Layoff Provisions Clause Examples
Layoff provisions define the terms and conditions under which an employer may temporarily or permanently reduce its workforce. These provisions typically outline the procedures for notifying employees, the criteria for selecting which employees will be laid off, and any severance or benefits that may be provided. By establishing clear guidelines for layoffs, this clause helps ensure fairness, transparency, and legal compliance during workforce reductions.
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Layoff Provisions. This provision applies to "Off Production" employees only.
(a) Any employee not personally notified of his discharge at the end of his shift, who reports for work at his next regular shift, shall be considered as having been called for a minimum call. Shifts commencing on days that would otherwise constitute the sixth or seventh day worked in the employee's workweek shall not be considered as regular shifts.
(b) No calls may be canceled after an employee has been dismissed for the day and has left the studio premises.
(c) All employees shall be notified of layoff at least one-half (½) hour before the work shift ends, when practical.
(d) The Union shall be notified of layoff and/or work call at the earliest time reasonably possible. In order to implement this policy, upon the request of any Business Representative, a joint meeting will be arranged with the appropriate Executive, the Labor Relations Manager and the Producer's Department Head to discuss the above policy as applied to the Union. If, subsequent to such meeting, the Union at any time believes that the notification policy is not being administered properly, it will discuss the matter with the Producer's Labor Relations Manager. If the Union is not satisfied with the results following its discussion with the Labor Relations Manager, it may refer the matter to the Industry-Union Standing Committee.
Layoff Provisions. The above provisions which are contained in the County Personnel Manual are the proper subject of the Grievance Procedure.
Layoff Provisions. (a) In the event of layoff of bargaining unit employees, the City will designate affected employees as those in the affected job classification in the affected Department or Division, with the least seniority based on the last date of hire.
(b) The City will give the Union sufficient advance notice and an opportunity for full discussion prior to the effective date of any layoff.
(c) Prior to the layoff of any permanent bargaining unit employee, probationary and temporary employees in bargaining unit positions affected by the layoff as described in subsection (a) will be laid off or terminated, as the case may be. The term probationary, in this Section (c), refers to employees serving new hire probationary periods only.
(d) The City will attempt to place affected employees in vacant positions for which they are qualified, or which they may be able to perform with training. A testing process may be required, which may consist of a written test, practical exam and/or interview to determine if an employee is qualified to perform the work, or may be able to perform the work with training. If the City, in the exercise of the rights set forth in this Section, offers an affected employee another position within the City instead of laying off the employee, the employee will have the right to accept or reject the offer.
(i) If the bargaining unit employee rejects the offer(s), he shall be considered to have taken voluntary layoff, but shall be eligible for severance pay.
(ii) If a full-time employee accepts a lesser-paying position in accordance with the provisions of (d) above, the employee shall have reinstatement rights for two years to the employee’s former position.
(e) If the City is unable to offer all affected employees alternative positions in accordance with the above provisions, the affected employee with the least seniority among the group of affected employees shall be laid off. However, a more senior employee who has rejected an offer(s) shall not be able to displace a less senior employee who accepted an offer.
Layoff Provisions. In the event of a layoff, the employee will receive:
(a) four (4) months notice in writing or pay in lieu of at his/her regular rate of pay.
(b) in the event that proper notice, as spelled out in (a) above is given, the effected employee will receive two weeks pay at his/her regular rate of pay on or before his/her last scheduled day of work.
(c) continuation of benefits for six months beyond the last day of work.
(d) any entitlement under the severance fund.
Layoff Provisions. This provision applies to "Off Production" employees only.
(a) Any employee not personally notified of his discharge at the end of his shift, who reports for work at his next regular shift, shall be considered as having been called for a minimum call. Shifts commencing on days that would otherwise constitute the sixth or seventh day worked in the employee's workweek shall not be considered as regular shifts.
(b) The employee and the Union shall be notified of layoff and/or work call at the earliest time reasonably possible. In order to implement this policy, upon the request of any Business Agent, a joint meeting will be arranged with the appropriate executive, the Labor Relations Manager and the Producer's Department Head to discuss the above policy as applied to the Union. If, subsequent to such meeting, the Union at any time believes that the notification policy is not being administered properly, it will discuss the matter with the Producer's Labor Relations Manager. If the Union is not satisfied with the results following its discussion with the Labor Relations Manager, it may refer the matter to the Industry-Union Standing Committee.
Layoff Provisions. This provision applies to “Off Production” employees only.
Layoff Provisions. When proceeding with a Reduction in Force, the Employer will first seek volunteers who will be considered on the basis of seniority for the voluntary separation provisions of the Transition Assistance Program (TAP) outlined in a separate Side Letter of Agreement dated March 7, 1994. The Transition Assistance Agreement as referenced in this paragraph shall not extend beyond the term of this agreement (December 29, 2001). If there are insufficient numbers of volunteers, then the involuntary layoff process will commence. If it is necessary to lay off employees or reduce employees in status, the principle of bargaining unit seniority within a facility shall govern between those Clinical Scientists within that facility whose merit and ability are adequate. Reduction in Force or status shall be accomplished in the following order:
1. Temporary/Casual employees.
2. Short-Hour employees with less than three hundred (300) hours of service.
3. Short-Hour employees with more than three hundred (300) hours of service.
Layoff Provisions. This provision applies to “Off Production” employees only.
(a) Any employee not personally notified of his discharge at the end of his shift, who reports for work at his next regular shift, shall be considered as having been called for a minimum call. Shifts commencing on days that would otherwise be the sixth or seventh day worked in the employee’s workweek shall not be considered as regular shifts.
(b) No calls may be cancelled after an employee has been dismissed for the day and has left the studio premises.
Layoff Provisions. A. The Company will give at least seventy-two (72) hours notice prior to layoff to the employees affected, even if only one employee is affected.
B. When a job is eliminated within a classification in a Work Group, the least senior employee in that classification in the Work Group will be displaced.
C. An employee displaced from a classification within a Work Group may bump on the basis of plant seniority the least senior employee in the same or a lower rated classification in another Work Group. The employee will designate a job choice within 48 hours from the end of the shift on which he was displaced. Employees can only bump into a Skilled Trades job if they previously held the job.
Layoff Provisions. (a) Both parties recognize that job security shall increase in proportion to length of service. Therefore, in the event of a layoff, employees shall be laid off in the reverse order of their bargaining unit-wide seniority. An employee about to be laid off may bump any employee with less seniority, providing the employee exercising the right is qualified to perform the work of the less senior employee.
(b) Part-time employees may only exercise bumping rights based upon seniority in relation to other part-time employees and in turn may only be bumped by full-time employees possessing greater seniority subject to Clause 11.1(a) above.