Agmt14 Servie Employees International Union SEIU MOU 2014-2017

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6.2 Official Representatives With respect to the meet and confer process, eight(8) Union representatives shall be the maximum number of workers who will be allowed concurrent time off without loss of compensation. The Union shall submit the names of all such worker representatives to the Personnel Officer at least two(2) working days prior to such meetings and the representatives shall advise their supervisors in advance prior to leaving their work assignments to attend such meetings. 6.3 Union Business Time Bank Workers may authorize vacation and/or compensatory time accruals to be deducted to a Union Business Time Bank, to maximum of ninety-six (96) hours per calendar year. The designated Chapter Chair of the Union may use the time accumulated in the Union Business Time Bank for the conduct of Union business not otherwise authorized under Sections 6.1 or 6.2 above to a maximum of eight(8) hours per month. Any accumulated hours remaining in the Union Business Time Bank at the end of the year will be carried over into the next year. Any accumulated hours remaining in the Union Business Time Bank at the time of a change in the designated Chapter Chair will become available to the next Chapter Chair. ARTICLE 7-LAYOFF AND REEMPLOYMENT 7.1 Layoff Whenever in the judgment of the City Council it becomes necessary in the interest of economy or because the position involved no longer exists, the City Council may abolish any position or employment in the competitive service or reduce the number of hours for any position in the competitive service, and the worker holding such position or employment may be laid off, either partially or completely, without the filing of written charges. Any appointing power may likewise lay off a regular worker whenever lack of work or funds shall require a reduction in the number of workers. Both parties agree that the preferred means of reducing staff is through attrition. 7.2 Notification of Layoff 7.2.1 The City shall notify, in writing, the worker and the Union at least thirty (30) calendar days prior to the effective date of layoff and shall indicate the reason or reasons for the layoff. A copy of this Article 7, Layoff and Reemployment shall be attached to the written notice. 7.2.2 Upon request, the Union shall be afforded an opportunity to meet with the City to discuss the circumstances requiring the layoff and any proposed alternatives. The City will offer to meet and confer with the Union regarding the impacts of specific layoffs. 7.3 Grievance of Layoff A worker, who receives notice of a specific action under the layoff procedure and believes that the layoff procedure has not been correctly applied, in the worker's case, may appeal as provided in the grievance procedure. The decision itself to lay off shall be specifically excluded from the grievance or any other appeal procedure. 7