4.8. SR 04-15-2019 - Laserfiche WebLink

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The names of all regular full-time members of the bargaining unit who have completed their probationary period shall be listed on the seniority roster in the order of their seniority and shall show the date from which seniority commences and the employee's job title. An employee or the union shall be obligated to notify the employer of any error in the seniority list within thirty (30) calendar days of such posting. If no error is reported within this thirty (30) calendar-day period, the list will stand correct as posted. 9.3 Employees who leave the bargaining unit for a non-bargaining unit position shall have their seniority frozen at the level that existed at the time of their departure from a bargaining unit classification and shall be credited with such seniority upon return to the bargaining unit if the return is a result of a layoff or position termination; provided however, that such employee(s) may not exercise such seniority to displace any current bargaining unit member. The provisions of this article shall not apply to employees taking a voluntary demotion, or who voluntarily leave city employment. Employees taking a voluntary demotion shall go to the bottom of the seniority list. 9.4 A reduction of the workforce will be accomplished on the basis of inverse classification seniority. Regular, full-time employees shall be recalled from layoff on the basis of classification seniority. A qualified regular, full-time employee on layoff shall have an opportunity to return to work within two (2) years of the time of his/her layoff before any new employee is hired. ARTICLE 10 —LAYOFF AND RECALL If the employer should layoff an employee(s) for any reason, the following conditions shall apply: a. The employer shall determine the position(s) in the class and employment condition and work location which is to be eliminated provided employees in temporary or seasonal positions in the same class are laid off before regular status employees. b. Interruptions of employment mandated by the employer for less than fifteen (15) work days or a temporary reduction in work hours mandated by the employer shall not be considered a layoff under the provisions of this article. Should such interruption of employment or temporary reduction in work hours occur they will be done on the basis of inverse classification seniority. c. Employees may be laid off by the employer to meet the needs of the employer. In the event a layoff is necessary the work force shall be reduced based on best ability to perform available work and work performance within the job classification as determined in the employer's discretion following the employer's review of performance evaluations, instances of counseling and discipline. If, in the employer's discretion, employees have equal work performance, seniority will prevail. 10.1 Notice of layoff and recall. In the event of a permanent layoff, the employer shall give written notification to the employee and the union, at least fourteen (14) calendar days prior to the effective date of the layoff whenever practicable. a. An employee on layoff shall be notified of recall by personal notice (receipted) or certified mail (return receipt required) sent to the employee's last known address at least fourteen (14) calendar days prior to the reporting date. The employee shall notify the employer by certified mail (return receipt required) within five (5) calendar days of receipt of notification of intent to return to work and shall report for work on the 6