~~~~~~ this is from GEOC:

A. Definition

The term ‘Layoff’ shall refer to any situation in which an employee’s appointment is

terminated due to lack of work (including class cancellation) or funding for the

employee’s position (or multiple positions as determined by the Department Chair).

B. Class Cancellation and Procedures for Reassignment

In the event that an assigned class has been cancelled due to inadequate course

enrollment and all other appointment possibilities in the department have been exhausted,

first priority will be given to finding the graduate employee another instructional

assignment appropriate to the employees’ experience and expertise. If such an

assignment is unavailable, the employee will be offered non-instructional duties. If these

non-instructional duties are unacceptable for whatever reason, the employee may, at his

or her choice, forego the appointment. Employees who elect to forego an appointment to

non-instructional duties shall be provided two weeks pay in lieu of the appointment. An

employee who elects not to accept appointment to non-instructional duties must do so

within one week of the date the appointment to non-instructional duties is tendered.

C. Notice of Layoff

Employees shall be provided in writing two weeks’ notice of layoff except in cases of

emergency where advance notice is impossible, in which case employees shall be

provided with two weeks pay in lieu of notice of layoff.

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Article 15: Job Security

1. Layoffs

a. A signed appointment letter will be viewed as a binding agreement between the employer

and employee. All appointments letters shall conform to terms of this contract.

2. Period of Employment

An Employee’s employment terminates at the end of the period specified

in the Employee’s letter of appointment or when the Employee fails

to meet the requirement of being a full-time graduate student in good

standing in a graduate degree program.

3. General Disciplinary Provisions

a. The parties recognize the authority of the Employer to suspend, discharge,

or take other appropriate disciplinary action against Employees

for just cause.

b. Discipline and/or discharge may result from unsatisfactory employment

performance (subject to the procedure described below) or for

Employee misconduct. Either may result from an accumulation of

lesser infractions or from a single serious infraction.

c. Whenever possible, the Employer shall give the Employee advance notice

of its intent to hold an investigatory interview. An Employee shall

be entitled to the presence of a Union Representative at an investigatory

interview if the Employee has reasonable grounds to believe that

the interview may be used to support disciplinary action against the

Employee, and if the Employee requests one.

d. If any disciplinary action is taken against an Employee, the Employee

will receive a written notice of such action. A copy of the notice will

also be provided to the Union.

3. Procedure for Unsatisfactory Performance

a. In cases of unsatisfactory employment performance, the matter will be

discussed with the Employee prior to any action being taken. A written

summary of such a discussion will be available at the written request

of the Employee provided the Employee’s request is received within

forty-eight (48) hours of the discussion; whenever the Employee requests

such a summary, a copy of the document will also be provided

to the Union.

b. If the Employer determines that the existing situation can be corrected

by the Employee and is of such a nature that correction is appropriate,

the Employee will be given not less than one calendar week from date

of discussion to make the correction.

c. When appropriate, employment duties may be reduced and employment

fraction and pay may be reduced correspondingly, or employment

may be terminated.

4. Appeals

a. Grievances regarding suspension, discharge, or reduction in fraction

of employment and pay may be submitted beginning at Step Three of

the Grievance and Arbitration Procedures, provided the grievance is

submitted in writing within the fifteen (15) calendar day period following

notice of the termination, suspension, or reduction. Grievances

regarding other forms of discipline may be submitted beginning at

Step Two of the Grievance and Arbitration Procedures, provided the

grievance is submitted in writing within the fifteen (15) calendar day

period following notice of disciplinary action.

b. In the event of an arbitration, if the Arbitrator does not find for the

Employer, the Arbitrator may make only a finding of fact and award

pay but not reinstatement. Such pay shall not exceed an amount that

the Employee would have earned from the date of termination to the

end of the term of employment, plus interest.