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 6.1.1.
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:
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.
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.
L ayoff. In the event of layoff, the Board will first lay off part-time employees in accordance with Article 4 of this Agreement.
L ayoff. In case of layoff, the employee within the affected classification or discipline with the shortest length of continuous service (with the Employer) shall be laid off first, provided those remaining within the affected classification or discipline can provide equal qualifications and satisfactory job performance. The Employer shall provide an employee with forty-five (45) days advance notification prior to layoff. Partially benefited and Limited Term employees will be terminated before regular employees are laid off, provided those remaining have the qualifications and core competencies required by the position.
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.
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.
L ayoff. A layoff is defined as: a reduction in position(s), a reduction in days worked per year, or a reduction in hours of more than one hour per day. Additionally, a classification layoff is defined as a reduction in days worked per year or hours worked per day across an entire classification. In the event the District in its discretion, determines that a layoff is appropriate, employees will be laid off in the reverse order of their District seniority within the job classification(s) affected by the layoff. The District shall assume that all employees who will be laid off will bump providing a position is available. All employees shall provide the District the employee’s school year and summer break mailing address and phone numbers. Laid off employees and employees who may be affected by the layoff shall be informed in writing a minimum of eight (8) working days in advance of the date on which layoff and bumping may occur. Employees so laid off may "bump" or displace employees working in the same or a lower pay range providing the employee has greater District seniority than the least senior employee working the classification to which the employee proposes to bump, and the employee is fully qualified as determined by the District to perform the work in the classification to which the employee proposes to bump. The right to bump to a position in the same or a lower paying classification does not allow an employee to choose which position they bump into. The District retains the right to select the position (including a vacant position) into which a displaced employee may bump, as long as the position selected protects the earnings of the employee to the extent possible and the employee is fully qualified as indicated above. On the date set for the layoff and bumping, the District will have assembled administrators and supervisors, the OSEA Union Field Representative and a local union representative for purposes of answering an employee’s questions when the employee is called with the employee’s bumping option. At the time of the call by the District the employee shall be expected to and shall be prepared to make an immediate decision to the bumping option. Employees placed into financially equivalent positions (hours and rate of pay) through the bumping process shall relinquish their right to recall.
L ayoff
