Common use of Layoff Procedures Clause in Contracts

Layoff Procedures. 21.1 In the event of any planned layoff of unit members, the following steps shall be taken. 21.1.1 The Employer will make reasonable effort to notify the Association President two days prior to the service of layoff notices. This information is to remain confidential to the Association President. 21.1.2 The Employer shall also provide the Association President with a seniority list of all unit members. 21.2 In the event that unit members are laid off, the Human Resources Office shall assist those employees by: 21.2.1 Notifying them of any certificated job opportunities within the County Office for which they may qualify. 21.2.2 Making available information received by the County Office about certificated job opportunities with other employers. 21.3 A unit member who is laid off may use up to two (2) days of available Personal Necessity Leave for the purpose of participating in job interviews to secure other employment. Such leave shall be subject to the following provisions: 21.3.1 The employee shall notify the Supervisor or designee at least twenty-four (24) hours prior to the requested date of leave, consistent with the procedures of Articles 11.9.2 and 11.9.3. 21.3.2 The leave is contingent upon the Supervisor or designee determining that the employee can be spared. 21.3.3 The employee shall submit to the Human Resources Office documentation of the time, place, location and nature of the interview. 21.4 A unit member being laid off will be considered for continued employment under the following conditions: 21.4.1 A vacant position as established by the Employer must be available for the employee and the employee must be legally qualified for an emergency credential to be assigned to that position. Upon the request of a unit member who qualifies under this section, the Employer will conduct an emergency credential review to determine if the employee qualifies for the credential. If the employee meets the qualifications for the credential, the Employer shall assist the employee in filing an emergency credential application. 21.4.2 The employee must have 15 or fewer semester units to complete to qualify for a new credential. 21.4.3 The employee must be able to obtain the new credential within 18 months. 21.4.4 If the conditions of 21.4.1, 21.4.2, and 21.4.3 above can be met, then the employee must submit a written request to the Employer requesting such continued employment prior to April 15 in the year in which the layoff notice was received. 21.4.5 The Superintendent shall determine who qualifies for the program based upon the provisions found in 21.4.1, 21.4.2, 21.4.3, 21.4.4 and the needs of the educational programs of the County Schools Office, applied in a reasonable manner. 21.4.6 Once accepted for such continued employment, the maximum period of such continued employment under an emergency credential shall be for one additional school year and the summer session following. 21.4.7 If additional coursework is still required, and the courses were not previously available, and/or they were in conflict with other required courses taken, the affected employee could have the following semester to complete the coursework, contingent upon state certification for the emergency credential. 21.5 Upon the request of the employee, a bargaining unit member who is laid off shall be continued as a participating member in health, dental, vision and life insurance programs through October 31. At the termination of the member’s paid benefits enumerated above, the employee may continue participation in the plans as agreed to by the carriers and premiums are to be paid in advance to the Employer on a bimonthly basis. 21.6 Effective 2/25/11, in the event of the same date of hire, management will assign seniority order at the time of hire. Unit members hired prior to 2/25/11 have been assigned seniority order according to previous contract language and are designated on the certificated seniority list. 21.7 It is agreed and understood that the above Article fully and completely meets the obligation of the Employer to meet and negotiate concerning the impact of layoffs or reductions of services of any unit members.

Layoff Procedures. 21.1 In the event of any planned layoff of unit members, the following steps A. Layoff shall be taken. 21.1.1 The Employer will make reasonable effort to notify the Association President two days prior to the service conducted in inverse order of layoff notices. This information is to remain confidential to the Association President. 21.1.2 The Employer shall also provide the Association President with a seniority list of all unit members. 21.2 In the event that unit members are laid off, the Human Resources Office shall assist those employees by: 21.2.1 Notifying them of any certificated job opportunities within the County job title specified in the salary schedule (Appendix A), provided that School Office for which they may qualify. 21.2.2 Making available information received by the County Office about certificated job opportunities with other employers. 21.3 A unit member who is laid off may use up to two (2) days of available Personal Necessity Leave Professionals shall be further sub-divided into elementary and secondary titles for the purpose of participating this section. 1. The displaced employee shall first fill any open position in the same position code. 2. In the absence of any open positions, the displaced employee can bump the least senior employee with the same position code. 3. If there is not someone less senior in the affected employee’s position code, the displaced employee may be placed in a vacant bargaining unit position that they held within the last five (5) years provided that they are qualified to perform the duties and responsibilities and that such placement does not result in a wage increase. 4. If there is not someone less senior in the affected employee’s position code, and there are no vacancies as identified in paragraph 3 above, the displaced employee, if qualified, can bump the least senior employee with a similar job interviews title in the next lower salary range. 5. If there is not someone less senior in a similar job title in the next lower salary range, the employee may bump the most junior employee in a bargaining unit position they held within the last five (5) years provided that they are qualified to secure other employment. Such leave perform the duties and responsibilities and that such movement does not result in a wage increase. B. The question of qualification shall be determined solely by the Employer and such determination shall not be subject to the following provisions:grievance procedure of this Agreement. 21.3.1 C. Laid-off employees shall be placed into a re-employment pool at an unpaid status. The opportunity to transfer into open positions will be based on seniority and qualifications. If an employee shall notify the Supervisor or designee at least twenty-four (24) hours prior refuses an opportunity to the requested return to an open position, this transfer right will expire. This right to transfer will last for one year from date of leave, consistent with the procedures of Articles 11.9.2 and 11.9.3layoff. 21.3.2 The leave is contingent upon the Supervisor or designee determining that the employee can be spared. 21.3.3 The employee shall submit to the Human Resources Office documentation of the time, place, location and nature of the interview. 21.4 A unit member being laid off will be considered for continued employment under the following conditions: 21.4.1 A vacant position as established by the Employer must be available for the employee and the employee must be legally qualified for an emergency credential to be assigned to that position. Upon the request of a unit member who qualifies under this section, the Employer will conduct an emergency credential review to determine if the employee qualifies for the credential. If the employee meets the qualifications for the credential, the Employer shall assist the employee in filing an emergency credential application. 21.4.2 The employee must have 15 or fewer semester units to complete to qualify for a new credential. 21.4.3 The employee must be able to obtain the new credential within 18 months. 21.4.4 If the conditions of 21.4.1, 21.4.2, and 21.4.3 above can be met, then the employee must submit a written request to the Employer requesting such continued employment prior to April 15 in the year in which the layoff notice was received. 21.4.5 The Superintendent shall determine who qualifies for the program based upon the provisions found in 21.4.1, 21.4.2, 21.4.3, 21.4.4 and the needs of the educational programs of the County Schools Office, applied in a reasonable manner. 21.4.6 Once accepted for such continued employment, the maximum period of such continued employment under an emergency credential shall be for one additional school year and the summer session following. 21.4.7 If additional coursework is still required, and the courses were not previously available, and/or they were in conflict with other required courses taken, the affected employee could have the following semester to complete the coursework, contingent upon state certification for the emergency credential. 21.5 Upon the request of the employee, a bargaining unit member who is laid off shall be continued as a participating member in health, dental, vision and life insurance programs through October 31. At the termination of the member’s paid benefits enumerated above, the employee may continue participation in the plans as agreed to by the carriers and premiums are to be paid in advance to the Employer on a bimonthly basis. 21.6 Effective 2/25/11, in the event of the same date of hire, management will assign seniority order at the time of hire. Unit members hired prior to 2/25/11 have been assigned seniority order according to previous contract language and are designated on the certificated seniority list. 21.7 It is agreed and understood that the above Article fully and completely meets the obligation of the Employer to meet and negotiate concerning the impact of layoffs or reductions of services of any unit members.

Layoff Procedures. 21.1 23.1 In the event of any planned layoff of unit members, the following steps shall be taken. 21.1.1 23.1.1 The Employer will make reasonable effort to notify the Association President two days prior to the service of layoff notices. This information is to remain confidential to the Association President. 21.1.2 23.1.2 The Employer shall also provide the Association President with a seniority list of all unit members. 21.2 23.2 In the event that unit members are laid off, the Human Resources Office shall assist those employees by: 21.2.1 23.2.1 Notifying them of any certificated job opportunities within the County Office for which they may qualify. 21.2.2 23.2.2 Making available information received by the County Office about certificated job opportunities with other employers. 21.3 23.3 A unit member who is laid off may use up to two (2) days of available Personal Necessity Leave for the purpose of participating in job interviews to secure other employment. Such leave shall be subject to the following provisions: 21.3.1 23.3.1 The employee shall notify the Supervisor or designee at least twenty-four (24) hours prior to the requested date of leave, consistent with the procedures of Articles 11.9.2 and 11.9.3. 21.3.2 23.3.2 The leave is contingent upon the Supervisor or designee determining that the employee can be spared. 21.3.3 22.3.3 The employee shall submit to the Human Resources Office documentation of the time, place, location and nature of the interview. 21.4 23.4 A unit member being laid off will be considered for continued employment under the following conditions: 21.4.1 23.4.1 A vacant position as established by the Employer must be available for the employee and the employee must be legally qualified for an emergency credential to be assigned to that position. Upon the request of a unit member who qualifies under this section, the Employer will conduct an emergency credential review to determine if the employee qualifies quali- fies for the credential. If the employee meets the qualifications for the credential, the Employer shall assist the employee in filing an emergency credential application. 21.4.2 23.4.2 The employee must have 15 or fewer semester units to complete to qualify for a new credential. 21.4.3 23.4.3 The employee must be able to obtain the new credential within 18 months. 21.4.4 23.4.4 If the conditions of 21.4.123.4.1, 21.4.223.4.2, and 21.4.3 23.4.3 above can be met, then the employee must submit a written request to the Employer requesting such continued employment prior to April 15 in the year in which the layoff notice was received. 21.4.5 23.4.5 The Superintendent shall determine who qualifies for the program based upon the provisions found in 21.4.123.4.1, 21.4.223.4.2, 21.4.323.4.3, 21.4.4 23.4.4 and the needs of the educational programs of the County Schools Office, applied in a reasonable manner. 21.4.6 23.4.6 Once accepted for such continued employment, the maximum period of such continued employment under an emergency credential shall be for one additional school year and the summer session following. 21.4.7 23.4.7 If additional coursework course work is still required, and the courses were not previously available, and/or they were in conflict with other required courses taken, the affected employee could have the following semester to complete the courseworkcourse work, contingent upon state certification for the emergency credential. 21.5 23.5 Upon the request of the employee, a bargaining unit member who is laid off shall be continued as a participating member in health, dental, vision and life insurance programs through October 31. At the termination of the member’s 's paid benefits enumerated above, the employee may continue participation in the plans as agreed to by the carriers and premiums are to be paid in advance to the Employer on a bimonthly basis. 21.6 Effective 2/25/11, 23.6 For layoffs of unit members a tie in seniority (based upon actual initial date of paid service) will be broken on the basis of greatest length of Shasta County Schools full-time equivalent experience (excluding any service of less than .25 FTE during any school year and as a Home and Hospital Teacher and a day-to-day substitute) as a certificated employee since initial date of paid service. In the event that a tie in seniority still exists, the date of the same written acceptance of employment shall be used to break a tie. In the event that a tie in seniority still exists, the greatest length of Shasta County Schools full- time equivalent experience (excluding any service of less than .25 FTE during any school year and as a Home and Hospital Teacher and a day-to-day substitute) as a certificated employee prior to the most recent date of hirepaid service shall be utilized to break the tie. Should a tie still exist, management will assign seniority order at a drawing of lots shall be used to break the time of hire. Unit members hired prior to 2/25/11 have been assigned seniority order according to previous contract language and are designated on the certificated seniority listtie in seniority. 21.7 23.7 It is agreed and understood that the above Article fully and completely meets the obligation of the Employer to meet and negotiate concerning the impact of layoffs or reductions of services of any unit members.

Layoff Procedures. 21.1 In the event of any planned layoff of unit members, the following steps shall be taken. 21.1.1 The Employer will make reasonable effort to notify the Association President two days prior to the service of layoff notices. This information is to remain confidential to the Association President. 21.1.2 The Employer shall also provide the Association President with a seniority list of all unit members. 21.2 In the event that unit members are laid off, the Human Resources Office shall assist those employees by: 21.2.1 Notifying them of any certificated job opportunities within the County Office for which they may qualify. 21.2.2 Making available information received by the County Office about certificated job opportunities with other employers. 21.3 A unit member who is laid off may use up to two (2) days of available Personal Necessity Leave for the purpose of participating in job interviews to secure other employment. Such leave shall be subject to the following provisions: 21.3.1 The employee shall notify the Supervisor or designee at least twenty-four (24) hours prior to the requested date of leave, consistent with the procedures of Articles 11.9.2 and 11.9.3. 21.3.2 The leave is contingent upon the Supervisor or designee determining that the employee can be spared. 21.3.3 The employee shall submit to the Human Resources Office documentation of the time, place, location and nature of the interview. 21.4 A unit member being laid off will be considered for continued employment under the following conditions: 21.4.1 A vacant position as established by the Employer must be available for the employee and the employee must be legally qualified for an emergency credential to be assigned to that position. Upon the request of a unit member who qualifies under this section, the Employer will conduct an emergency credential review to determine if the employee qualifies for the credential. If the employee meets the qualifications for the credential, the Employer shall assist the employee in filing an emergency credential application. 21.4.2 The employee must have 15 or fewer semester units to complete to qualify for a new credential. 21.4.3 The employee must be able to obtain the new credential within 18 months. 21.4.4 If the conditions of 21.4.1, 21.4.2, and 21.4.3 above can be met, then the employee must submit a written request to the Employer requesting such continued employment prior to April 15 in the year in which the layoff notice was received. 21.4.5 The Superintendent shall determine who qualifies for the program based upon the provisions found in 21.4.1, 21.4.2, 21.4.3, 21.4.4 and the needs of the educational programs of the County Schools Office, applied in a reasonable manner. 21.4.6 Once accepted for such continued employment, the maximum period of such continued employment under an emergency credential shall be for one additional school year and the summer session following. 21.4.7 If additional coursework course work is still required, and the courses were not previously available, and/or they were in conflict with other required courses taken, the affected employee could have the following semester to complete the courseworkcourse work, contingent upon state certification for the emergency credential. 21.5 Upon the request of the employee, a bargaining unit member who is laid off shall be continued as a participating member in health, dental, vision and life insurance programs through October 31. At the termination of the member’s paid benefits enumerated above, the employee may continue participation in the plans as agreed to by the carriers and premiums are to be paid in advance to the Employer on a bimonthly basis. 21.6 Effective 2/25/11, in the event of the same date of hire, management will assign seniority order at the time of hire. Unit members hired prior to 2/25/11 have been assigned seniority order according to previous contract language and are designated on the certificated seniority list. 21.7 It is agreed and understood that the above Article fully and completely meets the obligation of the Employer to meet and negotiate concerning the impact of layoffs or reductions of services of any unit members.

Layoff Procedures. 21.1 In the event of any planned layoff of unit members, the following steps X. Xxxxxx shall be taken. 21.1.1 The Employer will make reasonable effort to notify the Association President two days prior to the service conducted in inverse order of layoff notices. This information is to remain confidential to the Association President. 21.1.2 The Employer shall also provide the Association President with a seniority list of all unit members. 21.2 In the event that unit members are laid off, the Human Resources Office shall assist those employees by: 21.2.1 Notifying them of any certificated job opportunities within the County job title specified in the salary schedule (Appendix A), provided that School Office for which they may qualify. 21.2.2 Making available information received by the County Office about certificated job opportunities with other employers. 21.3 A unit member who is laid off may use up to two (2) days of available Personal Necessity Leave Professionals shall be further sub-divided into elementary and secondary titles for the purpose of participating this section. 1. The displaced employee shall first fill any open position in the same position code. 2. In the absence of any open positions, the displaced employee can bump the least senior employee with the same position code. 3. If there is not someone less senior in the affected employee’s position code, the displaced employee may be placed in a vacant bargaining unit position that they held within the last five (5) years provided that they are qualified to perform the duties and responsibilities and that such placement does not result in a wage increase. 4. If there is not someone less senior in the affected employee’s position code, and there are no vacancies as identified in paragraph 3 above, the displaced employee, if qualified, can bump the least senior employee with a similar job interviews title in the next lower salary range. 5. If there is not someone less senior in a similar job title in the next lower salary range, the employee may bump the most junior employee in a bargaining unit position they held within the last five (5) years provided that they are qualified to secure other employment. Such leave perform the duties and responsibilities and that such movement does not result in a wage increase. B. The question of qualification shall be determined solely by the Employer and such determination shall not be subject to the following provisions:grievance procedure of this Agreement. 21.3.1 C. Laid-off employees shall be placed into a re-employment pool at an unpaid status. The opportunity to transfer into open positions will be based on seniority and qualifications. If an employee shall notify the Supervisor or designee at least twenty-four (24) hours prior refuses an opportunity to the requested return to an open position, this transfer right will expire. This right to transfer will last for one year from date of leave, consistent with the procedures of Articles 11.9.2 and 11.9.3layoff. 21.3.2 The leave is contingent upon the Supervisor or designee determining that the employee can be spared. 21.3.3 The employee shall submit to the Human Resources Office documentation of the time, place, location and nature of the interview. 21.4 A unit member being laid off will be considered for continued employment under the following conditions: 21.4.1 A vacant position as established by the Employer must be available for the employee and the employee must be legally qualified for an emergency credential to be assigned to that position. Upon the request of a unit member who qualifies under this section, the Employer will conduct an emergency credential review to determine if the employee qualifies for the credential. If the employee meets the qualifications for the credential, the Employer shall assist the employee in filing an emergency credential application. 21.4.2 The employee must have 15 or fewer semester units to complete to qualify for a new credential. 21.4.3 The employee must be able to obtain the new credential within 18 months. 21.4.4 If the conditions of 21.4.1, 21.4.2, and 21.4.3 above can be met, then the employee must submit a written request to the Employer requesting such continued employment prior to April 15 in the year in which the layoff notice was received. 21.4.5 The Superintendent shall determine who qualifies for the program based upon the provisions found in 21.4.1, 21.4.2, 21.4.3, 21.4.4 and the needs of the educational programs of the County Schools Office, applied in a reasonable manner. 21.4.6 Once accepted for such continued employment, the maximum period of such continued employment under an emergency credential shall be for one additional school year and the summer session following. 21.4.7 If additional coursework is still required, and the courses were not previously available, and/or they were in conflict with other required courses taken, the affected employee could have the following semester to complete the coursework, contingent upon state certification for the emergency credential. 21.5 Upon the request of the employee, a bargaining unit member who is laid off shall be continued as a participating member in health, dental, vision and life insurance programs through October 31. At the termination of the member’s paid benefits enumerated above, the employee may continue participation in the plans as agreed to by the carriers and premiums are to be paid in advance to the Employer on a bimonthly basis. 21.6 Effective 2/25/11, in the event of the same date of hire, management will assign seniority order at the time of hire. Unit members hired prior to 2/25/11 have been assigned seniority order according to previous contract language and are designated on the certificated seniority list. 21.7 It is agreed and understood that the above Article fully and completely meets the obligation of the Employer to meet and negotiate concerning the impact of layoffs or reductions of services of any unit members.

Layoff Procedures. 21.1 23.1 In the event of any planned layoff of unit members, the following steps shall be taken. 21.1.1 23.1.1 The Employer will make reasonable effort to notify the Association President two days prior to the service of layoff notices. This information is to remain confidential to the Association President. 21.1.2 23.1.2 The Employer shall also provide the Association President with a seniority list of all unit members. 21.2 23.2 In the event that unit members are laid off, the Human Resources Office shall assist those employees by: 21.2.1 23.2.1 Notifying them of any certificated job opportunities within the County Office for which they may qualify. 21.2.2 23.2.2 Making available information received by the County Office about certificated job opportunities with other employers. 21.3 23.3 A unit member who is laid off may use up to two (2) days of available Personal Necessity Leave for the purpose of participating in job interviews to secure other employment. Such leave shall be subject to the following provisions: 21.3.1 23.3.1 The employee shall notify the Supervisor or designee at least twenty-four (24) hours prior to the requested date of leave, consistent with the procedures of Articles 11.9.2 and 11.9.3. 21.3.2 23.3.2 The leave is contingent upon the Supervisor or designee determining that the employee can be spared. 21.3.3 22.3.3 The employee shall submit to the Human Resources Office documentation of the time, place, location and nature of the interview. 21.4 23.4 A unit member being laid off will be considered for continued employment under the following conditions: 21.4.1 23.4.1 A vacant position as established by the Employer must be available for the employee and the employee must be legally qualified for an emergency credential to be assigned to that position. Upon the request of a unit member who qualifies under this section, the Employer will conduct an emergency credential review to determine if the employee qualifies quali- fies for the credential. If the employee meets the qualifications for the credential, the Employer shall assist the employee in filing an emergency credential application. 21.4.2 23.4.2 The employee must have 15 or fewer semester units to complete to qualify for a new credential. 21.4.3 23.4.3 The employee must be able to obtain the new credential within 18 months. 21.4.4 23.4.4 If the conditions of 21.4.123.4.1, 21.4.223.4.2, and 21.4.3 23.4.3 above can be met, then the employee must submit a written request to the Employer requesting such continued employment prior to April 15 in the year in which the layoff notice was received. 21.4.5 23.4.5 The Superintendent shall determine who qualifies for the program based upon the provisions found in 21.4.123.4.1, 21.4.223.4.2, 21.4.323.4.3, 21.4.4 23.4.4 and the needs of the educational programs of the County Schools Office, applied in a reasonable manner. 21.4.6 23.4.6 Once accepted for such continued employment, the maximum period of such continued employment under an emergency credential shall be for one additional school year and the summer session following. 21.4.7 23.4.7 If additional coursework course work is still required, and the courses were not previously available, and/or they were in conflict with other required courses taken, the affected employee could have the following semester to complete the courseworkcourse work, contingent upon state certification for the emergency credential. 21.5 23.5 Upon the request of the employee, a bargaining unit member who is laid off shall be continued as a participating member in health, dental, vision and life insurance programs through October 31. At the termination of the member’s 's paid benefits enumerated above, the employee may continue participation in the plans as agreed to by the carriers and premiums are to be paid in advance to the Employer on a bimonthly basis. 21.6 Effective 2/25/11, 23.6 Agreed to establish a subcommittee of unit members and management to recommend criteria for breaking a tie in seniority to be added to the event of the same date of hire, management will assign seniority order at the time of hire. Unit members hired prior to 2/25/11 have been assigned seniority order according to previous contract language and are designated on the certificated seniority listcontract. 21.7 23.7 It is agreed and understood that the above Article fully and completely meets the obligation of the Employer to meet and negotiate concerning the impact of layoffs or reductions of services of any unit members.