Voluntary Layoff. Appointing authorities will allow an employee in the same job classification and department where layoffs will occur to volunteer to be laid off provided that the employee is in a position requiring the same skills and abilities, as a position subject to layoff. Any volunteer for layoff shall have no formal layoff option. If the appointing authority accepts the employee’s voluntary request for layoff, the employee will submit a non-revocable letter stating they are accepting a voluntary layoff from the University. The employee will be placed on all applicable rehire lists.
Voluntary Layoff. An employee who has not received a notice of layoff may make an offer of voluntary layoff where there is another employee who has received notice of layoff. If such request is made before the layoff has become effective and is acceptable to the Employer, the Employer will substitute this employee for the employee on notice of layoff.
Voluntary Layoff. Senior teachers may accept voluntary layoff during a period when the School District is placing tenured teachers on layoff. Teachers accepting voluntary layoff will, as do all teachers on layoff, continue to accrue seniority. Voluntary layoff shall be for a period of the succeeding school year unless altered by mutual agreement. Teachers wishing to be recalled from voluntary layoff for the next school year shall give the Superintendent's office written notice of this intention before February 1 of the preceding school year.
Voluntary Layoff. A displaced employee eligible for layoff may select severance after the re-bid process though a comparable position may be available. The Change team may decide to make this option available prior to re-bid, but it must be approved through Human Resources prior to implementation. Voluntary layoff with severance will entail a three week notice of termination from employment, and with no recall or redeployment rights.
Voluntary Layoff. Leave of Absence or Reduction in Hours An employee may volunteer to be laid off, take an unpaid leave of absence or reduce their hours of work in order to reduce layoffs. If it is necessary to limit the number of employees in a college/district on unpaid leave at the same time, the Employer will determine who will be granted a leave of absence and/or reduction in hours based upon staffing needs. Employees who volunteer to be laid off may request to have their names placed on the appropriate layoff list for the job classifications in which they held permanent status, regardless of a break in service with the current Employer.
Voluntary Layoff. In the event layoffs become necessary, the Employer agrees to offer to employees in the affected job classification the option of voluntary layoff. In the event that more than enough individuals opt for voluntary layoff, the choice of who shall be laid off shall be made by the presiding judge. Voluntary layoff shall be for no more than thirty (30) days provided:
Voluntary Layoff. Voluntary layoff is an employee’s consent to a reduction of hours in a vacant position or assignment to a lower classification in lieu of layoff.
Voluntary Layoff. An employee offered an assignment of lower classification or reduced work hours due to staff reductions, may elect voluntary layoff. In such cases, the employee shall be entitled to any recall rights provided by this Article.
Voluntary Layoff. Regular employees whose positions have been abolished, or who have been displaced from their positions who choose not to take an available vacancy or exercise their eligible rights to displace another employee as described above must declare one of the following two options at the time of abolishment/displacement:
Voluntary Layoff. If requested, voluntary layoff or voluntary furlough may be granted in accordance with tenure, providing that the efficiency of the department will not be hindered.
