L ayoff Sample Clauses

A layoff clause defines the conditions under which an employer can temporarily suspend or terminate employees due to business needs, such as economic downturns or restructuring. Typically, this clause outlines the process for selecting employees for layoff, notice requirements, and any severance or recall rights. Its core function is to provide a clear framework for workforce reductions, ensuring both employer flexibility and employee awareness during periods of operational change.
L ayoff. Whenever it becomes necessary for the Employer to reduce its workforce due to lack of work, lack of funds, or good faith reorganization for efficiency purposes, the Employer shall use the following procedure. The Employer will notify the Union of impending layoffs thirty (30) calendar days in advance of implementation so that reasonable alternative proposals can be considered. Whenever possible the Employer will provide more than minimum notice. The Employer shall not lay off bargaining unit employees in lieu of disciplinary action. Employees will be laid off in accordance with seniority, as defined in Article 6.1.
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L ayoff. In reducing the number of Pharmacists, the Hospital shall first determine the number of full-time and part-time positions that will be needed. Pharmacists shal l be l aid off in reverse order of seniority, provided that more senior Pharmacists are willing to work the required shifts. Pharmacists will be recalled in reverse order of the lay-off. In the event of a layoff, the Hospital shal l gi ve notice of the intent to lay off to the Union with an explanation of the l ayoff. Upon request, representatives of the Hospital and the Union wil l meet to discuss the layoff.
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L ayoff. If it is determined by the City for business reasons, including reorganizations that layoffs are necessary, the Employer shall notify the Union and the affected employee(s) in writing of the pending layoff and the reasons therefore, at least 30 days in advance, and shall allow the Union to meet with the Employer and bargain the impacts. The Employer shall consider alternative proposals to the layoff presented by the Union. 14.2.1 Employees will be laid off by seniority as defined below in the Public Works Department in the following order: a. Temporary employees; b. Part time employees not included in the bargaining unit but employed in the department in which the layoff is anticipated; c. Part time employees in the bargaining unit; d. Trial employees in the bargaining unit; e. In the event of further reductions in force, employees will be laid off from the affected classification in accordance with their seniority and their ability to perform the remaining work available without further training or the need to obtain special certifications required to perform the job. When two or more employees have relatively equal experience, skill, ability, and qualifications to do the work without further training, the employee (s) with the least seniority will be laid off first. 14.2.2 B umping In order for a member designated for layoff to exercise his/her seniority rights and bump another member with less seniority, the person wishing to bump must meet the minimum qualifications of the classification he/she wishes to bump into. Any certifications, experience, skill and ability which are not part of the minimum qualifications will not be considered over seniority. If a member lacks proper certification to bump into a position, the city will allow 18 months from the notification date of layoff for the employee to obtain the needed certifications. The salary of an employee who bumps into a lower paid classification shall be at the step in the lower range which provides for the least amount of decrease.
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L ayoff. In the event of layoff, the Board will first lay off part-time employees in accordance with Article 4 of this Agreement.
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L ayoff. In the event the District, in its discretion, determines that a reduction in force is appropriate, employees whose positions are eliminated or are “bumped” by another employee may "bump" or displace employees working in an equal or lower paying classification (or in a higher paying classification under #5 below) if the following conditions are met: 1. In order to displace or bump another employee, the employee must have greater District seniority than the least senior employee working in the classification. 2. The employee must meet qualifications as determined by the district to perform the work in the classification. 3. An employee who has bumped to a new position and who voluntarily requests within a thirty (30) day probationary period to retreat to a Layoff Status or who fails to satisfactorily complete a thirty
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L ayoff. In the event the District, in its discretion, determines that a reduction in force is appropriate, employees whose positions are eliminated or are “bumped” by another employee may "bump" or displace employees working in an equal or lower paying classification (or in a higher paying classification under #5 below) if the following conditions are met: 1. In order to displace or bump another employee, the employee must have greater District seniority than the least senior employee working in the classification. 2. The employee must meet qualifications as determined by the district to perform the work in the classification. 3. An employee who has bumped to a new position and who voluntarily requests within a thirty (30) day probationary period to retreat to a Layoff Status or who fails to satisfactorily complete a thirty (30) day probationary period as determined by the superintendent shall be returned to a Layoff Status. The period of time served in the position to which she/he has bumped will be counted, for seniority purposes. 4. In certain instances, when the best interest of a child or children may be critical, and with the agreement of the Association, a position may be declared a "sensitive position" and would become exempt from the layoff and bumping procedures. 5. If the employee requesting to bump is unable to bump due to #2 or #4 they may move up the seniority list and bump into a higher paid classification provided they have more district seniority than the person bumped and they have previously, successfully completed a probationary period in the position. This will not apply if after completing the probationary period the employee was subsequently removed from the position for disciplinary reasons or based on poor performance.
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L ayoff. Layoff shall be by seniority, least senior person first. The University shall identify the positions to be abolished and the employee(s) to be affected and shall notify employees in these positions not less than twenty (20) working days prior to the abolishment of the positions, pay the employee wages in lieu of notice, or combine pay and notice. The notice shall include the effective date of the layoff, a reference to the employee’s rights under this Article, and the opportunity to replace the most junior employee within the current class or a previously held class.
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L ayoff a) When it is determined by the Board that a layoff is necessary and where natural attrition, transfers and leaves of absence do not effect the necessary reduction in staff, the Board shall give first consideration to retaining teachers having the greatest length of service with the Board. b) Notwithstanding the foregoing, the Board shall have the right to disregard the length of service of any teacher in the event of a layoff, if such teacher does not have the necessary training, academic qualifications, experience and ability, for a specific teaching assignment within the Division.
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L ayoff 
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Related to L ayoff

  • Recall from Layoff Full-time and regular part-time nurses shall be recalled in the order of seniority unless otherwise agreed between the Hospital and the local Union, subject to the following provisions, provided that a nurse recalled is qualified to perform the available work: (a) Full-time and regular part-time nurses on layoff may notify the Hospital of their interest in accepting occasional vacancies and/or temporary vacancies which may arise and for which they are qualified. Such notification of interest shall state any restrictions on the type of assignment which a nurse is willing to accept, and shall remain valid for six weeks. However if a nurse declines an occasional or temporary vacancy the Hospital shall not be obliged to call upon the nurse again during the balance of such six-week period. (b) For the purposes of this article, an "occasional vacancy" shall mean an assignment which is anticipated not to exceed five shifts (37.5 hours). Occasional vacancies shall be offered first to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then to casual part-time nurses. (c) For the purposes of this article, a "temporary vacancy" shall mean an assignment which is anticipated to exceed five shifts (37.5 hours). Temporary vacancies which arise in the full-time bargaining unit shall be offered by seniority first to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then by seniority to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then to casual part-time nurses. Temporary vacancies which arise in the part-time unit shall be offered by seniority first to regular part-time nurses on layoff who have expressed interest, and if no such part-time nurse accepts then by seniority to full-time nurses on layoff who have expressed interest, and if no such full-time nurse accepts then to casual part-time nurses. (d) A nurse to whom an occasional or temporary vacancy is offered may accept or decline such vacancy and in either case shall maintain her or his position on the recall list. The acceptance of a temporary vacancy that is anticipated to exceed sixty (60) calendar days shall be considered a recall from layoff for purposes of Article 10.06(c). No new notice of layoff will be required and the nurse will be deemed to be laid off at the conclusion of the temporary vacancy. A full-time nurse on layoff who accepts a temporary full-time vacancy within thirty (30) days of the effective day of layoff will continue to receive benefit coverage for the duration of the temporary vacancy. A full-time nurse who has worked for more than 600 hours in 140 calendar days as the result of accepting one or more temporary vacancies shall thereafter be eligible for benefit coverage as a full-time nurse and shall be paid accordingly, and shall continue to receive benefit coverage so long as she or he continues to fill a temporary vacancy and such full-time employee shall accrue seniority in the manner prescribed for full-time employees throughout the period of employment. Otherwise, a full-time employee who accepts a temporary or occasional vacancy shall be paid her or his regular full-time rate of pay together with a percentage payment in lieu of benefits at the rate specified for part-time nurses. A full-time employee who accepts a temporary part-time vacancy or occasional vacancies as provided herein will accrue seniority throughout the period of such employment in the manner prescribed for part-time nurses. A part-time employee who accepts a temporary or occasional vacancy will accrue seniority throughout the period of such employment in the manner prescribed for part-time nurses.

  • Demotion in Lieu of Layoff The appointing authority shall determine by class, subject to review by the Director, whether demotion shall be afforded employees as an option in lieu of layoff. At the request of the appointing authority, a permanent employee shall, in lieu of layoff, be afforded the option of demotion within the same department to a position in a lower class, provided that no such demotion shall in turn require the layoff or demotion from such lower class of any employee whose layoff rating is at least as high as that of the demoting employee. A probationary employee may be afforded the opportunity to accept a demotion within the same department to a position in a lower class provided no such demotion shall in turn require the layoff of any employee in the lower class. Such probationer shall not become permanent in the lower class by this action except by completing a new full probation period in such lower class.

  • Layoff If there are changes of duties in the organization, lack of work, or lack of funds, the City Manager may lay off employees. All temporary and seasonal positions shall be laid off prior to the layoff of any regular status bargaining unit employees, so long as the temporary work falls within the usual and customary duties of the bargaining unit employee. An employee shall be given notice of a layoff with as much notice as reasonably possible, but no less than fourteen (14) calendar days before the effective date. Notice of the layoff will be given to the Local Union President, or designee, and to the employee. Employees shall be laid off in a division in the inverse order of their bargaining unit seniority within the job description affected by the layoff. The City Manager shall first make every reasonable effort to integrate those employees into another position by transfer or consider alternatives to layoff by the Union. Within individual division, a bargaining unit employee scheduled for layoff may bump the least senior employee at the same or lower salary range occupying a position the employee previously held in the employee’s present department. An employee wishing to bump must exercise his or her right within five (5) calendar days from the date he or she receives his or her layoff notice. To bump to the position, the employee must have completed probation in the position they are bumping to. A bump will only be allowed if the employee is still able to perform the essential functions of the job and has all the qualifications presented in the job description. In the event an employee does not currently have the relevant certification/license, the employee is still eligible to exercise this bumping right provided the pertinent certification/license is and can be obtained within six (6) months. An employee who bumps another employee must complete probation in the position. Failure to make probation within six (6) months will result in the employee’s termination. In an effort to minimize the disruption to the workforce, an employee that is bumped will not have a right to bump and will be laid off. When layoffs occur in a part-time position, part-time seniority cannot be applied to the same full- time position in the department. This means a part-time employee cannot bump a full-time employee under any circumstances.

  • Permanent Layoff The calculation in determining the six (6) month duration of eligibility for an Employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer- paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred.

  • Overtime Banking Employees desiring to bank overtime may elect to do so under the following criteria: * The half time associated to overtime may be banked up to a total of 24 hours per calendar year. This limit may be replenished throughout the year. * Banked time must be taken in full day increments or the employee may elect to receive the pay. * Employees must have cleared or be scheduled to clear their hours account by December 15. If the account is not cleared then the employee will be paid the balance in cash. * Payment will be based on the current rate of pay at the time the banked time is used. * Time off must be requested in advance, unless bona fide illness. (Company will monitor) * Time off will be subject to Company service requirements and no additional cost to the Company. * Implementation of the Overtime Banking arrangement will be subject to the development of an appropriate computer system.