Layoff and Reemployment. A. Application Whenever it is necessary because of a lack of work or funds, or whenever it is advisable in the interest of economy to reduce the number of permanent and/or probationary employees (hereinafter known as "employees") in any State agency, the State may lay off employees pursuant to this Section.
Layoff and Reemployment. The employer shall have the right to layoff by classification. In the event of a layoff, employees shall be laid off by classification in inverse order of bargaining unit seniority. An employee initially selected for layoff shall be permitted to displace the least senior employee in the bargaining unit in an equal or lower paying classification (does not apply to D. A. Investigators). Employees displaced pursuant to this procedure shall be allowed the same displacement right, if they have sufficient bargaining unit seniority. The Employer shall maintain a reemployment list of all employees who lose their jobs due to a reduction in force. Such lists shall be in the order of the employee's seniority at the time of the reduction in force with the most senior being number one on the list. Such lists shall also show the classification(s) for which employees are qualified by their department. Employees on the reemployment list shall maintain reemployment rights and promotional appointment rights for two years from the date they lost their jobs. Employees shall be recalled from the reemployment list in accordance with their seniority to the jobs for which they are qualified. Notice of reemployment shall be sent by the Employer by certified mail to the employee's last known address and the employee shall be required to respond within seven (7) days from the date of notification. Employees who do not respond to such reemployment notices, shall be dropped from the reemployment list and all rights shall be lost.
Layoff and Reemployment. Reason For Layoff 13.1 Forms of Layoff 13.2 Notice of Layoff 13.3 Order of Layoff 13.4 Lateral Class Seniority 13.4.1 Adjusted Class Hire Date 13.4.2 Classification Hire Date 13.4.3 Regular Hire Date 13.4.4 Seniority Draw 13.4.5 Bumping Rights 13.5 Reemployment Rights Are From 39 to 63 Months 13.6 Use of Reemployment Rights 13.7 ARTICLE SECTION
Layoff and Reemployment. Contract Revision: 10/04 6 A. 1. Classified employees shall be subject to layoff for lack of work or lack of
Layoff and Reemployment. 18.1 In the event of a need to layoff or reduce hours of employees, the County Office shall notify the Association of its intended action and, upon request, shall meet and negotiate concerning the impact of a layoff and the decision to reduce hours. Employees shall be subject to layoff for lack of work or lack of funds. Layoff includes any reduction in hours of employment or assignment to a classification or grade lower than that in which the employee has permanence, voluntarily consented to by the employee, in order to avoid interruption of employment by layoff.
Layoff and Reemployment. Layoffs and reemployment shall be conducted in accordance with the Education Code as modified herein.
Layoff and Reemployment. Article 21, Job Sharing; Article 23, Year-round Schools.
Layoff and Reemployment. 20.1 Layoff shall occur only for lack of work or lack of funds.
Layoff and Reemployment. 15.1 The District reserves its right to layoff employees for lack of work or lack of funds, subject only to the procedural requirements specified herein. This provision shall not be construed as giving the District the right to reduce the hours of employment of unit members, except by the application of the provisions of this Article. Any other proposed reduction of hours of employment of unit members shall be the subject of meeting and negotiating between the parties to this Agreement. The District and Association agree that as soon as it becomes clear that there is a lack of work or a lack of funds, they will meet and confer. The District and the Association agree that all probationary and short-term employees will be dismissed prior to laying off any permanent employees. Information on cost savings from the release of such employees will be provided to CSEA. Laid off employees shall retain all rights and benefits guaranteed to them by the California Education Code, the Classified Bargaining Agreement and District policies and procedures.
Layoff and Reemployment. 11.01 In case of layoff from the plant or the voluntary quitting by an employee, three (3) workdays' notice shall be given by the Company or the employee, as the case may be. In either of such cases, the employee shall be paid in full within seven (7) calendar days, or sooner if practicable. It is understood that this paragraph concerning the three-day notice does not apply to layoffs caused by emergencies.
