Unscheduled Layoff/Involuntary Transfer Sample Clauses

Unscheduled Layoff/Involuntary Transfer. The Employer may lay off Employees because of reduction of force due to lack of funds, work, or for other compelling reasons. When the Employer determines that a layoff or involuntary transfer(s) is (are) necessary, such layoff or transfer(s) shall be based upon the needs of the College, and the seniority, and the qualifications of the Employees. An Employee transferred to a lower pay range shall be placed at the Employee's current rate of pay. Under the broadband system, there is no maximum pay level in any range. Any permanent Employee subject to layoff or a permanent reduction in work hours shall be given thirty (30) calendar days advance notice of the action. In cases where the College can show financial exigency, the College will provide as much notice as possible. Any unscheduled layoff shall have prior approval of the Human Resources Director or her/his designee and the President or his/her designee. Senior Employees subject to layoff may elect to bump temporary or probationary employees if they meet the minimum qualifications required for the position, or the least senior Employee at the same pay range if that Employee holds a position for which the Employee subject to layoff is qualified, or the least senior Employee in each lower pay range who holds a position for which the Employee subject to layoff is qualified if there is no position in the same pay range for which the Employee qualifies. Employees who elect to bump to a lower pay range shall continue to be paid at their current rate of pay for six (6) working months after the change in pay range placement. Thereafter, the Employee will be paid at a lower rate calculated at 2.5% per pay range of demotion. The applications of Employees with permanent status who are on layoff and are qualified to fill a vacancy or newly-created position will be given preference over other applications from outside the bargaining unit. Employees on layoff status shall be recalled to their previously held position if it becomes available within one (1) year from the date of layoff. In recalling Employees, the Employer shall send a certified, return receipt letter to the last known address of the Employee with a copy to the Union. The letter shall state that failure to notify the Employer within fifteen (15) working days of their intent to return to work shall constitute forfeiture of all recall rights.
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Related to Unscheduled Layoff/Involuntary Transfer

  • Involuntary Transfer An involuntary transfer is a transfer initiated by the district due to staff reduction, building closings, changing building enrollments, unsatisfactory work on the part of the teacher or programmatic needs on the part of the district.

  • Involuntary Transfers Any transfer of title or beneficial ownership of Interests upon default, foreclosure, forfeit, divorce, court order or otherwise than by a voluntary decision on the part of a Management Member or Outside Member (each, an “Involuntary Transfer”) shall be void unless such Management Member or Outside Member complies with this Section 12.4 and enables the Company to exercise in full its rights hereunder. Upon any Involuntary Transfer, the Company shall have the right to purchase such Interests pursuant to this Section 12.4 and the Person to whom such Interests have been Transferred (the “Involuntary Transferee”) shall have the obligation to sell such Interests in accordance with this Section 12.4. Upon the Involuntary Transfer of any Interest, such Management Member or Outside Member shall promptly (but in no event later than two days after such Involuntary Transfer) furnish written notice to the Company indicating that the Involuntary Transfer has occurred, specifying the name of the Involuntary Transferee, giving a detailed description of the circumstances giving rise to, and stating the legal basis for, the Involuntary Transfer. Upon the receipt of the notice described in the preceding sentence, and for 60 days thereafter, the Company shall have the right to purchase, and the Involuntary Transferee shall have the obligation to sell, all (but not less than all) of the Interests acquired by the Involuntary Transferee for a purchase price equal to the lesser of (i) the Fair Market Value of such Interest and (ii) the amount of the indebtedness or other liability that gave rise to the Involuntary Transfer plus the excess, if any, of the Carrying Value of such Interests over the amount of such indebtedness or other liability that gave rise to the Involuntary Transfer. Notwithstanding anything to the contrary, any Involuntary Transfer of Override Units shall result in the immediate forfeiture of such Override Units and without any compensation therefor, and such Involuntary Transferee shall have no rights with respect to such Override Units.

  • Voluntary Transfer An employee who transfers within the same class shall receive no salary adjustment. An employee who transfers between classes shall receive the minimum adjustment necessary to bring his/her salary to the minimum rate of the new class. However, an employee receiving a rate of pay in excess of the range maximum shall continue to receive that rate of pay.

  • Voluntary Transfers (a) A voluntary transfer is the voluntary movement of an employee from one worksite or school to another worksite or school. Any member of the Bargaining Unit shall have the right to request a voluntary transfer.

  • Continuation of Optional Coverages During Unpaid Leave or Layoff An employee who takes an unpaid leave of absence or who is laid off may discontinue premium payments on optional policies during the period of leave or layoff. If the employee returns within one (1) year, the employee shall be permitted to pick up all optionals held prior to the leave or layoff. For purposes of reinstating such optional coverages, the following limitations shall be applicable. For the first twenty-four (24) months of long-term disability coverage after such a period of leave or layoff during which long-term disability coverage was discontinued, any such disability coverage shall exclude coverage for pre-existing conditions. For disability purposes, a pre-existing condition is defined as any disability which is caused by, or results from, any injury, sickness or pregnancy which occurred, was diagnosed, or for which medical care was received during the period of leave or layoff. In addition, any pre-existing condition limitations that would have been in effect under the policy but for the discontinuance of coverage shall continue to apply as provided in the policy. The limitations set forth above do not apply to leaves that qualify under the Family Medical Leave Act (FMLA).

  • Involuntary Demotion An employee assigned to a lower rated position shall continue to be paid at the employee's current rate of pay until the rate of pay in the new position equals or exceeds it.

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