Common use of Displaced Employees Clause in Contracts

Displaced Employees. A. Displacement within the classification will be by seniority. Upon exhaustion of classification seniority, the employee will then be assigned to the displacement pool for assignment, bargaining unit seniority permitting. B. Displaced employees who are considered (1) Full-time the preceding school year six (6) hours or more may accept available work of part-time employment. (2) Part-time employees will be offered full time work upon refusal by full-time employees six (6) hours or more. (3) Displaced employees will be afforded an opportunity at preferred substitute work. (4) Displaced employees will be assigned by classification, according to seniority. If no one holds that particular classification, placement will be made by bargaining unit seniority. C. Employees who are reduced in hours by 25% or more from initial hours as of September 1st of each year shall have the option of displacing the lowest seniority person in his/her classification who has comparable hours and/or hours as close as possible. Employees who do not qualify for benefits due to the reduction of hours, shall have the option of displacing the lowest seniority person in his/her classification who qualifies for benefits. D. The 52-week position of workroom paraprofessional and the 45-week position of textbook inventory paraprofessional (and any additional position which requires an employee to work more than the normal school year) will be considered on par with all school-year positions in any situation involving displacement and/or layoff. Paraprofessionals will be able to displace based on weekly hours. Refusal to accept a longer work year will result in termination of the employee and will be considered just cause for termination. (1) Displaced paraprofessionals who are reassigned to a special education position may opt instead for a voluntary layoff. (2) Laid off general paraprofessionals who are recalled to special education assignment for which they feel unsuited may opt to remain on lay-off until an assignment arises within their classification, unless everyone on the lay off list has refused the assignment. Then the general education paraprofessional employee must accept the assignment when it is offered again. (3) If remaining on lay-off would cause the District to hire a new employee the recalled paraprofessional must accept the assignment or be terminated. F. Guidelines for displacement and re-assignment are described in Appendix A.

Displaced Employees. A. Displacement within the classification will be by seniority. Upon exhaustion of classification seniorityAs used in this section, the employee will then be assigned to term school closing means the displacement pool for assignment, bargaining unit seniority permitting. B. Displaced employees who are considered (1) Full-time actual closing of a building and the preceding school year six (6) hours or more may accept available work term redistricting means the redistribution of part-time employmentpupil population. (2a) Part-time employees The District will endeavor to adhere to the following procedure which governs the placement of an employee who is displaced because of a school closing: (i) The District will provide a listing of known unit vacancies to the Association president by June first of the year in which a school will be offered full time work upon refusal by full-time employees six (6) hours or moreclosed. The list will also be posted in each building. (3ii) Displaced The District will forward an assignment preference sheet (Appendix D) to employees who will be afforded an opportunity displaced because of a school closing. The assignment preference sheet will be distributed at preferred substitute workthe time of the posting of the list described in subdivision (I) of paragraph (a) of this section. The assignment preference sheet shall be returned to the District office within five business days. (4b) Displaced employees The District will be assigned by classification, according endeavor to seniority. If no one holds that particular classification, placement will be made by bargaining unit seniority. C. Employees who are reduced in hours by 25% or more from initial hours as of September 1st of each year shall have the option of displacing the lowest seniority person in his/her classification who has comparable hours and/or hours as close as possible. Employees who do not qualify for benefits due adhere to the reduction following procedure which governs the placement of hours, shall have the option of displacing the lowest seniority person in his/her classification who qualifies for benefits. D. The 52-week position of workroom paraprofessional and the 45-week position of textbook inventory paraprofessional (and any additional position which requires an employee who is displaced because of redistricting: (i) The District will provide a listing of known unit vacancies to work more than the normal school year) will be considered on par with all school-year positions in any situation involving displacement and/or layoff. Paraprofessionals will be able to displace based on weekly hours. Refusal to accept a longer work year will result in termination Association president by May fifteenth of the employee and year in which redistricting will occur. The list will also be considered just cause for terminationposted in each building. (1ii) Displaced paraprofessionals who are reassigned The District will forward an assignment preference sheet (Appendix D) to a special education position may opt instead for a voluntary layoffemployees in the school whose student population will be distributed. The assignment preference sheet will be distributed at the time of the posting of the list described in subdivision (i) of paragraph (a) of this section. The assignment preference sheet shall be returned to the District office within five business days. (2c) Laid off general paraprofessionals who If an involuntary transfer must be made, it will be determined by an employee's work experience. (d) The District will make every reasonable effort to assign displaced employees according to their preference and to make known their assignments by the end of the school year providing that the employees are recalled to special education assignment for which they feel unsuited may opt to remain not on lay-off until an assignment arises within their classification, unless everyone on the lay off list has refused the assignment. Then the general education paraprofessional employee must accept the assignment when it is offered againstatus. (3) If remaining on lay-off would cause the District to hire a new employee the recalled paraprofessional must accept the assignment or be terminated. F. Guidelines for displacement and re-assignment are described in Appendix A.

Displaced Employees. A. Displacement within the classification will be by seniority. Upon exhaustion of classification seniority, the employee will then be assigned to the displacement pool for assignment, bargaining unit seniority permitting. B. Displaced employees who are considered (1) Full-time the preceding school year six (6) hours or more may accept available work of part-time employment. (2) Part-time employees will be offered full time work upon refusal by full-time employees six (6) hours or more. (3) Displaced employees will be afforded an opportunity at preferred substitute work. (4) Displaced employees will be assigned by classification, according to seniority. If no one holds that particular classification, placement will be made by bargaining unit seniority. C. Employees who are reduced in hours by 25% or more from initial hours as of September 1st of each year shall have the option of displacing the lowest seniority person in his/her classification who has comparable hours and/or hours as close as possible. Employees who do not qualify for benefits due to the reduction of hours, shall have the option of displacing the lowest seniority person in his/her classification who qualifies for benefits. D. The 52-week position of workroom paraprofessional and the 45-week position of textbook inventory paraprofessional (and any additional position which requires an employee to work more than the normal school year) will be considered on par with all school-year positions in any situation involving displacement and/or layoff. Paraprofessionals will be able to displace based on weekly hours. Refusal to accept a longer work year will result in termination of the employee and will be considered just cause for termination. (1) Displaced paraprofessionals who are reassigned to a special education position may opt instead for a voluntary layoff. (2) Laid off general paraprofessionals who are recalled to special education assignment for which they feel unsuited may opt to remain on lay-off until an assignment arises within their classification, unless everyone on the lay off layoff list has refused the assignment. Then the general education paraprofessional employee must accept the assignment when it is offered again. (3) If remaining on lay-off would cause the District to hire a new employee the recalled paraprofessional must accept the assignment or be terminated. F. Guidelines for displacement and re-assignment are described in Appendix A.