Common use of Layoff and Reemployment Clause in Contracts

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. The employer shall have ‌ In reduction of forces, the right to layoff by classification. In the event of a layoff, employees last employee hired shall be the first employee laid off, and in rehiring, the last employee laid off shall be the first employee rehired until the list of former employees is exhausted; provided that the employee retained or rehired is capable, in the opinion of the City, to perform the work required. An employee laid off from City service prior to being rehired must pass the physical examination administered by classification a City-appointed physician and must pass the background check administered by the Police Department. The names of employees laid off shall be placed on a Reemployment Eligible List as hereinafter specified. Layoffs shall be made in the inverse order of bargaining unit Department seniority. When a promotional reduction is made in the Police Department, demotions shall be made in the inverse order of seniority in classification. An employee initially selected being demoted shall be placed in the classification he or she last held prior to the classification from which he or she is being demoted. Time spent in the higher classification shall be treated as seniority time in the lower classification to which the employee is demoted for purposes of calculating seniority in that lower classification. The Reemployment Eligible List shall consist of the names of employees and former employees having probationary or permanent status who were laid off in that classification. The rank order on such list shall be determined by relative seniority as specified above. Such list shall take precedence over all other eligible lists in making appointments to the classification in which the employee worked. The name of any person laid off shall continue on the appropriate Reemployment Eligible List for a period of three (3) years after it is placed thereon. The names of any eligible employees on a Reemployment Eligible List shall be automatically removed from said list at the expiration of the appropriate period of eligibility. Service with the City shall be terminated by discharge, resignation, or twelve (12) consecutive months of unemployment with the City. An employee who is laid off shall not accrue or be eligible for any benefits, including but not limited to vacation, sick leave, holidays, medical, dental, life insurance, retirement contributions and uniforms. Any employee reemployed after a layoff shall be permitted to displace retain all vacation and sick leave accruals that the least senior employee in the bargaining unit in an equal or lower paying classification (does did 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 receive compensation for at the time of the reduction in force with the most senior being number one on the listlayoff. 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 Any employee who was hired by the Employer by certified mail City prior to July 1, 1978, and who has been in the employee's last known address and service of the City for a period of six (6) years or more but less than fifteen (15) years shall receive five (5) working days' pay at the employees current rate of pay at the time of layoff. An 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.with more than sixteen

Layoff and Reemployment. The employer shall have In reduction of forces, the right to layoff by classification. In the event of a layoff, employees last employee hired shall be the first employee laid off, and in rehiring, the last employee laid off shall be the first employee rehired until the list of former employees is exhausted; provided that the employee retained or rehired is capable, in the opinion of the City, to perform the work required. An employee laid off from City service prior to being rehired must pass the physical examination administered by classification a City-appointed physician and must pass the background check administered by the Police Department. The names of employees laid off shall be placed on a Reemployment Eligible List as hereinafter specified. Layoffs shall be made in the inverse order of bargaining unit Department seniority. When a promotional reduction is made in the Police Department, demotions shall be made in the inverse order of seniority in classification. An employee initially selected being demoted shall be placed in the classification he or she last held prior to the classification from which he or she is being demoted. Time spent in the higher classification shall be treated as seniority time in the lower classification to which the employee is demoted for purposes of calculating seniority in that lower classification. The Reemployment Eligible List shall consist of the names of employees and former employees having probationary or permanent status who were laid off in that classification. The rank order on such list shall be determined by relative seniority as specified above. Such list shall take precedence over all other eligible lists in making appointments to the classification in which the employee worked. The name of any person laid off shall continue on the appropriate Reemployment Eligible List for a period of three (3) years after it is placed thereon. The names of any eligible employees on a Reemployment Eligible List shall be automatically removed from said list at the expiration of the appropriate period of eligibility. Service with the City shall be terminated by discharge, resignation, or twelve (12) consecutive months of unemployment with the City. An employee who is laid off shall not accrue or be eligible for any benefits, including but not limited to vacation, sick leave, holidays, medical, dental, life insurance, retirement contributions and uniforms. Any employee reemployed after a layoff shall be permitted to displace retain all vacation and sick leave accruals that the least senior employee in the bargaining unit in an equal or lower paying classification (does did 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 receive compensation for 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 lostlayoff.

Layoff and Reemployment. The employer Employees shall have the right be subject to layoff for lack of work or lack of funds. The District shall notify SEIU not less than forty-five (45) calendar days in advance of the effective date of the proposed layoff. Whenever an employee is laid off, the order of layoff within the class shall be determined by length of service. The employee, who has been employed the shortest time in the class, plus higher classes, shall be laid off first. Seniority shall also be granted by employee status; that is, temporary or restricted status employees shall be reduced first, then probationary employees, and finally permanent employees within the classification. In the event of conflict between employee status and length of service, length of service shall prevail. In the event that employees have the same hire date in classification, the District hire date in classified service shall prevail. In the event employees have the same date of hire in the classified service, a layoff, employees lottery shall be laid off by classification in inverse determine the order of bargaining unit seniority. An In the case of layoff in any classification, the employee initially selected for layoff shall be permitted to displace the least senior so laid off, in accordance with his/her classification seniority, may bump any employee in the bargaining unit with less District seniority in an equal or lower paying classification (does not apply to D. A. Investigators). Employees displaced pursuant to this procedure shall be allowed within the same displacement rightjob family or other position from which the employee was promoted, if they have sufficient bargaining unit when the senior employee has had previous satisfactory experience in that classification. However, an employee in a lower classification may not bump an employee in a higher classification regardless of his/her seniority. The Employer Job family shall maintain a reemployment list of all employees who lose their jobs due to a reduction mean those classification series shown in force. Such lists Appendix A. Reemployment shall be in the reverse order of layoff. In the employee's seniority at event the time of District needs additional employees in said job family classification, the reduction District shall then offer such work to employees on layoff 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 other job family classifications in accordance with their seniority District seniority; provided such employees are qualified to perform 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 available work and the employee shall be required to respond within seven (7) days from the date of notification. Employees who do position does not respond to such reemployment notices, shall be dropped from the reemployment list and all rights shall be lostresult in a promotion.

Layoff and Reemployment. The employer Company will notify Employee of any contemplated layoff due to lack of funds or lack of work. The only reason for layoff or a reduction of assigned hours shall have be lack of funds or lack of work. Any layoff shall take place upon sixty (60) calendar days written notice to the subject employee. Any notice of layoff shall specify: (i) the reason for layoff, (ii) the identity by name and classification of the employee designated for layoff, and (iii) information on the employee’s displacement rights, if any, as well as their reemployment rights. Layoff or a reduction in assigned hours will be based on seniority, which shall be determined by the date of hire and the first date of service within a classification. Those laid off would be eligible for reemployment for a period of thirty-nine (39) months. When a laid off employee exercises their right to layoff by classification. In enter a classification or position which the event of a layoffemployee currently or previously has served, 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 within a classification will be relocated regardless of the bargaining unit in an equal or lower paying classification number of hours associated with that position. Laid off employees are eligible for reemployment for a thirty-nine (does not apply to D. A. Investigators). Employees displaced pursuant to this procedure 39) month period and 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 reemployed in the order of their layoff. Their reemployment shall take precedence over other employment in the classifications affected by the layoffs. An employee who is laid off and is subsequently eligible for reemployment as provided for herein may be so notified in writing by the Company. The employee shall notify the Company in writing of their intent to accept or refuse employment within ten (10) working days following receipt of Company’s reemployment notice being delivered to the employee's seniority at . Failure by the time employee to tender the written notice to the Company within ten (10) days as provided for herein shall be deemed a refusal of the reduction in force with the most senior being number one employment by said employee. The laid- off employee may decline two (2) offers of employment before relinquishing their position on the list. Such lists shall also show the classification(s) for which employees are qualified by their department. Employees If an employee on the a reemployment list shall maintain reemployment rights and promotional appointment rights for two years from refuses the date they lost their jobs. Employees shall second offer of employment, no additional offers will 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 made, and the employee shall be required considered unavailable for work and have waived all consideration for reemployment. Subject to respond within seven (7) days from insurance carrier approval, fringe benefit coverage, if at the date of notification. Employees who do not respond to such reemployment noticestime provided, shall continue for those who have qualified for such coverage until the end of Company’s next billing period with the relevant insurance companies, provided said employee does not accept gainful employment elsewhere during the thirty (30) day period. The Company and the Employee each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be dropped from obligated to bargain collectively with respect to any subject or matter related to reduction in force actions and effects related thereto, even though such subject or matter may not have been within the reemployment list and all rights shall knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement. The Company agrees in instances where technology causes the elimination or reduction of positions to address alternatives to layoff. Alternatives may include, but not be lost.limited to retraining or transfer to other positions in which the impacted employee meets the minimum qualifications. Employee Initials: ________