ‌ A probationary or permanent worker who has resigned in good standing or accepted a voluntary demotion may, within 2 years following the effective date of the resignation or voluntary demotion, request that the Human Resources Director place his/her name on the reinstatement eligible list for any classification for which he/she is qualified. Additionally, workers who occupy positions which the Department Head has determined are at risk of being eliminated may be placed on appropriate reinstatement lists prior to the anticipated date of layoff. This list may be considered by department heads in addition to either the promotional eligible or general lists but cannot take precedence over the department reemployment or general reemployment eligible lists.

Resignation and Reinstatement. A probationary or permanent worker employee who has resigned in good standing or accepted a voluntary demotion may, within 2 two years following the effective date of the resignation or voluntary demotion, request that the Human Resources Director place his/her name on the reinstatement eligible list for any classification for which he/she is qualified. Additionally, workers employees who occupy positions which the Department Head department head has determined are at risk of being eliminated may be placed on appropriate reinstatement lists list prior to the anticipated date of layoff. This list may be considered by department heads in addition to either the promotional eligible or general eligible lists but cannot take precedence over the department reemployment or general reemployment eligible lists.