The Harris Texas Layoffs Policy — Union aims to provide comprehensive guidelines and procedures for managing workforce reductions within Harris County, Texas, with a focus on ensuring fair treatment of unionized employees. This policy outlines specific steps and considerations that both Harris County and the union must adhere to when implementing layoffs or workforce reductions. The policy emphasizes the importance of maintaining open lines of communication between Harris County and the union throughout the process. It promotes transparent dialogue and collaboration to minimize the impact on employees, allowing for the exploration of alternatives before resorting to layoffs. The union plays a critical role in representing the affected employees and ensuring their rights are protected. Key keywords for this topic: Harris Texas, layoffs policy, union, workforce reductions, guidelines, fair treatment, communication, collaboration, employees' rights, Harris County. Different types of Harris Texas Layoffs Policy — Union include: 1. Reduction in Force (RIF) Policy: This policy addresses the process of implementing layoffs on a larger scale, typically affecting a significant number of employees. It outlines the steps for conducting a RIF, such as identifying the criteria for determining which positions will be eliminated, giving notice to affected employees and the union, and providing support services or resources during the transition period. 2. Collective Bargaining Agreement (CBA) Layoffs Policy: This policy focuses on the specific guidelines outlined in the negotiated agreement between the union and Harris County. It details the requirements and procedures that both parties must follow when initiating layoffs or reducing the workforce. This policy ensures that any layoffs align with the terms and conditions specified in the CBA. 3. Bumping Rights Policy: Bumping rights refer to the privilege of more senior employees to displace less senior employees within their job classification or to transfer to another position within the organization. This policy explains the process by which employees exercise bumping rights during layoffs, highlighting the criteria, procedures, and limitations associated with this practice. 4. Recall and Reemployment Policy: In situations where Harris County experiences an economic recovery or new job opportunities arise, this policy outlines the procedures for recalling laid-off employees or rehiring them based on seniority and other applicable factors. It ensures that qualified individuals who were previously laid off have the opportunity to return to their previous positions or similar roles. By implementing a comprehensive Harris Texas Layoffs Policy — Union, Harris County can navigate workforce reductions effectively while ensuring that the rights and well-being of employees, especially those belonging to the union, are protected.
Harris Texas Layoffs Policy - Union
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Regardless of where you live, the Supreme Court has ruled that you can resign union membership at any time. However, if you don't work in one of the right to work states discussed above, unions can still force you to pay fees similar to union dues (often called agency fees), even if you are not a union member.
When employees no longer want to be represented by a union or want to replace the union with a different one, they can vote to decertify the union. The process to decertify a union starts with filing an RD petition at the regional National Labor Relations Board (NLRB) office or electronically on the NLRB website.
If you resign from union membership and stop paying dues, and your public employer has collective bargaining, the union would still be required to continue to represent you fairly and without discrimination in all matters subject to collective bargaining, and you could not be denied any benefits under the labor
Factors That Layoff Decisions Are Frequently Based On One of the biggest is your term of employment. Many organizations will first lay off employees who have been with the company for the shortest amount of time. If this is you, there isn't much you can do to help your situation. Another major factor is job function.
Company Layoffs Seniority becomes important when employers make the unhappy decision to lay off employees. Employment lawyers recommend seniority as a factor in their layoff decisions. Laid-off employees are also less likely to slap employers with discrimination charges if the layoffs are done according to seniority.
The three common strategies: "last in, first out" (most recently hired employees are the first to go), performance reviews or forced rankings.
Marcus, Bressler, Amery & Ross, P.C. A collective bargaining agreement generally does not prohibit an employer from laying off an employee, although it will contain rules and procedures regarding the manner in which an employee is laid-off. These will include rules for the order of lay off, such as by seniority.
NLRB, 473 U.S. 95 (1985), the United States Supreme Court held that union members have the right to resign their union membership at any time. Of course, the decision to resign is wholly yours.
Once you have a sense of what skills the company will need going forward, you can decide how to select workers for layoff. The safest course, legally, is to use objective criteria like seniority, productivity, or sales numbers.
Contingent workers at your organization, such as contractors and/or part time workers, will be laid off, while your workers with full time employee status are given preference in keeping their job.
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We agree. We have been working on some additions, and we will do those. b. Relevant Federal Laws: We agree with S. Harris that we must take into consideration federal laws like the Railway Labor Act, which governs public-sector workers. c. Recruitment: S. Harris recommends that we seek out more candidates. We agree. We seek our everyone. d. Existing Labor-Management Relations Legislation: We recommend that we seek input from organizations with a strong perspective in this area — like the National Education Association and the Service Employees International Union. e. Public Input: We recommend that we seek input from all interested parties, including interested groups like the American Federation of Teachers, which will be meeting with the members of the Oversight Committee about the reorganization. f. Consolidated Audit: S. Harris recommends that we have our consolidation audit done. We agree. g.
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