Rights of Laid-Off Employees. No provision of this Agreement shall be construed to interfere with the rights of injured workers pursuant to AS 39.25.158 and AS 23.40.075.
Rights of Laid-Off Employees. 34.11.1 Where resources permit, employees who are laid off shall enjoy full access to scholarly facilities, including office and laboratory space, and library and computer services (including e-mail and Internet services) until alternative academic employment is secured, or their recall rights expire, whichever occurs first.
Rights of Laid-Off Employees. A. A laid-off employee shall be placed on the layoff list for certification. When a certification is requested, the one (1) employee highest on the layoff list for that organizational unit in that job class or a successor job class shall be certified for the vacancy.
Rights of Laid-Off Employees. Restoration of hours or recall from layoff will be in reverse order of seniority. Employees will be offered recall to any available position in their job classification, classification series or in any classification they have previously held (provided they meet minimum qualifications for the position). Recall will be accomplished simultaneously by e-mail and trackable mail to the employee’s addresses on file in the Human Resources Department. The employee is responsible for notifying Human Resources of any address changes. The employee must accept or reject the position within seven (7) days and report to work within fourteen (14) days of the mailing of the recall notice unless the Employer and the employee agree otherwise. An employee’s recall and employment rights terminate if the employee rejects an equivalent job (same classification and rate of pay as the pre-layoff job) in the zone of the employee’s home worksite. A full-time employee on layoff may elect to work in a part-time position without giving up the employee’s recall rights, and a full-time or part-time employee may elect to work in a temporary or per diem position without giving up the employee’s recall rights. While an employee is working a reduced schedule or in layoff status, per diem employees may not be offered work until employees in the same classification or classification series have been given an opportunity to take the work except that per diem employees may work shifts already posted on the monthly schedule at the time the layoff notice is provided. Employees in layoff status may review the open positions posted on the Employer’s website and make application for vacancies in accordance with Article 13. Human Resources can assist employees with setting up an applicant profile on the Employer’s applicant tracking system to electronically notify them of vacancies.
Rights of Laid-Off Employees. 26.7.1 The reemployment list for a class shall be used before any other means of filling vacancies for that class with the exception of the exercise of bumping rights or the 39- month list for exhaustion of leaves per Article 11.5.3. Offers of reemployment shall be made in reverse order of layoff.
Rights of Laid-Off Employees. Restoration of hours or recall from layoff will be in reverse order of layoff. Employees will be offered recall to any available position in their job classification, classification series or in any classification they have previously held (provided they meet minimum qualifications for the position). If two (2) or more regular employees are eligible to be recalled to the same position and they are substantially equally qualified, the individual with the most seniority will be selected to fill the position. The judgment of the Employer as to qualifications shall be fairly and reasonably executed. Pay will be based on the position the employee takes. Recall will be accomplished simultaneously by e-mail and trackable mail to the employee’s addresses on file in the Human Resources Department. The employee is responsible for notifying Human Resources of any address changes. The employee must accept or reject the position within seven (7) days and report to work within fourteen (14) days of the mailing of the recall notice unless the Employer and the employee agree otherwise. An employee’s recall and employment rights terminate after one (1) year or if the employee rejects an equivalent job. A full-time employee on layoff may elect to work in a part-time position without giving up the employee’s recall rights, and a full-time or part-time employee may elect to work in a temporary or per diem position without giving up the employee’s recall rights. Employees in layoff status may review the open positions posted on the Employer’s website and make application for vacancies in accordance with Article 12.
Rights of Laid-Off Employees. 17 Permanent Employees in the Classified service shall have the following rights:
Rights of Laid-Off Employees. (354) FRINGE BENEFITS—When a teacher is laid off in a necessary reduction of staff, insurance benefits provided in this Agreement for him/her shall terminate as specified in Appendix D hereof. Other fringe benefits shall terminate on the last duty day of such employee. A laid off teacher shall not advance on the salary schedule during any period when not actively employed.
Rights of Laid-Off Employees. A. Employees who return to benefit-eligible employment within thirty (30) days of layoff shall not suffer any loss of healthcare benefits.
Rights of Laid-Off Employees. Laid off employees shall remain on a recall list for twelve (12) months. Time spent on a recall list will be counted for purposes of computation of seniority but for no other purpose, including the accrual of paid time off. During the twelve (12) month recall period, laid-off employees shall be recalled to their former position if it becomes open, and will receive first consideration for any other Bargaining Unit job openings for which AFJ/AFJAC reasonably determines they are qualified. Where two or more laid off employee candidates for recall are deemed by AFJ/AFJAC to be substantially equal in the relevant respects, seniority will be given primary consideration for rehiring. Upon request, a laid off employee shall be provided a letter stating substantially the following: “To Whom it May Concern [NAME] was an employee from [DATE] to [DATE]. On [DATE], [NAME] was separated from employment for reasons other than performance or misconduct.”
