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2. severance pay pursuant to the parties' Collective Bargaining Agreements.
3. placement on the layoff lists for the employment condition from which they were laid off
(intermittent).
Section 2. Procedure.
1. The Appointing Authority shall determine the position(s) in the classification or class option, if
one exists, employment condition and work location within the facility which is to be eliminated
by implementation of the Department's restructuring plan.
2. The Appointing Authority shall notify the exclusive representatives of the classification(s) and
number of positions to be eliminated within the time frame and manner specified in the
applicable Collective Bargaining Agreement.
3. Provisional and emergency employees shall be terminated before the elimination of positions of
probationary or permanent employees in the same class and employment condition within the
facility.
4. The Appointing Authority shall post the position(s) by class (or class option), employment
condition, seniority unit, and work location that are to be eliminated for a minimum of seven (7)
calendar days electronically and/or on all employee bulletin boards where employees in the
facility in the class are stationed. When the seven (7) calendar day posting requirement would
be met on a Saturday, Sunday or holiday, the expiration date of the posting shall be the day
following the weekend or holiday.
5. Simultaneously with the above posting, the Appointing Authority shall post the list of available
jobs. During the seven (7) day posting period, employees may express a willingness to be at
risk. At the end of the seven (7) day period employees for whom a desired option still exists
shall be placed at risk and the employees shall indicate their desire to select either mitigation to
layoff options 1, 2, or 3. If the employee picks mitigation to layoff option 1, the employee shall
also notify the Personnel Office/Job Center in writing of his/her specific job and training
opportunity option/position. If the employee picks mitigation to layoff option 2, the employee
shall also notify the Personnel Office/Job Center in writing of his/her choice of retirement with
Employer contribution to insurance, one-time enhanced payment, or educational payment.
Designation of at-risk employees and the awarding of available job and retraining opportunities
shall be made in seniority order within the affected classifications.
For employees represented by MAPE and MMA, "seniority" shall be defined as Classification
Seniority; for employees represented by MNA, "seniority" shall be defined as Bargaining Unit
Seniority; for employees represented by AFSCME, Council No. 5, AFL-CIO, "seniority" shall be
defined as State Seniority; and for employees represented by SRSEA "seniority" shall be
defined pursuant to Collective Bargaining Agreement between the parties.
It is further understood that classifications which are recognized as part of a junior/senior plan
shall be treated as one classification for purposes of this Agreement.
6. At the end of the seven (7) day posting period, if no employee(s) has indicated his/her desire to
be declared "at-risk", the least senior employee(s) (as defined in #5 above) shall be notified in
writing by the Appointing Authority that he/she is declared to be "at-risk." The employee shall
provide written receipt of this notice to the Appointing Authority.
The written notice shall state that the employee may select one of the following employee
mitigation to layoff options:
2013-2015 AFSCME Contract – Page 216