Alternatives to Layoff. The University shall attempt to avoid an indefinite layoff, or to ease its impact, by implementing the following alternatives:
Alternatives to Layoff a. When the Agency believes that a lack of funds requires a layoff, the Agency will notify the Union no fewer than fifteen (15) calendar days before the Agency issues initial layoff notices. The parties will meet, if requested by either the Agency or Union, to consider alternatives to layoffs such as voluntary reductions in hours or workdays, temporary interruptions of employment or other voluntary employment options. Alternatives to the layoffs shall require mutual agreement between the Agency and Union. In the absence of any mutual agreement, the Agency will implement layoff procedures consistent with the current applicable agreement.
Alternatives to Layoff. In order to avoid a layoff, the University may reassign an employee to a position for which the employee is qualified at the same or greater percentage of time and at the same or higher rate of pay. Such action will nullify the layoff.
Alternatives to Layoff. The County will make every reasonable effort to avoid layoff of bargaining unit employees. Such efforts will include consideration of the following strategies to prevent or minimize the effects of layoffs:
Alternatives to Layoff. Recognizing that it may be possible in some instances to reduce the need for layoffs by allowing Local 6070 Bargaining Unit Members in an affected seniority pool to voluntarily request Leave Without Pay (LWOP) or voluntarily reduce individual work schedules, the University may make the following options available:
Alternatives to Layoff. Employees who are to be laid off may be able to exercise one (1) of the following options in lieu of layoff:
Alternatives to Layoff. The Employer shall not lay off a bargaining unit employee and subsequently assign the majority of the work of that position to students or supplemental employees. Employees may also have options available under Appendix D: Alternatives to Layoff
Alternatives to Layoff. Before making a decision to lay off a full-time member of the bargaining unit, the College will consider other methods of accomplishing staff reduction, such as natural attrition, resignation, retirement, individual or group separation incentives, reassignment, redistribution of workloads (including summer assignments), partial replacement of duties, transfer to a temporary position or a non-bargaining unit position, retraining, reduced service appointment, etc. If the number of full-time positions in the affected program or department exceeds the number of positions to be eliminated, the College will also invite and consider requests for voluntary leaves of absence without pay as an alternative to layoff.
Alternatives to Layoff. 118 1. In those instances where there are sufficient courses available, Plan C, C1 or C2 shall be utilized before the actual layoff of Faculty Members unless it is agreed not to use any or all such alternatives by a majority of the full-time Faculty Members in a department and EMU. Retirement as an Alternative to Layoff, as provided for in Article XX, shall also be made available to Faculty Members in departments and/or programs where EMU has decided to reduce the number of Faculty Members. It is further agreed that any of the plans referenced in this Section B or in Section C below may also be utilized for purposes other than averting layoff upon the agreement of EMU and any individual Faculty Member(s).
Alternatives to Layoff. The Union may suggest other open positions in the University that it believes the worker may be able to perform. The hiring Unit will determine if the worker has the qualifications to perform the job.
