Common use of REDUCTION IN FORCE Clause in Contracts

REDUCTION IN FORCE. ‌ If the City should reduce its work force, layoffs shall be made within each department by job title within classification based on seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. The City agrees to notify employees and the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌

REDUCTION IN FORCE. ‌ If The parties recognize the City should reduce its work principle of seniority in the application of this Agreement, concerning reduction in force, layoffs provided the employee is fully qualified to perform the duties and responsibilities of the position. An employee on layoff shall retain this seniority and right to recall in seniority order for a period of twenty-four (24) months after the date of layoff. An employee whose position is to be made within each department by job title within classification based on seniority as defined reduced will be notified in Article 12 - Senioritywriting, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. The City agrees to notify employees and the Union designee with a copy to the Local Union President not union xxxxxxx. If an employee is to be recalled after layoff, the district will send written communication to the employee’s address on file with the district notifying the employee of the recall, with a copy to the union xxxxxxx. The notice of recall will specify by when the employee must accept the recall in order to retain continued employment. The period offered for consideration will be no less than thirty (30) days prior to any layoff, except three calendar days. An employee may notify the district in writing in advance of dates when the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification employee will not be subject able to receive mail at the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which employee’s address on file, (i.e., the employee is qualified to perform on vacation, at a forwarding address, out of town, etc.) If the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skillunavailable, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positionsas stated above, and the employee provides the district with an alternate contact method, the district will use the alternate contact method to notify the employee of the recall if one arises. The three calendar days for consideration shall commence when the district provides the alternate notice. If the employee cannot be paid at contacted for a period of time, the wage established district will hold the position for the lower job titleemployee’s consideration for one calendar week. The If the employee may does not respond to the notice of recall within the specified time, or if the employee declines the recall, the employee’s employment will be placed at any step terminated and the employee will have no further rights to recall. If the employee accepts the recall, the employee will not be expected to return to work in less than 14 calendar days after acceptance, unless the range in accordance with their experience, as recommended by district and the Department Head.‌employee mutually agree to an earlier return to work date.

REDUCTION IN FORCE. ‌ If In the City should reduce event the Board of Directors, in its work forceexclusive judgment, layoffs ultimately decides that a reduction in force shall be made implemented, the Board shall specify the number of positions to be authorized within each department job classification. Procedure: The Fire Chief shall then designate those employees to be laid off in accordance with the Board's specified number of authorized positions in each job classification and in accordance with the following procedures. Employees shall be laid-off in inverse order of seniority by job title within classification except that an employee in a higher paying job classification shall have the right to "bump" employees in lower paying job classifications in which the higher paid employee was previously employed. An employee who “bumps" to a lower paying job classification will be placed on the applicable seniority list for that classification according to the employee’s prior District service (promotion date) in that rank. Employee(s) cannot ”bump" into a lower paying job classification that they were not previously employed and successfully completed probation, unless while during probation in the lower paying job classification the employee was promoted into the higher paying job classification. Upon reduction employee must complete the probation period in lower paying classification. Employee(s) to be laid-off will commence with the highest job classification. Those employee(s) will be "bumped” and be integrated into the appropriate lower paying job classification prior to any employee being laid-off in the lower paying job classification. In the event that an employee ''bumps'' to a lower paying job classification in accordance with the provisions of this Article, their salary shall be immediately reduced to the step of the lower salary range which would have applied had the employee never been promoted to the higher paying position. Prior to an employee being laid off, said employee may be required to submit to a physical examination with a District paid physician. Said examination shall be based on present District physical, taking into consideration employee's age at the time of said examination. If said examination determines an employee to be physically disabled, and impaired their ability to be recalled, said employee may apply for disability benefits provided by the District. A disability shall not remove an employees name from the recall List, unless, said employee is determined to be totally disabled. Physical examinations shall be at the District's expense. When vacancies occur within two (2) years after the date an employee is laid-off under this Article, the employee shall be given the opportunity to be rehired or advanced to their former classification provided a vacancy exists in the classification, in accordance with seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. The City agrees to notify employees and the Union designee with a copy prior to the Local Union President not less than employment of any new employee in that classification; provided, however, that such reduced or laid-off employee meets the physical and other qualifying standards in effect at the time that they had been previously appointed to the classification into which they seek to be returned. If any such reduced or laid-off employee fails to report for duty within thirty (30) days prior after mailing a written notice by registered mail to any layoffthe last known address, except in they shall have lost the right to be rehired or advanced hereunder. In the event of that an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to employee is advanced from a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower another job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with the provisions of paragraph 5 above, their experiencesalary shall revert to the step of the higher range that would have applied had there not been a reduction in job classification as a result of a general lay-off. If at any point in time during the two (2) year reinstatement period (as identified above), as recommended the District reclassifies the job descriptions, but maintains similar job functions, the employees who were directly affected by the Department Head.‌initial lay-off from their previously held positions, will be granted re-hiring rights under the new job description/classification. This will remain in effect for the entire duration of two

REDUCTION IN FORCE. ‌ If the City should reduce its work force, layoffs The term “layoff” shall be made within each department by job title within defined as a reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees in the classification based in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as defined scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in Article 12 - Senioritya classification at an equal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. A full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, unless Corrections Deputy or Corrections Shift Leader and on or before the City determines that date of this Agreement transferred into a bona fide special operational need exists that requires retention professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association, the Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the bargaining unit into the Midland Patrol Deputies Association or the Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be qualified and able to perform the work of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees to be laid off for an indefinite period of time will receive at least seven (7) calendar days written notice of layoff. The City agrees Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to notify the employees. When the work force is increased after a layoff, seniority employees will be recalled in order of seniority, most senior first, provided the employee to be recalled is qualified and able to perform the Union designee available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedureAssociation. Employees who are will be granted up to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five ten (510) working days from to return to work, upon request of the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌employee.

REDUCTION IN FORCE. ‌ If The decision to implement a Reduction in Force shall be at the City should reduce its sole discretion of the School Board. As soon as a Reduction in Force is contemplated, the Superintendent of Schools shall notify the Leadership Union that the elimination of positions is contemplated. When a final determination has been made as to the reduction of the work force, layoffs and as early as possible, the Superintendent of Schools shall communicate that decision in writing to those staff members involved. For the purposes of a Reduction in Force, all bargaining unit members shall be made assigned to one of the following classifications: High School Principal Middle School Principal Elementary School Principal Secondary Assistant Principal Xxxx of Academics Elementary Assistant Principal Directors by area of responsibility Director of School Counseling School Psychologist School Counselors Department Heads by Subject Should the School Board decide to reduce the work force, the School Board will make every reasonable effort to minimize the effects in reduction in force on the current staff by absorbing as many positions as possible through attrition. If all layoffs cannot be accomplished through attrition, the most qualified employees within each department of the aforesaid classifications will be retained. If the qualifications of all employees within a classification are determined to be more or less equal, the most senior employees (determined by job title within classification based on seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention number of a less senior employee. The City agrees to notify employees and the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except years of employment in the event classification in Xxxxxx) will be retained. If the selection is made on the basis of an emergency. If, prior to formal layoff notification as provided aboveseniority, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification selection will not be subject to the grievance procedure. Employees who are to be laid Laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification members shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days recall list for a period of two years from the day of receipt of notification date of layoff. Employees who are Members on the recall list shall be recalled to be laid off open positions within their assigned classification in the inverse order of their layoff. Any transfer, assignments, or reassignments resulting from or involved with a reduction in staff will be given preferential consideration for vacancies in other departments if made at the employee possesses sole discretion of the skill, ability and experience required in the vacant positionSuperintendent of Schools. In lieu the event of layoffa change of assignment or transfer as a result of a reduction in force, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee member involved shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌notified of such change.

REDUCTION IN FORCE. ‌ If the City should reduce its work force, layoffs shall be made within each department by job title within classification based on seniority as defined in Article 12 13 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. The City agrees to notify employees and the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌Head.

REDUCTION IN FORCE. ‌ If the City should reduce its work force, layoffs The term “layoff” shall be made within each department by job title within classification based on seniority defined as defined a reduction in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employeeworking force. The City agrees to notify employees and the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except in In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, seniority employees in the classification in which the layoff is to occur shall be laid off on the basis of seniority, least senior first, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. A seniority employee who is displaced from his own classification may exercise his seniority to displace the least senior employee in a classification at an emergencyequal pay rate or in a classification at the next lowest pay rate for which he is qualified and able to perform the work of the employee to be displaced. IfA full-time employee of the Sheriff’s Department who formerly held the position of Court Security Deputy, prior to formal layoff notification as provided aboveCorrections Deputy, Corrections Sergeant (formerly Corrections Shift Leader) or Corrections Corporal (formerly Assistant Corrections Shift Leader) and on or before the City chooses to inform date of this Agreement transferred into a member professional association representing employees of the Midland County Sheriff’s Department, a full-time employee who transfers out of the bargaining unit that they may be laid offinto the Midland Patrol Deputies Association, the City will also inform Midland County Command Officers Association, or to part-time status, and a part-time employee who transfers out of the Union of this potential layoff. Failure by bargaining unit into the City to provide notice of possible layoffs to affected employees Midland Patrol Deputies Association or the Union prior Midland County Command Officers Association, shall retain the seniority he earned through the date of such transfer. Subject to the obligation for formal notification will not provisions hereinafter provided, if such former employee is later laid off from either of such units or a part-time position, he may utilize the seniority previously earned to bump a less senior employee who (1) holds a position in a classification previously held by such former employee, or (2) is in a classification at a lower rate of pay than that previously held by such former employee. In either circumstance, the returning former employee must be subject qualified and able to perform the grievance procedurework of the employee he seeks to bump with an orientation period of ten (10) days or less. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention an indefinite period of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title time will receive at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌least seven

REDUCTION IN FORCE. ‌ If The decision to implement a Reduction in Force shall be at the City should reduce its sole discretion of the School Board. As soon as a Reduction in Force is contemplated, the Superintendent of Schools shall notify the Leadership Union that the elimination of positions is contemplated. When a final determination has been made as to the reduction of the work force, layoffs and as early as possible, the Superintendent of Schools shall communicate that decision in writing to those staff members involved. For the purposes of a Reduction in Force, all bargaining unit members shall be made assigned to one of the following classifications: High School Principal Middle School Principal Elementary School Principal Secondary Assistant Principal Xxxx of Academics Elementary Assistant Principal Directors by area of responsibility Director of School Counseling School Psychologist School Counselors Department Heads by Subject Should the School Board decide to reduce the work force, the School Board will make every reasonable effort to minimize the effects in reduction in force on the current staff by absorbing as many positions as possible through attrition. If all layoffs cannot be accomplished through attrition, the most qualified employees within each department of the aforesaid classifications will be retained. If the qualifications of all employees within a classification are determined to be more or less equal, the most senior employees (determined by job title within classification based on seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention number of a less senior employee. The City agrees to notify employees and the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except years of employment in the event classification in Hudson) will be retained. If the selection is made on the basis of an emergency. If, prior to formal layoff notification as provided aboveseniority, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification selection will not be subject to the grievance procedure. Employees who are to be laid Laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification members shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days recall list for a period of two years from the day of receipt of notification date of layoff. Employees who are Members on the recall list shall be recalled to be laid off open positions within their assigned classification in the inverse order of their layoff. Any transfer, assignments, or reassignments resulting from or involved with a reduction in staff will be given preferential consideration for vacancies in other departments if made at the employee possesses sole discretion of the skill, ability and experience required in the vacant positionSuperintendent of Schools. In lieu the event of layoffa change of assignment or transfer as a result of a reduction in force, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee member involved shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌notified of such change.

REDUCTION IN FORCE. ‌ If In the City should reduce its work force, layoffs shall be made within each department by job title within classification based on seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention event of a less senior employeereduction in force that necessitates the layoff of any employee from the system, the employee with the least seniority within the bargaining unit will be the first to be laid off regardless of his position. The City agrees However, in order to notify be retained or recalled the employee or employees and must be able to perform available work efficiently. Employees to be laid off for an indefinite period of time will be given a written notice of layoff at least ten (10) working days prior to the Union designee with a copy effective date. Also, the employer shall give written notice to the Local Union President not less than thirty (30) days prior and the Chairperson of the Grievance Committee on the same day as the employee is notified. When it is necessary to reduce the number of employees in any layoffjob classification due to elimination of the job, except a reduction in the event number of an emergency. If, prior to formal layoff notification as provided aboveemployees in that job or other reason, the City chooses employee on the job with the least seniority will be released from that job. Such employee will then be allowed to inform a member displace an employee with less unit seniority on another job classification provided the displacing employee is able to satisfactorily perform the duties of the bargaining unit that they may be laid offjob the employee seeks to displace into. Any employee displaced under this procedure will, in turn, have a like right until, by the process of elimination, the City will also inform employee with the Union of this potential layoff. Failure least unit seniority is laid off or, if no layoff is contemplated, is assigned other work by the City to provide notice Employer. Employees on layoff shall be placed at the top of possible layoffs to affected employees or the Union prior to substitute list and given priority status and will be paid the obligation regular union rate of pay for formal notification will not be subject to the grievance procedurejob they are performing. Employees who are collecting unemployment compensation benefits agree to be laid forfeit their eligibility for such benefits for the day(s) they are called to work and do not report for work. Laid off may bump down within employees shall have their sick leave frozen during the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification time of layoff. Employees shall be removed from the layoff list after a two year period, and shall no longer be subject to recall. Any employee who are to be laid off has been accepted into a new position through the displacement procedure will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required placed in the vacant position. In lieu of layoffnew position no later than a month after acceptance, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌when possible.

REDUCTION IN FORCE. ‌ If Reduction in force will be within job classifications - that is, the City should reduce its work force, layoffs least senior Supervisor will be laid off from the classification being reduced. Qualifications shall be made within each department by job title within classification based on seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. The City agrees to notify employees and the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure determined by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification Police Chief, but any dispute will not be subject to the grievance procedure. Employees Supervisors shall be recalled in reverse order of the reduction in force. Supervisors will have recall rights for eighteen (18) months from the date of lay-off from active duty in the department. A refusal of recall shall be considered as a resignation, and recall rights shall terminate. If a reduction occurs within a job classification, the Supervisor affected will revert to the next lower job classification. If a Lieutenant is affected, that Lieutenant will revert to a Sergeant. If a Sergeant is affected, that Sergeant shall revert to a Patrol Officer at a rank of P-4/3 and any further reduction in workforce within the Patrol Officers Unit will follow the procedures set forth in the agreement between the Town of Westborough and the Patrol Officers Unit. The Town shall send written notices of recall positions to each Supervisor who is being recalled, by First Class Mail and Certified Mail, Return Receipt Requested, notifying them of the date of return, work location and shift assignment. Supervisors who have received recall notices shall have seven (7) calendar days to respond in writing indicating that they will accept the position. The time shall begin to run two (2) days after the date of the mailing of the notice. Failure to respond to the Town’s recall shall result in removal of the person’s name from the recall list and forfeiture of further recall rights. Any Supervisor who declines such employment after having indicated that he/she would return to work as instructed shall have his/her name removed from the recall list and shall forfeit further recall rights. Supervisors who are to be laid off may bump down within separated from employment as the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention result of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest ratelayoff and, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are subsequently recalled to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee employment shall be paid at the wage established for the lower job title. The employee may purpose of determining their salary upon recall be placed at any step in the range in accordance credited with their experience, as recommended by the Department Head.‌prior service.

REDUCTION IN FORCE. ‌ If The Parties agree that should the City should Company find it necessary to permanently reduce its workforce because of economic or other reasons, any such reduction in force will be accomplished by the following method: the Company will determine how many employees within each classification as identified in Appendix A will be reduced, and then effectuate the reduction by laying off the needed number of employees in the affected classifications and work forcearea based on ability to perform available work and seniority. Ability to perform available work includes but is not limited to the employee’s work performance, layoffs training and experience based on Company records. If all other criteria are equal attendance may be used a s the final criteria, but only if an employee’s attendance is unsatisfactory at the time. For purposes of this provision, an employee with more than ten (10) attendance points will be considered unsatisfactory. This procedure shall only apply to permanent workforce reductions that the Company expects to exceed ten (10) consecutive workdays. Although the procedures applied to temporary workforce reductions shall be made within each department determined by job title within classification based on seniority as defined the Company, the junior employees in Article 12 - Seniority, the affected area will normally be laid off unless the City determines that there is a bona fide special operational reasonable operating need exists that requires retention of to retain a less senior junior employee. The City agrees to notify employees and the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except A general reduction in the event number of an emergencywork hours or work days shall not be considered a workforce reduction. If, prior to formal layoff notification as provided above, Whenever circumstances permit the City chooses to inform Company will discuss a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or general work week reduction with the Union prior to finalizing the obligation for formal notification will not be subject to posting of the grievance procedurereduced workweek schedule. Employees who are to Temporary and probationary employees within the affected job classification and work area shall be laid off may bump down within first based on their last date of hire, laying off the same department probationary or temporary employees with the most recent date of hire first. Such employees will not retain any recall privileges and their seniority and employment relationship will be terminated. Non-probationary employees laid off in the reduction of force will retain recall privileges for a period equal to their length of service up to a maximum of eighteen (18) months from the date they were laid off. Prior to entering furloughed status, non-probationary employees will receive preference over temporary and probationary employees on work at the plant for which they are qualified to perform immediately. If the Company decides to restore any positions eliminated through layoffs, it will do so by recalling furloughed qualified employees of the job title within classification and work area in reverse order of layoff. Pay for those employees will be based on the same classification rate for the job to which the employee is qualified recalled. In any event, if the recall process fails to perform fill the required workassignment, unless the City determines that position will be bulletined as a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest ratevacancy and assigned pursuant to Article IX, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoffFILLING VACANT POSITIONS. Employees who are on layoff status for more than their length of service up to be laid off eighteen (18) months will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability not retain any recall privileges and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills will have their seniority and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌employment relationship terminated.

REDUCTION IN FORCE. ‌ If Mhen it becomes necessary to reduce the City should reduce its work force in a department, the Department Head shall designate the job classification and number of employees to be eliminated within their department or division, institution or other organizational unit of their department identified in the department sections of this ordinance, in making a reduction in the work force, layoffs . No regular employee shall be laid off in any job classification if there are temporary employees or seasonal employees in an active status in the same job classification within the department. Any reduction in the number of regular employees holding a job classification designated by a Department Head shall be made by layoff of employees in the following order of employment status: • Temporary promotion employees¡ • Probationary new employees¡ • Probationary transfer employees, probationary promotional employees and permanent employees. Layoffs of employees within each category of employment status shall be based primarily on length of continuous service within the department by job title within classification based on with the employee with the shortest seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention being laid off first. An employee may be laid off out of seniority when a less senior employee. The City agrees to notify employees and the Union designee with a copy employee possesses essential skills necessary to the Local Union President not less than thirty (30) operation of the department subject to the approval of the Human Resources Director. Mritten notice shall be given employees laid off out of seniority of such fact. After consultation with the Human Resources Director or a designee, the Department Head shall give notice to each regular employee affected by a reduction in force and to the recognized employee organization that represents the affected employee’s representation unit, at least 14 days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member effective date of the bargaining unit that they may be laid off, action. A list containing the City will also inform names of the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within shall at the same department time be given to a job title within the same classification Human Resources Director. The notice shall include: • The reason for which layoff¡ • The effective date of the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires action¡ • The rules governing retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be Departmental Reinstatement List¡ and • If laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant positionout of seniority. In lieu of layoff, If an employee may take a voluntary demotion to a lower has previously held permanent or probationary status in another job title classification within the department, requiring similar knowledgeand was not removed therefrom for disciplinary reasons, skills and abilities. This is contingent on availability such employee shall, upon request, be given a transfer or demotion within the department to such other classification in lieu of vacant positions, and the layoff unless such action cannot be accomplished without authorization of another position or displacement of an employee shall be paid at the wage established for the lower job titlewith greater seniority. The affected employee may be placed at any step in the range in accordance with their experience, as recommended must request such transfer or demotion within seven days of written notification of layoff by the Department Head.‌personal delivery or mailing of a certified letter.

REDUCTION IN FORCE. ‌ An employee will receive fifteen (15) working days advance notice of layoff with a copy of such notice to the Union. In the event of a reduction in force, the City shall determine the order of layoff based upon the qualifications, performance evaluations of record, specializations needed for retained positions, and seniority with the union. When these factors are equal, employees shall be laid off in reverse order of seniority. Employees may “bump” or displace to a position in the same or lower pay grade if they meet the minimum qualifications and if their seniority exceeds that of the other employee’s in the pay grade. For the purpose of bumping into the municipal court, an employee may bump or displace, if in addition, he/she meets the qualifications for the job and the needs of the court and the Judge. If the City should reduce its work forceJudge in his or her discretion declines to accept the application and an employee who was eligible to bump is laid off due to the Judge’s decision, layoffs that employee shall be made within each department by job title within classification based on seniority entitled to one month of severance pay. In addition, the City shall pay directly to the insurance provider up to three months of insurance premiums as defined set forth in Article 12 - SeniorityIX for the employee. Upon receipt of the Official Notice of Reduction in Force that will be mailed to the employee’s address on file with the City, unless the City determines that employee will have a bona fide special operational need exists that requires retention period of 10 working days in which to consider employment options. The Official Notice will include information pertaining to the employee’s right to displace other employees as outlined in this section. A copy of the Official Notice will be sent to the union. Employees wishing to exercise their displacement rights must provide to the Human Resources Department, a less senior employeeStatement of Intent to Displace within the 10 working day notice period. Along with the Statement of Intent to Displace, the employee must identify a maximum of three positions, listed in priority order, for which they are qualified and for which they have the required level of seniority. The employee must also include a full and complete description of verifiable qualifications for each position identified. The City agrees to notify employees and the Union designee with a copy to the Local Union President not less than thirty shall review within five (305) days prior to any layoffworking days, except in the event of an emergency. If, prior to formal layoff notification as provided aboveorder, the City chooses to inform a member employee’s displacement choices based on their qualifications, performance evaluations of the bargaining unit that they may be laid offrecord, specializations and seniority. From this data, the City will also inform determine the Union of this potential layoff. Failure by position (as high on the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for priority listings as possible), into which the employee is qualified to perform bump. Knowledge, skills, and abilities as contained in the required workcurrent job description of the position in question, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule basis from which the determination is made. In cases where qualifications, performance, and union seniority are equal, seniority will be the determining factor. The City shall not lay off bargaining unit employees in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day lieu of receipt of notification of layoffdisciplinary action. Employees who are to be laid off displaced will be given preferential consideration provided the same notice and rights as outlined above. If the Department Head and employee mutually agree, the displaced employee may take paid administrative leave for vacancies in the duration of the 15 working day advance notice period. Employees cannot gain hours through the “bumping” process. In other departments if the employee possesses the skillwords, ability and experience required in the vacant a part time position may not bump a full time position. In lieu addition, employees who currently share a position (job share) can, together, petition to bump into a full time position if they are qualified and meet the required level of layoffseniority. The pay grade of the position bumped into will prevail; however, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any a step in as comparable to their current pay as possible within the range pay grade. All displaced employees will be provided an out processing interview to review their benefits and various options as an inactive employee on recall status. Displaced employees will not be allowed to “run out” accrued leave balances but will be paid out in accordance with their experiencethe union agreement. Employees who move into a new position as a result of this process shall be in a trial status and shall receive written performance evaluations once a month throughout the six month trial period. At the successful completion of the six month trial period, the employee will resume the normal evaluation process as recommended by outlined in City policy. Employees, who are unable to satisfactorily perform the Department Head.‌duties of the new position, will be subject to termination.

REDUCTION IN FORCE. ‌ An employee will receive fifteen (15) working days advance notice of layoff with a copy of such notice to the Union. In the event of a reduction in force, the City shall determine the order of layoff based upon the qualifications, performance evaluations of record, specializations needed for retained positions, and seniority with the Union. When these factors are equal, employees shall be laid off in reverse order of seniority. Employees may “bump” or displace to a position in the same or lower pay grade if they meet the minimum qualifications and if their seniority exceeds that of the other employees in the pay grade. For the purpose of bumping into the municipal court, an employee may bump or displace, if in addition, they meet the qualifications for the job and the needs of the court and the Judge. If the City should reduce its work forceJudge in their discretion declines to accept the application and an employee who was eligible to bump is laid off due to the Judge’s decision, layoffs that employee shall be made within each department by job title within classification based on seniority entitled to one month of severance pay. In addition, the City shall pay directly to the insurance provider up to three (3) months of insurance premiums as defined set forth in Article 12 - SeniorityIX for the employee. Upon receipt of the Official Notice of Reduction in Force that will be mailed to the employee’s address on file with the City, unless the City determines that employee will have a bona fide special operational need exists that requires retention period of ten (10) working days in which to consider employment options. The Official Notice will include information pertaining to the employee’s right to displace other employees as outlined in this section. A copy of the Official Notice will be sent to the Union. Employees wishing to exercise their displacement rights must provide to the Human Resources Department, a less senior employeeStatement of Intent to Displace within the ten (10) working day notice period. Along with the Statement of Intent to Displace, the employee must identify a maximum of three (3) positions, listed in priority order, for which they are qualified and for which they have the required level of seniority. The employee must also include a full and complete description of verifiable qualifications for each position identified. The City agrees to notify employees and the Union designee with a copy to the Local Union President not less than thirty shall review within five (305) days prior to any layoffworking days, except in the event of an emergency. If, prior to formal layoff notification as provided aboveorder, the City chooses to inform a member employee’s displacement choices based on their qualifications, performance evaluations of the bargaining unit that they may be laid offrecord, specializations and seniority. From this data, the City will also inform determine the Union of this potential layoff. Failure by position (as high on the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for priority listings as possible), into which the employee is qualified to perform bump. Knowledge, skills, and abilities as contained in the required work, unless current job description of the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification position in question shall be placed on the salary schedule basis from which the determination is made. In cases where qualifications, performance, and union seniority are equal, seniority will be the determining factor. The City shall not lay off bargaining unit employees in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day lieu of receipt of notification of layoffdisciplinary action. Employees who are to be laid off displaced will be given preferential consideration provided the same notice and rights as outlined above. If the Department Head and employee mutually agree, the displaced employee may take paid administrative leave for vacancies in the duration of the fifteen (15) working day advance notice period. Employees cannot gain hours through the “bumping” process. In other departments if the employee possesses the skillwords, ability and experience required in the vacant a part-time position may not bump a full-time position. In lieu addition, employees who currently share a position (job share) can, together, petition to bump into a full-time position if they are qualified and meet the required level of layoffseniority. The pay grade of the position bumped into will prevail; however, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any a step in as comparable to their current pay as possible within the range pay grade. All displaced employees will be provided an out-processing interview to review their benefits and various options as an inactive employee on recall status. Displaced employees will not be allowed to “run out” accrued leave balances but will be paid out in accordance with their experiencethe Union agreement. Employees who move into a new position as a result of this process shall be in a trial status and shall receive written performance evaluations once a month throughout the six-month trial period. At the successful completion of the six-month trial period, the employee will resume the normal evaluation process as recommended by outlined in City policy. Employees who are unable to satisfactorily perform the Department Head.‌duties of the new position will be subject to termination.

REDUCTION IN FORCE. ‌ If the City should reduce its work force, layoffs 23-1 The Board shall determine when reductions in force are necessary and which job categories* or occupations** shall be made affected. Employees within each department by affected job title within classification based categories or occupations shall be considered for retention on seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational basis of School District need exists that requires retention of a less senior employeeand who meets the qualifications for the remaining positions. The City agrees determination of who best meets the qualifications shall rest solely with the Board. The following factors shall be considered when classified staff are to notify be reduced in force: (a) retirements, resignations and normal attrition shall be considered first; (b) all probationary staff (6 months or less) shall be reduced in force before any regular employee; (c) employees and with the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except least amount of seniority in the event of an emergencyDistrict shall be the first to be reduced in force within a job category or occupation; (d) if seniority is the same among employees, evaluation, documented job performance, job related cross-trained skills, affirmative action considerations, and required job skills as determined by testing will identify who is to be reduced in force. If, prior Any employee who is to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union reduced shall be so notified in writing at least two (2) weeks prior to the obligation for formal notification will not be subject effective date of the reduction. The Board shall forward a list of those employees being reduced to the grievance procedureAssociation on the same date that the notice of reduction is issued to an employee. Employees Any employee who are is to be laid off reduced in their assignment shall be placed on a re-employment list or lists, as may bump down within be required by the same department to a job title within effective date of the same classification reduction and shall be eligible for re- employment in the first vacant position for which they are qualified in inverse order of the employee is qualified to perform reduction. The re-employment list or lists shall expire after twelve (12) months of the required workeffective date of the reduction and has precedence over new hires, unless the City determines that promotions or other action which would fill a bona fide special operational need exists that requires retention of position on a less senior employeepermanent basis. An employee who bumps into a lower is reemployed in his/her previous job title within classification one year of his/her termination date shall be placed on at the step in the salary schedule which was in the lower job title effect at the highest ratetime the employee left, and all sick leave benefits which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off had been accumulated will be given preferential consideration for vacancies in other departments if the employee possesses the skillreinstated. *Job Categories are defined as: Bus Driver, ability Bus Mechanic, Grounds Xxxxxxx, Grounds Workers, Maintenance Worker, Maintenance Technician I, Maintenance Technician II, Building Engineer I, Building Engineer II, Building Engineer III, Building Engineer IV, Court Agency Liaison, Xxxx/Xxxxx, Nutrition Services Assistant, Nutrition Supervisor I, Nutrition Supervisor II, Nutrition Supervisor III, Paraprofessional Instruction, Paraprofessional Health & Technology, Paraprofessional Special Education, Secretary/Clerk, Secretary School/Office Secretary ACHS, Printer Specialist, Printing Aide, Campus Monitor, Transition Advisor, Warehouse Worker, Lead Warehouse Worker, Assistant Child Care Center Coordinator I, II and experience required in the vacant positionIII, Group Leaders and Paraprofessionals of Child Care Centers, Xxxx of Child Care Centers. In lieu of layoff*Job Occupations are defined as: Paraprofessional Instructional: child care, an employee may take a voluntary demotion to a lower job title within the departmentoffice instructional, requiring similar knowledgeTitle I, skills and abilitiesattendance liaison, adult literacy program intake coordinator, media, home visitors, ESL tutors, bilingual, attendance clerk, child care supervisor, speech/language assistant, special populations, health clerk, paraprofessional. This is contingent on availability of vacant positionsParaprofessional PreSchool/Group Leader Paraprofessional Special Education: autism spectrum disorder concentration, and the employee shall be paid at the wage established for the lower job titlebehavior team, assistive technology. The employee may be placed at any step in the range in accordance with their experienceSecretary/Clerk: entry level secretaries, as recommended by the Department Head.‌counseling secretaries, coordinator’s secretaries, director’s assistant secretaries, clerks, liaison. Secretary School/Office: elementary/middle school principal’s secretary, manager’s secretary, alternative high school principal’s head secretary. Secretary HS – high school principal’s secretary.

REDUCTION IN FORCE. ‌ If When it becomes necessary to reduce the City should reduce its work forcenumber of administrators, layoffs it shall be made within done by classification. Classifications shall include Secondary School Principals, Assistant Secondary School Principals, Elementary School Principals and each department by job title within classification based on seniority as defined in Article 12 - Seniority, unless the City determines that individual Director. When more than one administrator fills a bona fide special operational need exists that requires retention of a less senior employee. The City agrees position to notify employees and the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided abovebe eliminated, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are administrator to be laid off will be the least senior within the classification. Seniority will be determined by the administrators' years of service within the District. Years of service within a CAA classification shall be carried from one CAA classification to other CAA classifications. If seniority based upon years of service does not differentiate between the administrators involved, the date of Board confirmation of the administrator's hire shall determine seniority with the administrator with the most recent date of confirmation of hire to be laid off. If the date of the Board confirmation of the administrators' hire does not differentiate between the administrators involved, the level of educational degree obtained by the administrator shall determine seniority with the administrator with the lower level of educational degree to be laid off. Administrators laid off due to a Reduction-in-Force must maintain a current address with the Superintendent's Office. Administrators must be given preferential consideration first option for vacancies in other departments if any vacancy for which the employee possesses administrator is certified within the skill, ability and experience required District so long as a current address is maintained with the Superintendent's Office. Administrators must be rehired in the vacant positionreverse order that the Reduction-in-Force occurred within the classification involved. In lieu of layoff, If a laid-off administrator refuses an employee may take a voluntary demotion offer for reemployment to a lower job title position for which the administrator is qualified and which offers pay and benefits equal to or better than the eliminated position, the administrator shall forfeit the administrator's right to reemployment under this Article. If a laid-off administrator is recalled to a position within the departmentDistrict within one (1) year of the Reduction-in-Force, requiring similar knowledgethe lay-off shall not be considered a break in service for purposes of computing the administrator's years of service. If challenged, skills and abilities. This is contingent on availability of vacant positions, and the employee provisions within this Article shall be paid at subject to the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌grievance procedures of this Agreement.

REDUCTION IN FORCE. ‌ The term “layoff” shall be defined as a reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, reductions in force shall be handled as described below. If there is a reduction in the City should reduce its work forceclassification of Detective, layoffs such reduction shall be made within each department by job title within on the basis of classification based seniority, least senior first, provided the remaining seniority employees in that classification are qualified and able to perform the available work as scheduled. A full-time seniority employee who is displaced from the classification of Detective shall then be placed in a regular position vacancy, if any, in the classification of Patrol Deputy. If there is no such vacancy, such person shall displace the employee in the classification of Patrol Deputy who has served the least amount of total time in the classification(s) of Detective and/or Patrol Deputy, provided he has greater total time in such classification(s), is qualified, and is able to perform the work of the employee to be displaced. If there is a reduction of employees in the classification of Patrol Deputy, such reduction shall be made on the basis of total time the employee has served on a full-time basis in the classifications of Detective and/or Patrol Deputy, commencing with the employee having the least amount of total time served, provided the remaining seniority employees are qualified and able to perform the available work as defined scheduled. An employee who is displaced from his position as a Patrol Deputy, but who formerly held a position in Article 12 - Senioritythe Midland Sheriff Employees Association bargaining unit (Unit I), unless may request transfer to said unit in accordance with the City determines provisions of that a bona fide special operational need exists that requires retention agreement. Employees to be laid off for an indefinite period of a less senior employeetime will receive at least seven (7) calendar day’s written notice of layoff. The City agrees Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to notify the employees. When the work force is increased after a layoff, full-time seniority employees will be recalled to regular position vacancies in the classification of Detective, in order of classification seniority within the rank of Detective, most senior first, provided the employee to be recalled is qualified and able to perform the Union designee available work as scheduled. Employees shall be recalled to regular position vacancies in the classification of Patrol Deputy, based upon the total time the employee has served on a full-time basis in the classifications of Detective and Patrol Deputy, commencing with the employee who has the greatest amount of total time served, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Local Union President not less than thirty Association. Employees will be granted up to fourteen (3014) calendar days prior to any layoffreturn to work, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member upon request of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌.

REDUCTION IN FORCE. ‌ If A. All ESP Employees other than Custodial and Maintenance Prior to action to reduce bargaining unit positions, the City should reduce its work force, layoffs Alliance and the affected ESP employee(s) shall be made given written notice at least sixty (60) days prior to the end of the school year. Layoffs shall be in inverse order of seniority within classification, providing the more senior ESP employee is qualified for the position remaining. For purposes of this Section 4.8, “Classification” shall refer to the following. Secretary/Clerk/Bookkeeper PCHS Cafeteria Workers Personal Assistants Job Coaches Teacher Aides Security Guards Nurses Certified Nursing Assistant Student Supervisors/Study Hall Supervisor/Pool Locker Room Supervisor Accompanist Computer Technician Registrar Recall rights to positions shall extend for twenty-four (24) months following the effective date of layoff. Recall within each department by job title classification shall be in order of seniority for those qualified. Recalled ESP employees shall suffer no loss of pay or benefits in effect at the time of layoff unless altered through collective negotiations between the Alliance and the employer. Seniority shall not be lost nor shall it be earned while on layoff. Uninterrupted part-time service shall be calculated on a pro rata basis. If there is a tie in seniority, the ESP employee with the greater total service to the District in any capacity shall be retained if qualified. Within the classification of secretary/clerk/bookkeeper, all continuous services in any of the positions shall be credited and transferable within the overall classification. In no case, however, may an ESP employee exercise seniority to bump into another classification. Notwithstanding any other provision hereunder, in exercising seniority rights hereunder, an ESP employee within the secretary/clerk/bookkeeper classification based on seniority as defined in Article 12 - Seniority, unless whose position has been eliminated shall be entitled only to the City determines position of the least senior ESP employee within the classification holding a position that a bona fide special operational need exists that requires retention the ESP employee whose position has been eliminated is qualified to fill. The more senior ESP employee thus assuming the position of a less senior employeeESP employee shall suffer no loss of pay. The City agrees less senior ESP employee whose position is thus being assumed, shall not be entitled to notify employees bump into any other position and shall be separated. Seniority shall be defined as the Union designee length of an ESP employee’s continuous employment with the District within the classification. Service shall be computed from the first day of uninterrupted employment. Service shall not be interrupted due to utilization of approved leaves of absence, vacations, layoff, or normal breaks in the contractual year for a copy to particular position. A full year of service shall be earned if an ESP employee works at least one-half (1/2) of the Local Union President not less than thirty (30) days ESP employee’s work year. A seniority list shall be developed and posted each year prior to any March 1 reflecting the length of service of each ESP employee in each classification, including those on layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌.

REDUCTION IN FORCE. ‌ If the City should reduce its work force, layoffs shall be made within each department by job title within classification based on seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. The City agrees to notify employees and the Union designee with a copy to (the Local Union President and the Xxxxxx/Springfield Field Office at xxxxxx@xxxx000.xxx or 541-342-1055) not less than thirty (30) days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they he or she may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their his/her experience, as recommended by the Department Head.‌Head.

REDUCTION IN FORCE. ‌ If A dismissal of an employee to reduce the City should reduce its work forceworkforce (layoff), layoffs as distinguished from a dismissal for just cause, shall not be made unless and until the Employer establishes that such dismissal is necessary for legitimate business reasons and all other reasonable alternatives have been considered in good faith as provided below. In the event of a layoff affecting employees within each department the bargaining unit, the Organization shall begin the process by job title within classification based on seniority as defined consulting with the Guild at least one (1) week in Article 12 - Seniorityadvance of notice to the affected employees. The Organization will provide a detailed explanation and budget demonstrating why these unit positions are being eliminated and shall meet with the Guild to discuss potential alternatives to layoffs. Employees will not lose access to company email and other company resources until the end of the notice period, unless email or company resources are misused to disparage or otherwise harm the City determines company, its clients or potential clients. In that a bona fide special operational need exists that requires retention case, the employee will lose access immediately upon discovery and forfeit all claims to severance. Employees may use work time during their notice period to look for and secure other employment. These activities may include but are not limited to online job searching, drafting resumes and cover letters, and conducting interviews. Supervisors are encouraged to discuss with their employees job opportunities within the Organization and the labor movement. At the same time as notifying the affected employees of a less senior employee. The City the layoff, the Organization agrees to notify employees all unit Employees of the intended layoff, and request whether any of the Union designee Employees wish to volunteer for the layoff to reduce the number of Employees to be laid off. The Guild will be provided with a copy of the notice to the Local Union President Employees at the same time it is sent to the Employees. Provided the selection for layoff of any Employee(s) who volunteers for layoff would meet the financial and operating needs of the Employer, such volunteer(s) shall be the person(s) selected for layoff. To the extent that selection of any or all of the volunteers would not less than thirty (30) days prior meet the above-stated Employer needs, or volunteers are not in sufficient numbers to any layoff, except in meet the event of an emergency. If, prior to formal layoff notification as provided abovenumbers, the City chooses to inform a member Employer shall proceed with its own layoff selections. Consideration of the bargaining unit that they may Employees for dismissal or layoff for economic reasons will be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed implemented on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day basis of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌seniority.

REDUCTION IN FORCE. ‌ If In the City should reduce its work force, layoffs shall be made within each department by job title within classification based on seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention event of a less senior employeereduction in force that necessitates the layoff of any employee from the system, the employee with the least seniority within the bargaining unit will be the first to be laid off regardless of his position. The City agrees However, in order to notify be retained or recalled the employee or employees and must be able to perform available work efficiently. Employees to be laid off for an indefinite period of time will be given a written notice of layoff at least ten (10) working days prior to the Union designee with a copy effective date. Also, the employer shall give written notice to the Local Union President and the Chairperson of the Grievance Committee on the same day as the employee is notified. When it is necessary to reduce the number of employees in any job classification due to elimination of the job, a reduction in the number of employees in that job or other reason, the employee on the job with the least seniority will be released from that job. Such employee will then be allowed to displace an employee with less unit seniority on another job classification provided the displacing employee is able to satisfactorily perform the duties of the job the employee seeks to displace into. Any employee displaced under this procedure will, in turn, have a like right until, by the process of elimination, the employee with the least unit seniority is laid off or, if no layoff is contemplated, is assigned other work by the Employer. Employees on layoff shall be placed at the top of the substitute list and given priority status and will be paid the regular union rate of pay for the job they are performing. Employees who are collecting unemployment compensation benefits agree to forfeit their eligibility for such benefits for the day(s) they are called to work and do not less report for work. Laid off employees shall have their sick leave frozen during the time of layoff. Employees shall be removed from the lay off list after a two year period, and shall no longer be subject to recall. Any employee who has been accepted into a new position through the displacement procedure will be placed in the new position no later than the first week after acceptance. SECTION 5 - Probation - New employees shall be on probation for a period of one hundred twenty (120) working days before they accrue seniority rights and the right to release such probationary employees shall be vested exclusively in the Employer regardless of other provisions of this Agreement. Probationary employees retained in excess of one hundred twenty (120) working days shall have seniority from date of hire. The one hundred twenty (120) working day probationary period may be extended by mutual agreement by thirty (30) days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌days.

REDUCTION IN FORCE. ‌ If In the City should reduce event the Board of Directors, in its work forceexclusive judgment, layoffs ultimately decides that a reduction in force shall be made implemented, the Board shall specify the number of positions to be authorized within each department job classification. Procedure: The Fire Chief shall then designate those employees to be laid off in accordance with the Board's specified number of authorized positions in each job classification and in accordance with the following procedures. Employees shall be laid-off in inverse order of seniority by job title within classification except that an employee in a higher paying job classification shall have the right to "bump" employees in lower paying job classifications in which the higher paid employee was previously employed. An employee who “bumps" to a lower paying job classification will be placed on the applicable seniority list for that classification according to the employee’s prior District service (promotion date) in that rank. Employee(s) cannot ”bump" into a lower paying job classification that they were not previously employed and successfully completed probation, unless while during probation in the lower paying job classification the employee was promoted into the higher paying job classification. Upon reduction employee must complete the probation period in lower paying classification. Employee(s) to be laid-off will commence with the highest job classification. Those employee(s) will be "bumped” and be integrated into the appropriate lower paying job classification prior to any employee being laid-off in the lower paying job classification. In the event that an employee ''bumps'' to a lower paying job classification in accordance with the provisions of this Article, their salary shall be immediately reduced to the step of the lower salary range which would have applied had the employee never been promoted to the higher paying position. Prior to an employee being laid off, said employee may be required to submit to a physical examination with a District paid physician. Said examination shall be based on present District physical, taking into consideration employee's age at the time of said examination. If said examination determines an employee to be physically disabled, and impaired their ability to be recalled, said employee may apply for disability benefits provided by the District. A disability shall not remove an employee’s name from the recall List, unless, said employee is determined to be totally disabled. Physical examinations shall be at the District's expense. When vacancies occur within two (2) years after the date an employee is laid-off under this Article, the employee shall be given the opportunity to be rehired or advanced to their former classification provided a vacancy exists in the classification, in accordance with seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. The City agrees to notify employees and the Union designee with a copy prior to the Local Union President not less than employment of any new employee in that classification; provided, however, that such reduced or laid-off employee meets the physical and other qualifying standards in effect at the time that they had been previously appointed to the classification into which they seek to be returned. If any such reduced or laid-off employee fails to report for duty within thirty (30) days prior after mailing a written notice by registered mail to any layoffthe last known address, except in they shall have lost the right to be rehired or advanced hereunder. In the event of that an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to employee is advanced from a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower another job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with the provisions of paragraph 5 above, their experiencesalary shall revert to the step of the higher range that would have applied had there not been a reduction in job classification as a result of a general lay-off. If at any point in time during the two (2) year reinstatement period (as identified above), as recommended the District reclassifies the job descriptions, but maintains similar job functions, the employees who were directly affected by the Department Head.‌initial lay-off from their previously held positions, will be granted re-hiring rights under the new job description/classification. This will remain in effect for the entire duration of two

REDUCTION IN FORCE. ‌ The term “layoff” shall be defined as a reduction in the working force. In the event of a layoff, probationary, part-time and temporary employees in the classification in which the layoff is to occur shall be laid off first, in any order, provided the remaining seniority employees are qualified and able to perform the available work as scheduled. Thereafter, reductions in force shall be handled as described below. If there is a reduction in the City should reduce its work forceclassification of Detective, layoffs such reduction shall be made within each department by job title within on the basis of classification based seniority, least senior first, provided the remaining seniority employees in that classification are qualified and able to perform the available work as scheduled. A full- time seniority employee who is displaced from the classification of Detective shall then be placed in a regular position vacancy, if any, in the classification of CAR. If there is no such vacancy, such person shall displace the employee in the classification of CAR who has served the least amount of total time in the classification(s) of Detective and/or CAR, provided he has greater total time in such classification(s), is qualified, and is able to perform the work of the employee to be displaced. If there is a reduction of employees in the classification of CAR, such reduction shall be made on the basis of total time the employee has served on a full-time basis in the classifications of Detective and/or CAR, commencing with the employee having the least amount of total time served, provided the remaining seniority employees are qualified and able to perform the available work as defined scheduled. An employee who is displaced from his position as a CAR, but who formerly held a position in Article 12 - Senioritythe Midland Sheriff Employees Association bargaining unit (Unit I), unless may request transfer to said unit in accordance with the City determines provisions of that a bona fide special operational need exists that requires retention agreement. Employees to be laid off for an indefinite period of a less senior employeetime will receive at least seven (7) calendar days written notice of layoff. The City agrees Association shall receive a list from the County’s Director of Human Resources of the employees being laid off on the same date the notices are issued to notify the employees. When the work force is increased after a layoff, full-time seniority employees will be recalled to regular position vacancies in the classification of Detective, in order of classification seniority within the rank of Detective, most senior first, provided the employee to be recalled is qualified and able to perform the Union designee available work as scheduled. Employees shall be recalled to regular position vacancies in the classification of CAR, based upon the total time the employee has served on a full-time basis in the classifications of Detective and CAR, commencing with the employee who has the greatest amount of total time served, provided the employee to be recalled is qualified and able to perform the available work as scheduled. Notice of recall may be by telephone, confirmed by certified mail to the employee’s last known address, with a copy to the Local Union President not less than thirty Association. Employees will be granted up to fourteen (3014) calendar days prior to any layoffreturn to work, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member upon request of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌.

REDUCTION IN FORCE. ‌ If In the City should reduce event the Board of Directors, in its work forceexclusive judgment, layoffs ultimately decides that a reduction in force shall be made implemented, the Board shall specify the number of positions to be authorized within each department job classification. Procedure: The Fire Chief shall then designate those employees to be laid off in accordance with the Board's specified number of authorized positions in each job classification and in accordance with the following procedures. Employees shall be laid-off in inverse order of seniority by job title within classification except that an employee in a higher paying job classification shall have the right to "bump" employees in lower paying job classifications in which the higher paid employee was previously employed. An employee who “bumps" to a lower paying job classification will be placed on the applicable seniority list for that classification according to the employee’s prior District service (promotion date) in that rank. Employee(s) cannot ”bump" into a lower paying job classification that they were not previously employed and successfully completed probation, unless while during probation in the lower paying job classification the employee was promoted into the higher paying job classification. Upon reduction employee must complete the probation period in lower paying classification. Employee(s) to be laid-off will commence with the highest job classification. Those employee(s) will be "bumped” and be integrated into the appropriate lower paying job classification prior to any employee being laid-off in the lower paying job classification. In the event that an employee ''bumps'' to a lower paying job classification in accordance with the provisions of this Article, their salary shall be immediately reduced to the step of the lower salary range which would have applied had the employee never been promoted to the higher paying position. Prior to an employee being laid off, said employee may be required to submit to a physical examination with a District paid physician. Said examination shall be based on present District physical, taking into consideration employee's age at the time of said examination. If said examination determines an employee to be physically disabled, and impaired their ability to be recalled, said employee may apply for disability benefits provided by the District. A disability shall not remove an employees name from the recall List, unless, said employee is determined to be totally disabled. Physical examinations shall be at the District's expense. When vacancies occur within two (2) years after the date an employee is laid-off under this Article, the employee shall be given the opportunity to be rehired or advanced to their former classification provided a vacancy exists in the classification, in accordance with seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. The City agrees to notify employees and the Union designee with a copy prior to the Local Union President not less than employment of any new employee in that classification; provided, however, that such reduced or laid-off employee meets the physical and other qualifying standards in effect at the time that they had been previously appointed to the classification into which they seek to be returned. If any such reduced or laid-off employee fails to report for duty within thirty (30) days prior after mailing a written notice by registered mail to any layoffthe last known address, except in they shall have lost the right to be rehired or advanced hereunder. In the event of that an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union prior to the obligation for formal notification will not be subject to the grievance procedure. Employees who are to be laid off may bump down within the same department to employee is advanced from a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention of a less senior employee. An employee who bumps into a lower another job title within classification shall be placed on the salary schedule in the lower job title at the highest rate, which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required in the vacant position. In lieu of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with the provisions of paragraph 5 above, their experience, salary shall revert to the step of the higher range that would have applied had there not been a reduction in job classification as recommended by the Department Head.‌a result of a general lay-off.

REDUCTION IN FORCE. ‌ If the City should reduce its work force, layoffs 23-1 The Board shall determine when reductions in force are necessary and which job categories* or occupations** shall be made affected. Employees within each department by affected job title within classification based categories or occupations shall be considered for retention on seniority as defined in Article 12 - Seniority, unless the City determines that a bona fide special operational basis of School District need exists that requires retention of a less senior employeeand who meets the qualifications for the remaining positions. The City agrees determination of who best meets the qualifications shall rest solely with the Board. The following factors shall be considered when classified staff are to notify be reduced in force: (a) retirements, resignations and normal attrition shall be considered first; (b) all probationary staff (6 months or less) shall be reduced in force before any regular employee; (c) employees and with the Union designee with a copy to the Local Union President not less than thirty (30) days prior to any layoff, except least amount of seniority in the event of an emergencyDistrict shall be the first to be reduced in force within a job category or occupation; (d) if seniority is the same among employees, evaluation, documented job performance, job related cross-trained skills, affirmative action considerations, and required job skills as determined by testing will identify who is to be reduced in force. If, prior Any employee who is to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by the City to provide notice of possible layoffs to affected employees or the Union reduced shall be so notified in writing at least two (2) weeks prior to the obligation for formal notification will not be subject effective date of the reduction. The Board shall forward a list of those employees being reduced to the grievance procedureAssociation on the same date that the notice of reduction is issued to an employee. Employees Any employee who are is to be laid off reduced in their assignment shall be placed on a re-employment list or lists, as may bump down within be required by the same department to a job title within effective date of the same classification reduction and shall be eligible for re- employment in the first vacant position for which they are qualified in inverse order of the employee is qualified to perform reduction. The re-employment list or lists shall expire after twelve (12) months of the required workeffective date of the reduction and has precedence over new hires, unless the City determines that promotions or other action which would fill a bona fide special operational need exists that requires retention of position on a less senior employeepermanent basis. An employee who bumps into a lower is reemployed in his/her previous job title within classification one year of his/her termination date shall be placed on at the step in the salary schedule which was in the lower job title effect at the highest ratetime the employee left, and all sick leave benefits which does not exceed the employee’s rate in the higher job title. An employee who wishes to bump down into a lower job title within the classification shall provide written notice no later than five (5) working days from the day of receipt of notification of layoff. Employees who are to be laid off had been accumulated will be given preferential consideration for vacancies in other departments if the employee possesses the skillreinstated. *Job Categories are defined as: Bus Driver, ability Bus Mechanic, Grounds Xxxxxxx, Grounds Workers, Maintenance Worker, Maintenance Technician I, Maintenance Technician II, Building Engineer I, Building Engineer II, Building Engineer III, Building Engineer IV, Court Agency Liaison, Xxxx/Xxxxx, Nutrition Services Assistant, Nutrition Supervisor I, Nutrition Supervisor II, Nutrition Supervisor III, Paraprofessional Instruction, Paraprofessional Health & Technology, Paraprofessional Special Education, Secretary/Clerk, Secretary School/Office Secretary ACHS, Printer Specialist, Printing Aide, Campus Monitor, Transition Advisor, Warehouse Worker, Lead Warehouse Worker, Assistant Child Care Center Coordinator I, II and experience required in the vacant positionIII, Group Leaders and Paraprofessionals of Child Care Centers, Xxxx of Child Care Centers, Bus Driver Assistant Trainer, Registrar *Job Occupations are defined as: Paraprofessional Instructional: child care, office instructional, Title I, attendance liaison, adult literacy program intake coordinator, media, home visitors, ESL tutors, bilingual, attendance clerk, child care supervisor, speech/language assistant, special populations, health clerk, paraprofessional. In lieu of layoffParaprofessional PreSchool/Group Leader Paraprofessional Special Education: autism spectrum disorder concentration, an employee may take a voluntary demotion to a lower job title within the departmentbehavior team, requiring similar knowledgeassistive technology. Secretary/Clerk: entry level secretaries, skills and abilitiescounseling secretaries, coordinator’s secretaries, director’s assistant secretaries, clerks, liaison. This is contingent on availability of vacant positionsSecretary School/Office: elementary/middle school principal’s secretary, and the employee shall be paid at the wage established for the lower job titlemanager’s secretary, alternative high school principal’s head secretary. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌Secretary HS – high school principal’s secretary.

REDUCTION IN FORCE. ‌ Reduction in force is defined as the complete elimination of a specific job. If the City should reduce its work forceDistrict decides to layoff employees, layoffs shall factors to be made within each department by considered will be basis on job title within classification based on seniority as defined in Article 12 - Seniorityperformance records, unless the City determines that a bona fide operational needs for and availability of special operational need exists that requires retention of a less senior employee. The City agrees to notify employees occupational skills, and the Union designee employee's seniority in the position. Upon taking action to lay off Employees, the District will provide the group with a copy to the Local Union President not less than layoff list. Affected employees will be notified at least thirty (30) working days prior to any layoff, except in the event of an emergency. If, prior to formal layoff notification as provided above, the City chooses to inform a member of the bargaining unit that they may be laid off, the City will also inform the Union of this potential layoff. Failure by Seniority shall be determined as the City to provide notice total length of possible layoffs to affected employees or continuous service beginning with the Union prior to the obligation for formal notification will not initial start date in a position. For seniority purposes, all authorized leaves shall be subject to the grievance procedureconsidered as time worked. Employees who are to be laid off may bump down within and subsequently reinstated shall retain cumulative seniority for all periods worked except for the same department to a job title within the same classification for which the employee is qualified to perform the required work, unless the City determines that a bona fide special operational need exists that requires retention period of a less senior employeelayoff. An employee who bumps into is laid off in a lower job title within classification reduction in force may transfer to a position in a previously held position if (a) the employee has greater seniority than persons in that classification, and (b) the employee had at least satisfactory evaluations while employed in that position. Recall rights shall exist for fifteen (15) months from the date of layoff. Recall shall be in the order of layoff from each employment category. Each employee on layoff shall keep the District informed of his/her current address for recall notification. Employees will be given recall notification by certified mail, return receipt requested, sent to the last address given by the employee to the District Office Upon recall, the employee shall be placed on at the salary schedule step on which he/she was placed prior to the layoff. One step movement shall be granted if the employee had completed 120 work days in the lower job title work year at the highest ratetime of layoff, which does not exceed and if during the employee’s rate in period of layoff a salary step had been granted to the higher job titlegroup. An employee who wishes will not forfeit his/her rights to bump down into recall should he/she take a lesser hour position and/or a job in a lower job title within classification. Employees who were full-time prior to layoff who accept a part-time position shall remain on the recall list for recall to full-time employment until the end of the 15-month period following the layoff. If no employee from a classification shall provide written notice no later than five (5) working days from remains on the day of receipt of notification of layoffrecall list, the District will fill open positions in accordance with District personnel procedures. Employees who are to be laid off will be given preferential consideration for vacancies in other departments if the employee possesses the skill, ability and experience required may continue in the vacant positionDistrict's group insurance programs at their own expense during the layoff as long as premiums are paid in advance each month. In lieu Upon recall, employees shall have restored the accumulated sick leave recorded for them at time of layoff, an employee may take a voluntary demotion to a lower job title within the department, requiring similar knowledge, skills and abilities. This is contingent on availability of vacant positions, and the employee shall be paid at the wage established for the lower job title. The employee may be placed at any step in the range in accordance with their experience, as recommended by the Department Head.‌.