Seniority for Purposes of Layoff. Notwithstanding Articles 14.01(a) and 17.01(a), for the purposes of identifying the Seniority of Employees in job classifications 4-10 for purposes of layoff, Seniority in this context shall be determined by the Employees’ start date in the position, rather than the hire date in the bargaining unit. So, for instance, an Employee in job classification 2 who gets promoted to a position in job classification 9 will be deemed to have less Seniority for layoff purposes than every other Employee in that position, except those whose hire date in the bargaining unit occurs after the date of the promotion.
Seniority for Purposes of Layoff. 399. Seniority for purposes of layoff shall be governed by Civil Service Commission Rules.
Seniority for Purposes of Layoff. 6.1 Seniority for purposes of layoff 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 with consideration given to breaks in service as identified in this article. The following additional considerations shall apply as warranted:
Seniority for Purposes of Layoff. An employee’s seniority, for purposes of layoff, is measured by the length of the employee’s continuous employment in a job category calculated from the employee’s hire date in that job category. For the purposes of layoff, the five (5) job categories in which seniority can be earned are:
Seniority for Purposes of Layoff. Seniority for the purpose of layoff is determined by Appendix A for employees listed, for employees hired on or after January 1, 2019 seniority for the purposed of layoff shall be determined by the employees last date of hire. In case of ties, the order of the employee’s ranking in the hiring process, following the Chief's interview will determine the employee’s seniority rank.
