Common use of FURLOUGH AND REDUCTION IN FORCE Clause in Contracts

FURLOUGH AND REDUCTION IN FORCE. The Superintendent of Schools shall have the responsibility for determining the number of classified positions employed by the school district. If the Superintendent determines the need to reduce the number of classified positions, the Superintendent may, in his/her discretion, furlough classified employees for a specified period not to exceed ninety (90) days or declare a reduction in force. In either event, the following administrative implemental procedures shall take full force and effect and shall apply to all classified employees. 1. If a reduction in force is necessary, the greatest possible reduction shall be accomplished through attrition. 2. If a reduction in force is necessary, the remaining reduction in the number of positions shall be accomplished by layoff. a. The reduction shall be applied to the largest group of classified positions which may be reasonable considered. The Superintendent or designee shall consult with union representatives prior to determining the group or groups of classified positions from which the reduction shall be made. b. Within each specified classified group, classified employees shall be selected by the respective administrative for layoff in the following order: 1) Probationary classified employees within the 90 day probationary period. 2) Classified employees on probation when a reduction in force is declared. 3) Classified employees who are on a Plan of Assistance when a reduction in force is declared. 4) Within each of the above sub- paragraphs, if two or more classified employees are otherwise equally eligible for selection, employees with shorter lengths of total seniority within the district will be selected before those with longer lengths of total district seniority. 5) Following the above procedures, if two or more classified employees are equally eligible based on total seniority in the district, employees with the shorter lengths of current employment within the position will be selected before those of longer length of current employment. c. After implementing such a reduction procedure, the list of names of laid off classified employees shall be maintained by the Human Resources Division for two (2) years. d. Any classified employee who has been so laid off shall no longer be considered an employee and shall have no employee rights or benefits other than those required by law or by this policy. e. Any classified employee who has been so laid off may retain membership in the Board provided health coverage plan for a period of up to 18 months. However, the Board shall make no contribution and the employee must make advance arrangements for payment of premiums with the Employee Benefits and Insurance Management Office. f. It is the responsibility of the listed laid off classified employee to keep the Human Resources Division informed of their current contact information, i.e., e-mail address, current address, and phone number. Additionally, the laid off employee will maintain a current electronic employment application with Human Resources. g. The named classified employee on the list will be considered an internal application. If a classified vacancy occurs within two (2) years for which the named classified employee on the list is qualified, the employee will be contacted to interview for the open position. The usual employment procedures will be followed in determining the fitness for employment. h. If any classified employee on the list waives recall rights in writing, fails to accept recall to a position for which the employee is qualified, fails to respond within 10 days to a recall notice sent to the latest address furnished to Human Resources Division, or fails to report for duty in the accepted position, the name of such classified employee shall be removed from the list and such classified employee shall have no further recall rights. i. Any classified employee who is recalled shall regain all employment benefits to which he/she was entitled at the time of layoff. However, no benefits may be accrued during the period of unemployment and the classified employee shall be subject to all changes in employment conditions which have been made in the interim. j. In lieu of a reduction in force, the Superintendent may determine, in his/her discretion, that there is a need to furlough classified employees for a specified period not to exceed ninety (90) days. If so, the measures set forth in paragraph 2 above will govern the selection of employees for furlough, and the measures set forth in paragraphs 3, 4, 5, 6, 7, 8 and 9 will apply to employees who have been furloughed. If necessary, the Superintendent may determine in his/her discretion that it is necessary to eliminate the positions of and lay off employees who have been furloughed. k. Employees on furloughed status shall retain vacation and/or temporary leave balances, and longevity status, accrued as of the date on which the employee is furloughed; however, no additional vacation and/or temporary leave, or longevity, will accrue during the furlough period. Furloughed employees are eligible to retain health and dental coverage in place as of the date they are furloughed, subject to the terms and conditions of the applicable plan(s). Furloughed employees remain responsible for their share of the cost of their coverage, with payment of the employee’s share due at the same time as it would be made if by payroll deduction, or by an alternate payment schedule approved by Employee Benefits.

FURLOUGH AND REDUCTION IN FORCE. The Superintendent of Schools shall have the responsibility for determining the number of classified safety services positions employed by the school district. If the Superintendent determines the need to reduce the number of classified safety services positions, the Superintendent may, in his/her discretion, furlough classified safety services employees for a specified period not to exceed ninety (90) days or declare a reduction in force. In either event, the following administrative implemental procedures shall take full force and effect and shall apply to all classified safety services employees. 1. If a reduction in force is necessary, the greatest possible reduction shall be accomplished through attrition. 2. If a reduction in force is necessary, the remaining reduction in the number of positions shall be accomplished by layoff. a. The reduction shall be applied to the largest group of classified safety services positions which may be reasonable considered. The Superintendent or designee shall consult with union representatives prior to determining the group or groups of classified safety services positions from which the reduction shall be made. b. Within each specified classified group, classified safety services employees shall be selected by the respective administrative for layoff in the following order: 1) Probationary classified safety services employees within the 90 day probationary period. 2) Classified Safety services employees on probation when a reduction in force is declared. 3) Classified Safety services employees who are on a Plan of Assistance when a reduction in force is declared. 4) Within each of the above sub- paragraphs, if two or more classified safety services employees are otherwise equally eligible for selection, employees with shorter lengths of total seniority within the district will be selected before those with longer lengths of total district seniority. 5) Following the above procedures, if two or more classified safety services employees are equally eligible based on total seniority in the district, employees with the shorter lengths of current employment within the position will be selected before those of longer length of current employment. c. After implementing such a reduction procedure, the list of names of laid off classified safety services employees shall be maintained by the Human Resources Division for two (2) years. d. Any classified safety services employee who has been so laid off shall no longer be considered an employee and shall have no employee rights or benefits other than those required by law or by this policy. e. Any classified safety services employee who has been so laid off may retain membership in the Board provided health coverage plan for a period of up to 18 months. However, the Board shall make no contribution and the employee must make advance arrangements for payment of premiums with the Employee Benefits and Insurance Management Office. f. It is the responsibility of the listed laid off classified safety services employee to keep the Human Resources Division informed of their current contact information, i.e., e-mail address, current address, and phone number. Additionally, the laid off employee will maintain a current electronic employment application with Human Resources. g. The named classified safety services employee on the list will be considered an internal application. If a classified safety services vacancy occurs within two (2) years for which the named classified safety services employee on the list is qualified, the employee will be contacted to interview for the open position. The usual employment procedures will be followed in determining the fitness for employment. h. If any classified safety services employee on the list waives recall rights in writing, fails to accept recall to a position for which the employee is qualified, fails to respond within 10 days to a recall notice sent to the latest address furnished to Human Resources Division, or fails to report for duty in the accepted position, the name of such classified safety services employee shall be removed from the list and such classified safety services employee shall have no further recall rights. i. Any classified safety services employee who is recalled shall regain all employment benefits to which he/she was entitled at the time of layoff. However, no benefits may be accrued during the period of unemployment and the classified safety services employee shall be subject to all changes in employment conditions which have been made in the interim. j. In lieu of a reduction in force, the Superintendent may determine, in his/her discretion, that there is a need to furlough classified safety services employees for a specified period not to exceed ninety (90) days. If so, the measures set forth in paragraph 2 above will govern the selection of employees for furlough, and the measures set forth in paragraphs 3, 4, 5, 6, 7, 8 and 9 will apply to employees who have been furloughed. If necessary, the Superintendent may determine in his/her discretion that it is necessary to eliminate the positions of and lay off employees who have been furloughed. k. Employees on furloughed status shall retain vacation and/or temporary leave balances, and longevity status, accrued as of the date on which the employee is furloughed; however, no additional vacation and/or temporary leave, or longevity, will accrue during the furlough period. Furloughed employees are eligible to retain health and dental coverage in place as of the date they are furloughed, subject to the terms and conditions of the applicable plan(s). Furloughed employees remain responsible for their share of the cost of their coverage, with payment of the employee’s share due at the same time as it would be made if by payroll deduction, or by an alternate payment schedule approved by Employee Benefits.

FURLOUGH AND REDUCTION IN FORCE. The Superintendent of Schools shall have the responsibility for determining the number of classified positions employed by the school district. If the Superintendent determines the need to reduce the number of classified positions, the Superintendent may, in his/her discretion, furlough classified employees for a specified period not to exceed ninety (90) days or declare a reduction in force. In either event, the following administrative implemental procedures shall take full force and effect effect, and shall apply to all classified employees. 1. If a reduction in force is necessary, the greatest possible reduction shall be accomplished through attrition. 2. If a reduction in force is necessary, the remaining reduction in the number of positions shall be accomplished by layoff. a. The reduction shall be applied to the largest group of classified positions which may be reasonable considered. The Superintendent or designee shall consult with union representatives prior to determining the group or groups of classified positions from which the reduction shall be made. b. Within each specified classified group, classified employees shall be selected by the respective administrative for layoff in the following order: 1) Probationary classified employees within the 90 day probationary period. 2) Classified employees on probation when a reduction in force is declared. 3) Classified employees who are on a Plan of Assistance when a reduction in force is declared. 4) Within each of the above sub- paragraphs, if two or more classified employees are otherwise equally eligible for selection, employees with shorter lengths of total seniority within the district will be selected before those with longer lengths of total district seniority. 5) Following the above procedures, if two or more classified employees are equally eligible based on total seniority in the district, employees with the shorter lengths of current employment within the position will be selected before those of longer length of current employment. c. After implementing such a reduction procedure, the list of names of laid off classified employees shall be maintained by the Human Resources Division for two (2) years. d. Any classified employee who has been so laid off shall no longer be considered an employee and shall have no employee rights or benefits other than those required by law or by this policy. e. Any classified employee who has been so laid off may retain membership in the Board provided health coverage plan for a period of up to 18 months. However, the Board shall make no contribution and the employee must make advance arrangements for payment of premiums with the Employee Benefits and Insurance Management Office. f. It is the responsibility of the listed laid off classified employee to keep the Human Resources Division informed of their current contact information, i.e., e-mail address, current address, and phone number. Additionally, the laid off employee will maintain a current electronic employment application with Human Resources. g. The named classified employee on the list will be considered an internal application. If a classified vacancy occurs within two (2) years for which the named classified employee on the list is qualified, the employee will be contacted to interview for the open position. The usual employment procedures will be followed in determining the fitness for employment. h. If any classified employee on the list waives recall rights in writing, fails to accept recall to a position for which the employee is qualified, fails to respond within 10 days to a recall notice sent to the latest address furnished to Human Resources Division, or fails to report for duty in the accepted position, the name of such classified employee shall be removed from the list and such classified employee shall have no further recall rights. i. Any classified employee who is recalled shall regain all employment benefits to which he/she was entitled at the time of layoff. However, no benefits may be accrued during the period of unemployment and the classified employee shall be subject to all changes in employment conditions which have been made in the interim. j. In lieu of a reduction in force, the Superintendent may determine, in his/her discretion, that there is a need to furlough classified employees for a specified period not to exceed ninety (90) days. If so, the measures set forth in paragraph 2 above will govern the selection of employees for furlough, and the measures set forth in paragraphs 3, 4, 5, 6, 7, 8 and 9 will apply to employees who have been furloughed. If necessary, the Superintendent may determine in his/her discretion that it is necessary to eliminate the positions of and lay off employees who have been furloughed. k. Employees on furloughed status shall retain vacation and/or temporary leave balances, and longevity status, accrued as of the date on which the employee is furloughed; however, no additional vacation and/or temporary leave, or longevity, will accrue during the furlough period. Furloughed employees are eligible to retain health and dental coverage in place as of the date they are furloughed, subject to the terms and conditions of the applicable plan(s). Furloughed employees remain responsible for their share of the cost of their coverage, with payment of the employee’s share due at the same time as it would be made if by payroll deduction, or by an alternate payment schedule approved by Employee Benefits.