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Recall Process by Union Group

1585

When the work force is increased after a layoff, employees will be recalled according to seniority, provided the greater seniority employees are able to perform the available work.

Seniority of an employee who is re-employed from a seniority list in the same seniority unit that he/she has laid off from shall be restored to his/her status as of the date he/she left the service of the Employer.

Notice of recall shall be sent to the employee at his/her last known address by registered or certified mail with Return Receipt Requested. If an employee fails to report for work within fourteen (14) calendar days from the date of first attempt of delivery, it shall be considered a voluntary termination.

Employees who are recalled to work from a layoff must successfully pass a physical examination to be taken at the Health Center prior to returning to work.

999

When the work force is increased after a layoff, employees will be recalled according to unit seniority in the classification provided the greater seniority employees are able to perform the available work.

Notice of recall shall be sent to the employee at his/her last known address by registered or certified mail. A copy of the notice of recall will be mailed to the Union President and another copy will be placed in the Union's mailbox at the Office of Employee Relations. If an employee fails to report for work within fourteen(14) calendar days from the date of mailing the notice of recall, it shall be considered a voluntary termination.

APA

1. Recall process

Recall is the reinstatement of a laid off employee to active status within the period as defined in the provision on seniority. In the event of recall, the employee will retain the original service date and will receive FTE service credit for up to two (2) years for the period of layoff as specified in Full-time Equivalent Service Months, Article 2,D. Accrued sick leave will be reinstated when the employee returns to work. Copies of notices of recall shall be sent to the Association President.

To be eligible for recall from layoff, the employee must satisfy the following requirements:

i. Must be a regular employee.

ii. Must have been scheduled to work half-time or more.

iii. Must have completed the probationary period.

Employees with the greatest length of service will be recalled to vacant positions first, provided they are capable of performing the duties of the position within a ninety (90) day evaluation period. An employee who meets the minimum requirements for a vacant position and who is denied the ninety (90) day evaluation period shall receive written reasons why the employee was not selected for the evaluation period with a copy to the President of the Association. An employee who does not successfully complete the ninety day evaluation period shall be returned to layoff status.

2. Termination of Recall Rights

An employee on layoff status will lose all recall rights and be terminated upon the occurrence of any of the following:

i. Unreasonable refusal to be available for an interview.

ii. Refusal to accept a position offered if the salary offered is equivalent to eighty (80) percent or more of the employee's salary before layoff.

iii. Expiration of the recall eligibility period referred to in the provision on seniority.

Notice: An employee who elects to receive the Layoff Transition Adjustment will no longer be eligible for recall. An employee who may be eligible for University Retirement may elect the Layoff Transition and still be eligible for all benefits afforded a retiree.

APSA

1. Recall Process

Recall is the reinstatement of a laid off employee to active status within the period as defined in the provision on seniority. In the event of recall, the employee will retain the original service date and will receive FTE service credit for up to two (2) years for the period of layoff as specified in Full-time Equivalent Service Months, Article 2,D. Accrued sick leave will be reinstated when the employee returns to work. Copies of notices of recall shall be sent to the Association President.

To be eligible for recall from layoff, the employee must satisfy the following requirements:

i. Must be a regular employee.

ii. Must have been scheduled to work half-time or more.

iii. Must have completed the probationary period.

Employees with the greatest length of service will be recalled to vacant positions first, provided they are capable of performing the duties of the position within a ninety (90) day evaluation period. An employee who meets the minimum requirements for a vacant position and who is denied the ninety (90) day evaluation period shall receive written reasons why the employee was not selected for the evaluation period with a copy to the President of the Association. An employee who does not successfully complete the ninety day evaluation period shall be returned to layoff status.

2. Termination of Recall Rights

An employee on layoff status will lose all recall rights and be terminated upon the occurrence of any of the following:

i. Refusal to be available for an interview

ii. Refusal to accept a position offered if the salary offered is equivalent to eighty (80%) percent or more of the employee's salary before layoff.

iii. Expiration of the recall eligibility period referred to in the provision on seniority.

Notice: An employee who elects to receive the Layoff Transition Adjustment will no longer be eligible for recall. An employee who may be eligible for University Retirement may elect the Layoff Transition and still be eligible for all benefits afforded a retiree.

CTU

1. Recall Process

Positions becoming available shall be offered to laid-off employees who are qualified in order of greatest seniority as defined in Contract Article 20, providing they are capable of performing the work. Employees laid off shall also have the right to accept a recall to a position at a lower level if they are capable of performing the duties of the position.

Notice of recall shall be sent to the laid-off employee at her/his last address of record as recorded in the Employee's Official Personnel Folder by registered or certified mail, return receipt requested. An employee so notified must indicate her/his acceptance of recall within five(5) working days after receipt of notification from the Employer. The employee must report to work within eleven(11) working days after receipt of the notice.

2. Termination of Recall Rights

Failure to receive recall notice within 14 calendar days from the date of mailing or return of recall notice as undeliverable, whichever is later, will result in termination.

Failure to accept recall from layoff or report for work provided the position offered was the classification or comparable compensation grade level which the employee held at the time of layoff, terminates seniority, recall rights, and employment with the Employer.

Failure to be restored to duty from layoff for a period of time equal to University seniority, or two(2) years, whichever occurs first, shall terminate the employee's seniority, recall rights, and employment with the Employer.

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