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  1. Order of Layoff.

    2. When there is a decrease in the work force, an affected employee will be removed from her/his position and assigned or laid off or terminated in the following order subject to the remaining employees' current ability to satisfactorily perform the work available.

    Employees will be scheduled for removal or layoff in the inverse order of their bargaining unit seniority.

    1. Subject to her/his current ability to satisfactorily perform the work available, an employee scheduled for removal or layoff will exercise her/his bargaining unit seniority as follows:

      She/he will first fill any vacancy within her/his current classification. If there is no vacancy, she/he will exercise her/his bargaining unit seniority as outlined in (one) through (six) below.

      1. Fill any vacancy in the same pay level.
      2. Replace the least senior employee in the same classification.
      3. Replace the least senior employee in the same pay level.
      4. Fill any vacancy in the next lower pay level.
      5. Replace the least senior employee in the next lower pay level.
      6. Repeat the two prior steps in consecutively lower pay levels.

      If assignment based upon the appropriate option would result in a reduction from any term appointment (e.g. twelve (12), ten (10), nine (9)) month to a shorter term appointment or from a full-time to a part-time position, the employee may waive that option and either fill any vacancy at the next step or replace the next least senior employee at the next step so as to maintain the current appointment term or hours of work.

      An employee may waive her/his seniority rights as outlined above and accept a lay-off provided it is mutually agreeable to the University.

    2. Unless the University and the Union mutually agree to another arrangement the following will apply: Any employee who is about to be laid off, except for one who has waived seniority rights, will replace a temporary clerical employee, at any level, provided the employee has the current ability to satisfactorily perform the work of the temporary employee.

    3. Employees scheduled for layoff shall respond to the designated option(s) within five (5) days of notification of such option(s), with the understanding that they will not be precluded from accepting a more appropriate option in accordance with steps (1) through (6) above, if a more appropriate option becomes available prior to implementation of the earlier declared option.

    4. Employees who choose not to follow the above procedure will be considered to have voluntarily terminated their employment.

  3. Employees replaced in accordance with the above may exercise their bargaining unit seniority to replace another employee in the same fashion.

  4. An employee designated to be taken out of a position as set forth in 68A. shall be given thirty (30) days notice prior to assignment or layoff. The Union shall receive a copy of the notice on the same day the notice is given to the employee.

    1. An employee who moves to a lower pay grade level as a result of the application of these procedures shall retain her/his rate of pay at the time of the reduction in grade level unless her/his rate is above the maximum of that grade. In the case where the rate is above the maximum, the employee's rate shall be reduced to the maximum.

    2. An employee that is displaced to a lower pay grade and later bids successfully to the pay grade held previously, will be given their previous rate of pay plus any scheduled increases.



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