Seniority for Layoff Clause Samples
The 'Seniority for Layoff' clause establishes that decisions regarding which employees are laid off will be based on their length of service with the employer. In practice, this means that employees with less seniority—those who have worked for the company for a shorter period—are typically the first to be laid off, while those with greater seniority are retained longer. This clause provides a clear and objective method for determining layoff order, helping to ensure fairness and transparency in workforce reductions.
Seniority for Layoff. Seniority for selection of employees for layoff and bumping/ reassignment shall be in accordance with Article 12 to this Agreement. The following additional considerations shall apply as warranted: In the event of a tie in bargaining unit seniority, seniority shall be prioritized as follows:
1) Classification Seniority
2) City Service Date Seniority.
Seniority for Layoff. Seniority for selection of employees for layoff and bumping/reassignment shall be based upon bargaining unit seniority, defined as the length of service in positions within the bargaining unit since the last date of hire or appointment to a position in the unit. The following additional considerations shall apply as warranted:
21.4.1 In the event of a tie in bargaining unit seniority, seniority shall be prioritized as follows: classification seniority, and then ties at this point will be broken by lot.
21.4.2 When an entire classification is eliminated and replaced with a new classification (for example Office Assistant II replacing Program Assistant II), seniority in the former classification shall be added to seniority in the new classification.
21.4.3 Seniority in a homogeneous classification series, e.g. Public Health Nurse I/II, shall be computed as all time in any of the classifications.
21.4.4 Bargaining unit seniority shall be based upon continuous active service, including time on Workers’ Compensation leave and unpaid leaves of absence of fourteen (14) days or less, since the last date of hire or appointment to the position or as otherwise provided by law.
21.4.5 Bargaining unit seniority rights shall not be exercised until completion of the required new hire probationary period for the classification. Employees on a promotional probationary period may not bump into other positions in the classification in which they are still on probation.
Seniority for Layoff. Classification Seniority shall prevail for purposes for layoff. Seniority for selection of employees subject to layoff shall be based first upon all continuous service in the person’s classification at time of layoff and in the event of a tie, Bargaining Unit Seniority and then continuous City Service. See Article 2.6 for seniority provisions for limited duration personnel.
Seniority for Layoff. Seniority for selection of employees for layoff and bumping/reassignment shall be based upon bargaining unit seniority, defined as all continuous service in positions within the bargaining unit since the last date of hire or appointment to a position in the unit. The following additional considerations shall apply as warranted:
19.4.1 In the event of a tie in bargaining unit seniority, seniority shall be prioritized as follows: 1) classification seniority; 2) department seniority; 3) Countywide seniority.
19.4.2 When an entire classification is eliminated and replaced with a new classification, seniority in the former classification shall be added to seniority in the new classification.
19.4.3 Seniority in a homogeneous classification series, e.g., Office Assistant I/II/III/Sr., shall be computed as all time in any of the classifications.
19.4.4 Seniority shall be based upon continuous active service, including time on Workers’ Compensation leave and unpaid leaves of absence of thirty (30) days or less, since the last date of hire or appointment to the position or as otherwise provided by law.
19.4.5 Seniority rights shall not be exercised until completion of the required new hire probationary period for the classification and employees on a promotional probationary period may not bump into other positions in the classification in which they are still on probation.
Seniority for Layoff. Seniority for layoff shall be as set forth in Article 18.
Seniority for Layoff. Seniority for selection of employees for layoff and intra-unit bumping/reassignment shall be based upon classification seniority. The following additional considerations shall apply as warranted:
20.3.1 In the event of a tie in seniority, seniority shall be prioritized as follows: 1) classification seniority; 2) bargaining unit seniority; 3) department seniority; 4) Countywide seniority.
20.3.2 When an entire classification is eliminated and replaced with a new classification (for example, Sheriff’s Support Specialist II replacing General Journey), seniority in the former classification shall be added to seniority in the new classification.
Seniority for Layoff. Seniority is defined first as all continuous service in a) the person’s position/classification at time of layoff and then b) continuous service in the bargaining unit. Laid-off employees with bumping/reassignment rights shall be selected to claim vacancies or bump less senior employees as defined in this section. The following additional considerations shall apply in the event of a layoff or reassignment as warranted:
Seniority for Layoff. Classification seniority for purposes of layoff and recall shall be determined as the length of continuous service, from the date of permanent appointment to the classification. Continuous service shall be broken and accrued seniority canceled, by resignation, dismissal, or retirement. However, seniority shall continue to accrue during layoff, disability retirement and approved leaves of absence.
(a) An employee shall continue to accrue classification seniority in previously held classifications in which they held permanent status as a result of accepting permanent appointment to another classification.
(b) The specialties within a specialist classification shall be treated as separate classifications.
(c) Employees in a specialty classification shall accrue classification seniority only in specialties in which they hold permanent status.
(d) Voluntary demotion shall not displace another employee, and shall cancel seniority entitlement to the higher class until reinstatement. In the event of a voluntary demotion, seniority unless otherwise established, begins upon the date of permanent appointment to the demoted classification.
(e) Seniority upon reinstatement from a voluntary demotion or reinstatement to City employment under the City’s Human Resources Administrative Rules shall be adjusted to include previous permanent time in the classification.
(f) In the event of a reclassification resulting in permanent appointment in the new classification, seniority for the incumbent unless otherwise established, shall be retroactive to the date the written request for reclassification and all required supporting documentation were filed with the Director of the Bureau of Human Resources.