(a) When it is necessary to reduce the work force for lack of work or for other legitimate reasons, any temporary, or proba tionary employee in the classification affected shall be laid off before any permanent or provisional employee is laid off. In making a layoff of permanently certified employees, the employee to be laid off shall be the one with the least amount of continuous service within the Bargaining Unit, with the City.
(b) No bumping into the Police or Fire Communications Sections unless the employee meets the preferred qualifications as outlined in the Class Specification for Communications Operator.
(c) An employee laid off shall have the right to displace another City employee having less continuous service than the laid off employee in accordance with the following procedure.
(1) First. Employees will be offered funded vacant positions within the Local 7 jurisdiction within the same classification, within the same or lower salary group, provided employees conform to the provisions listed in this section.
(2) Second. The employee shall have the right to displace the employee in the same classification, within the Bargaining Unit, with the least amount of continuous service with the City.
(3) Third. The employee shall displace the employee in the same salary group who has the least amount of continuous City service, within the Bargaining Unit with the City provided the affected employee (i) has performed in that classification or has the required experience in a similar or related position, and (ii) meets the minimum requirements for the classification, and (iii) has the ability to perform the duties of that position.
(4) Fourth. The employee shall drop one or more salary groups and displace the employee in the lower salary group who is working in a classification that the employee: (i) has either performed or for which he has the required experience in a similar or related position, and (ii) for which the employee meets the minimum requirements for the classification, and (iii) for which the employee has the ability to perform the duties of that position.
(5) Fifth. Notwithstanding the above procedure, an employee will be allowed to displace an employee in a classification not previously performed in when that classification is in a logical progression from a present or former classification held. Again, the employee must meet the minimum requirements for the classification and have the ability to perform the duties of the position.
(6) Sixth. The definition “performed in the classification” will include employment outside the City where documentation has been submitted to and approved by the Toledo Civil Service Commission prior to the layoff process. An individual approved must be able to perform the duties of the position.
(7) Seventh. This process shall repeat itself until the employees having the least amount of seniority within the affected classes have been displaced by employees with greater seniority who have met the conditions set forth above.
(8) Eighth. Notwithstanding the above procedure, any employee whose position has been identified for elimination or who has been displaced by a more senior employee shall have the right to accept the layoff without repercussion.
(9) Ninth. In the event there are any seasonal employees working anywhere for the City, employees who have been laid off as a result of this procedure shall have the option of taking those positions by seniority provided they have the ability to perform the duties of such positions or they may choose to take the layoff without repercussion.
(d) The City of Toledo will notify the Union thirty (30) days prior to the effective date of layoffs that the elimination of positions has become necessary.
(e) In the interest of public safety, no more than 5% of the Local 7 employees in the Police and Fire Communications Sections, respectively, may be bumped under the provisions of this article. Laid off employees who displace into a salary group/classification different than their permanent classification will serve a sixty (60) work day demonstration period following completion of training; if found unsatisfactory during this sixty (60) work day period, the employee will prospectively displace from the original permanent classification.
(f) Any laid off employee who determines a classification/ position, to which they have displaced into pursuant to this layoff procedure, is not suitable during the applicable probationary or demonstration period, may either (1) accept placement into an available vacancy equal to or lower than the classification from which they were originally laid off, or (2) will actually be laid off. Otherwise, there is no “re-bump” process.
(g) A laid off employee will receive the appropriate rate of pay for the salary group of the classification to which they displace into and, the twelve (12) month rule for the “steps” within the salary group will be applied from the original salary group (as set forth in “Wage Rates, Premiums and Allowances” Section 2115.113, “Base Annual Salaries”) for lateral movement through this layoff procedure.