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<br />9 <br /> <br />circumstances requiring the layoff and any proposed alternatives. The City will offer to meet and <br />confer with the Union regarding the impacts of specific layoffs. <br /> <br />7.3 Grievance of Layoff <br /> <br />A worker, who receives notice of a specific action under the layoff procedure and believes that the layoff <br />procedure has not been correctly applied, in the worker's case, may appeal as provided in the grievance <br />procedure. The decision itself to lay off shall be specifically excluded from the grievance or any other <br />appeal procedure. <br /> <br />7.4 Order of Layoff <br /> <br />7.4.1 Prior to any layoff within the SEIU Unit, non-regular employees performing duties of the affected <br />classifications shall be separated from service first. No non-regular employees shall be employed <br />until all regular workers in the SEIU Unit are reemployed or offered reemployment from the <br />appropriate reemployment list. <br /> <br />Casual and term-funded workers placed in the unit will have a length of service date that <br />commences on the first day of the first pay period in which they are being placed in the bargaining <br />unit. Service rendered as a casual or contract worker prior to being placed in the unit will not count <br />toward length of service for the purpose of determining order of layoff and bumping rights, or any <br />other vested right or benefit associated with unit representation. <br /> <br />7.4.2 In the event further reductions are necessary, workers with the least amount of combined service in <br />the classification affected and any former classification of equal or higher rate of pay that the <br />worker may have held with the City (classification shall be defined as the individual job title as <br />listed in Appendix A) shall be the first laid off. <br /> <br />For the purposes of calculating combined service in classification, time served in a classification <br />which changed title as the result of a reclassification will be added to the seniority in the new <br />classification if the reclassification did not result in at least a five percent (5%) salary increase. <br /> <br />7.4.3 If two (2) or more workers have an equal length of service as defined in 7.4.2 above, the order of <br />layoff shall be determined by the workers' rank on the eligibility list for his/her current classification. <br />The worker’s ranking on the eligibility list is determined by his/her score on the final examination in <br />the testing process for his/her current classification. If two (2) or more workers have an equal <br />length of service and a tie ranking on the eligibility list, the order of layoff will be determined by <br />his/her score on the classification test immediately preceding the examination that established the <br />eligibility list, assuming such an examination was conducted. <br /> <br />7.5 Bumping Rights <br /> <br />The following section describes three distinct options available for workers who have received a notice of layoff. Any <br />worker who has received a notice of layoff must exercise these options, outlined as follows. First, a worker must <br />exhaust his/her bumping rights as described in Article 7.5.1. If a worker is unable to bump in accordance with the <br />provisions in Article 7.5.1 and will suffer a layoff, the worker can then, and only then, elect to exercise his/her options <br />as described in either Article 7.5.2 or Article 7.5.3, at the discretion of the worker. <br /> <br />7.5.1 A regular worker who has received a notice of layoff may elect, in lieu of layoff, to be reassigned to <br />a position in a lateral or lower related classification within his/her department, or another <br />6.3.B. - Page 19