Everett Municipal Employees Local 113 AFSCME 1/13/2020

Section 5: It shall be understood and agreed that when there is a layoff or a reduction of force in a given position classification in a department,the person with the lowest seniority in that position classification will move to the next position classification to which his/her seniority and line of progression entitles him/her, displacing the person with the least seniority in that position classification. Similarly,this displaced person moves under the same procedure and so on until the excess person with the least seniority in a position classification is laid off. The layoff procedure shall follow the employee's line of progression starting from his/her entry position classification. An employee bumping to a lower or equivalent position classification shall add their seniority in that position classification to any seniority in an equivalent or higher position classification(s)for seniority consideration in the lower or equivalent position classification. Although seniority can accumulate from a higher to a lower position classification or between two(2)equivalent position classifications following the line of progression, seniority cannot accumulate from a lower to a higher position classification. It is understood that employees in non- AFSCME positions shall be entitled to bumping rights but shall only be allowed to accumulate seniority, for this purpose, for time spent in bargaining unit classifications. Section 6: If an employee is reclassified,changes departments,or if the employee is transferred laterally, seniority will follow. This section is subject to Civil Service rules and regulations. Sick leave accrual,vacation accrual,and longevity will not be affected,but based on adjusted date of hire. Section 7: For a period of two(2)years, an employee who has been laid off for lack of funds or work,will have the first right of refusal to fill a vacancy in order of his/her seniority in that classification,provided,that the person meets the same requirements that a newly hired employee would be required to meet and is subject to a background check covering the period of separation to the time of rehire. Employees bumping to a different classification will be permitted to request an extension to remain on the rehire list in increments of one(1)additional year periods by notifying the Human Resources Department in writing prior to the expiration of their current eligibility. Subsection A: The City will endeavor to return rehired employees to their original departments if they have been rehired into a department different than that from which they were laid off. The rehired employee will still retain seniority rights to return to his/her original department if a vacancy should occur. Subsection B: Rehired employees may be subject to a pre-employment medical evaluation. Rehired employees in the Police Department and Prosecutor's Office will be subject to a polygraph examination. Section 8: All bargaining unit position vacancies shall be posted in all City departments for five(5)working days prior to requesting a list of applicants from the Human Resources Department. Additionally,all laid off employees subject to recall shall receive notices of all open and competitive bargaining unit vacancies (both Civil Service and non-Civil Service). 36