Common use of Involuntary Reassignment Clause in Contracts

Involuntary Reassignment. a. Involuntary reassignment shall mean a District-initiated reassignment from one school or site to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license. b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin. c. The involuntary reassignment of an SSP Employee should be used to best meet the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment. d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, a similar position arises at the SSP Employee’s previous school or site, the employee will be given an opportunity to return if they desire. h. Once notified of the need for involuntary reassignments by the appropriate District department leader, or designee, the affected SSP Employee will still have the opportunity to pursue voluntary reassignment.

Involuntary Reassignment. 1. The following guidelines shall be observed in making an involuntary reassignment: a. Involuntary No vacancy will be filled by means of a reassignment or outside hire without first considering a properly certified volunteer available to fill such position. Such decisions will not be made on an arbitrary, capricious, or discriminatory basis. b. Tentative teaching schedules will be made available to staff by the end of the school year. Notification of reassignments will be made as soon as possible, but no later than July 10 except in the case of unforeseen emergencies such as late vacancies, classroom course enrollment, or problems with data processing equipment/systems. c. When an involuntary reassignment is necessary, a teacher’s area of certification and length of service in the District shall mean a District-initiated reassignment from one school or site to anotherbe considered when determining who will be reassigned. The District will move the belongings and Association recognize the need for some reassignments materials of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they bargaining unit members who are not qualified by academic preparation or license. b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin. c. The involuntary reassignment of an SSP Employee should be used to best meet the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignmentinvoluntarily reassigned. d. In order If said involuntary reassignment is from building to ensure building, the most transparent reassignment will be made only after an opportunity for a meeting between those involved and effective the Superintendent or his/her designee. Those involved will have at least forty-eight (48) hours’ notice of the opportunity for a meeting and the subject to be discussed. The teacher may, at his/her option, have a representative of the Association present at such a meeting. If the involuntary reassignment processis at the building level, SSP Employees reassignment will be made only after an opportunity for a meeting between those involved and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffingBuilding Principal and/or the Superintendent. e. In an effort to provide clarity and transparency for Before the need for involuntary reassignmentreassignment occurs, a list of posted positions in the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a made available to all teachers being reassigned. Such teachers may request for volunteer(s) the positions, in order of preference, to which they desire to be reassigned. If no SSP Employee volunteers Every effort will be made by the Administration to be reassigned, the District and the Association agree honor that meeting the needs assignee’s first choice of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Planassignment. f. The appropriate District department leader, A teacher being involuntarily reassigned will be placed in a position which involves no reduction in rank or designee, will preliminarily inform the Office in total compensation and/or impairment of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writingseniority. g. Any SSP Employee being No teacher in K-4 core subjects shall be involuntarily reassigned may request two (2) consecutive years. No teacher shall be involuntarily transferred mid year unless such transfers are the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, result of a similar position arises at the SSP Employee’s previous school or site, the employee will be given an opportunity to return if they desirereduction in force. h. Once notified of the need for involuntary reassignments by the appropriate District department leader, or designee, the affected SSP Employee will still have the opportunity to pursue voluntary reassignment.

Involuntary Reassignment. a. Involuntary reassignment 9.4.1 Before an involuntary assignment to a vacant position, the supervisor shall mean a District-initiated reassignment from one school or site to anotherinform staff of any unfilled assignments, and ask for volunteers. The District and Association recognize supervisor has the need for some reassignments of SSP Employees may discretion to determine who will be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or licensereassigned. b. All District-initiated reassignment(s9.4.2 In consultation with the supervisor, an elementary teacher involuntarily reassigned during the school year, upon request, shall receive up to two hundred dollars ($200) must be completed before the voluntary reassignment process will begin. c. The involuntary reassignment of an SSP Employee should for that year to be used to best meet purchase teaching supplies for the needs new assignment. Support staff and Early Childhood Education (ECE) Program teachers are excluded from this provision. The provisions of this section will not apply when there is a necessity to close all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignmentor part of a school facility. d. In order to ensure 9.4.3 K-12 classroom teachers involuntarily reassigned within ten days before the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification start of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting during the needs of school year to teach a different grade level s/he has not taught within the District’s strategic plan. i. Should there previous two (2) years shall be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan provided two (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (52) days of release time for preparation purposes before the Office assumption of Human Resources confirming the need for involuntary reassignment, new position/assignment or at a time mutually agreed upon by the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources teacher and the Cherry Creek receiving administrator. Early Childhood Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writingteachers are excluded from this provision. g. Any SSP Employee being involuntarily reassigned may request 9.4.4 Involuntary reassignments shall not be used for punitive purposes or in the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, place of a similar position arises at the SSP Employee’s previous school or site, the employee proper performance review. 9.4.5 K-12 teachers will be given an opportunity to return if they desirenotice of their intended assignment for the Fall semester no later than the last day of school. Teachers whose assignment changes over the summer recess shall be notified as soon as possible. h. Once notified of the need for involuntary reassignments 9.4.6 Teachers involuntarily reassigned shall be provided assistance by the appropriate District department leaderin the moving of boxes and equipment from the old location to the new location. Teachers shall be paid up to twelve (12) hours at the curriculum development rate if packing, moving and unpacking is done beyond the paid duty day or designeeoutside the normal school year. 9.4.7 Teachers who are required by a supervisor, including principals and vice principals, to move classrooms shall be paid up to twelve (12) hours at the affected SSP Employee curriculum development rate if packing, moving and unpacking will still have be done beyond the opportunity duty day or outside the normal school year. This section shall apply to pursue voluntary reassignmentgrades pre-kindergarten through twelfth grade, and to teachers at the Berkeley Adult School.

Involuntary Reassignment. a. Involuntary reassignment shall mean a District-initiated reassignment from one school or site Absent circumstances requiring immediate action and prior to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that an involuntary reassignment should the District will seek volunteers. Whenever practicable, the teacher shall be held to given not less than thirty (30) days prior notice of a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license. b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin. c. The substantial involuntary reassignment of duties or of a reassignment of work location to another community. The spouse of a married teaching couple shall not be reassigned involuntarily to a work location in a community different from that of the other spouse. When an SSP Employee should be used to best meet involuntary reassignment of location is made during the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment. d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignmentschool year, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there teacher shall be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a granted upon request for volunteer(s) up to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of compensated leave to put personal affairs in order and to move. If the Office teacher is given a substantial involuntary reassignment of Human Resources confirming duties during the need for involuntary reassignmentschool year, the appropriate District department leaderreassignment shall be noted on the teacher's evaluations. Upon request by the teacher to the supervisor and/or the Superintendent, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring a meeting shall be held to discuss an involuntary reassignment. These notices Certification, housing and seniority shall be considered in involuntary reassignments. The District will contain the reason(s) for provide compensation to teachers who must move because of an involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) yearThe teacher shall have the freedom to plan, a similar position arises at develop, and implement teaching techniques and methodologies and to present content and materials subject to sound professional judgment, in keeping with applicable course outlines, curriculum guides, and the SSP Employee’s previous school or sitedesignated instructional program, and appropriate for the employee will be given an opportunity subject, grade, and level taught. The District reserves final decision-making authority in all matters of educational policy including but not limited to return if they desire. h. Once notified the selection of instructional materials and the determination of the need for involuntary reassignments curriculum and educational programs. No mechanical or electronic device shall be installed in any classroom or brought in on a temporary basis, unless approved by the appropriate District department leaderteacher, which would allow a person to be able to listen or designee, record the affected SSP Employee will still have the opportunity to pursue voluntary reassignmentprocedures in any class.

Involuntary Reassignment. a. Involuntary reassignment shall mean a District-initiated reassignment from one school or site to another(ref. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license. b. All District-initiated reassignment(sPolicy 1016) must be completed before the voluntary reassignment process will begin. c. The In effecting involuntary reassignment of an SSP Employee should be used permanent teachers due to best meet the needs of all students building reorganization, decrease in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment. d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leaderenrollment, or designeemodification of curricular offering, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, a similar position arises at the SSP Employee’s previous school or site, the employee consideration will be given an opportunity to return the following prioritized criteria: 1. certification, 2. length of service in the Xxxxxxxx-Florissant School District, 3. recent experience in area of need, 4. contribution the staff member can make to the academic program in the position to be filled. Teachers who are reassigned will be given specific reasons for their reassignment. Teachers displaced due to reasons stated above will be placed prior to probationary teachers. Other applicants will not be considered for the position until all permanent and probationary teachers have been placed. Where possible, teachers to be involuntarily reassigned for the reasons set forth in this policy, will be notified prior to May 15 and will be surveyed in writing to determine their interest in any known vacancies. However, principals may recommend to the Human Resources Office staff selections for their buildings. Within 24 months of June 1 after reassignment, if a position becomes available in the elementary building or secondary department and building from which a teacher has been involuntarily reassigned because of District reorganization or decrease in school enrollment or curricular offerings, that teacher will be reassigned to that building upon request. Teachers so affected will be given notice of such openings so that they desire. h. Once notified may electronically express their interest in writing to the Human Resources Office. Involuntary reassignment of certificated personnel may be grieved at the third step of the need for involuntary reassignments by grievance procedure. Employees should not be involuntarily reassigned because of health problems or disability as long as the appropriate District department leader, or designeephysical condition does not interfere with job requirements and a physician certifies that the employee is capable of performing the duties. When an employee develops a disability, the affected SSP Employee will still have Board, at its discretion, as 9 specified in the opportunity to pursue voluntary reassignmentAmericans with Disabilities Act may approve placement of the employee in an open position where the duties required are compatible with the teacher’s physical ability, classification, and qualifications.

Involuntary Reassignment. a. Involuntary reassignment shall mean a District-initiated reassignment from one school or site Absent circumstances requiring immediate action and prior to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that an involuntary reassignment should the District will seek volunteers. Whenever practicable, the teacher shall be held to given not less than thirty (30) days prior notice of a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license. b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin. c. The substantial involuntary reassignment of duties or of a reassignment of work location to another community. The spouse of a married teaching couple shall not be reassigned involuntarily to a work location in a community different from that of the other spouse. When an SSP Employee should be used to best meet involuntary reassignment of location is made during the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment. d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignmentschool year, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there teacher shall be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a granted upon request for volunteer(s) up to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of compensated leave to put personal affairs in order and to move. If the Office teacher is given a substantial involuntary reassignment of Human Resources confirming duties during the need for involuntary reassignmentschool year, the appropriate District department leaderreassignment shall be noted on the teacher's evaluations. Upon request by the teacher to the supervisor and/or the Superintendent, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring a meeting shall be held to discuss an involuntary reassignment. These notices Certification, housing and seniority shall be considered in involuntary reassignments. The District will contain the reason(s) for provide compensation to teachers who must move because of an involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) yearThe teacher shall have the freedom to plan, a similar position arises at develop, and implement teaching techniques and methodologies and to present content and materials subject to sound professional judgment, in keeping with applicable course outlines, curriculum guides, and the SSP Employee’s previous school or sitedesignated instructional program, and appropriate for the employee will be given an opportunity subject, grade, and level taught. The District reserves final decision-•‐making authority in all matters of educational policy including but not limited to return if they desire. h. Once notified the selection of instructional materials and the determination of the need for involuntary reassignments curriculum and educational programs. No mechanical or electronic device shall be installed in any classroom or brought in on a temporary basis, unless approved by the appropriate District department leaderteacher, which would allow a person to be able to listen or designee, record the affected SSP Employee will still have the opportunity to pursue voluntary reassignmentprocedures in any class.

Involuntary Reassignment. a. Involuntary reassignment Section 1. While involuntary reassignments shall mean a District-initiated reassignment from one school or site to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held kept to a minimum, pursuant to the Employer's education mission, it may become necessary to involuntarily reassign a unit employee either from one school location to another school location or from one assignment in one grade/subject area to another grade/subject area with different qualifications standards from the grade/subject area currently being taught. The Employer will accomplish such reassignments through the use of qualified volunteers from a) the commuting area and involuntary reassignments should not result in b) the district. The Employer will take all possible steps to avoid an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license. b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin. c. The involuntary reassignment of an SSP Employee should be used to best meet the needs of all students a married unit educator that results in the District, and every reasonable effort should be made educator being moved to ensure continuity and consistency in assignments. Maintaining open communication with a duty station so far from the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignmentspouse that they cannot maintain a common dwelling. d. In order to ensure the most transparent and effective reassignment processSection 2. Whenever qualified volunteers are not available, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan individual may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) selected for involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendentwith at least three (3) weeks advance notice. However, or designee, to review the recommendation for reassignment. If within these changes must not be arbitrary and cannot be made more than one (1) yeartime in a three (3) year period. The written notice of involuntary reassignment will contain the following as a minimum: A. location and teaching category of the new assignment; B. reason(s) for the reassignment, and why the unit employee was selected; C. an opportunity for the individual to give reasons why he/she should not be reassigned. The employee should include any extenuating circumstances of a similar position arises at the SSP Employee’s previous school or site, personal nature which the employee will feels should be given an opportunity to return if they desiretaken into consideration in the statement. No reassignment shall be made until the Employer has fully considered the circumstances and reasons provided by the employee in Section 2C of this Article and there are no other alternatives remaining. h. Once notified of the need for Section 3. The parties agree that involuntary reassignments by are to be used to meet the appropriate District department leader, or designee, the affected SSP Employee will still have the opportunity to pursue voluntary reassignmentEmployer’s educational mission and cannot be used as a disciplinary measure for unit educators.

Involuntary Reassignment. The District will consider the requests of present staff before making an involuntary reassignment. A District administrator shall discuss and consider the reassignment with the teacher before making an involuntary reassignment. This latter requirement shall not apply during any time when the teacher is not available. Seniority shall be considered before and during any time when the teacher is not available. Seniority shall be considered before a District administrator finalizes the assignment but may not be the sole determining factor. a. Involuntary reassignments shall be made only after efforts have been made to make the reassignment shall mean a District-initiated reassignment from one school or site to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or licensevoluntary. b. All District-initiated reassignment(sAn involuntary reassignment will be made only after a meeting has occurred between the teacher(s) must and administrator(s) involved unless the teacher is not available. 1) At such meeting, the necessity and rationale for the reassignment shall be completed before discussed and explained. 2) The unit member may request and shall receive written reasons for the voluntary involuntary reassignment process will beginfollowing said meeting. 3) If the employee objects to the reassignment, the unit member may request to meet with the Superintendent who shall meet with the unit member in an effort to resolve the objection. c. The involuntary Seniority shall be a primary criteria considered before a District administrator finalizes a reassignment but may not be the sole determining factor. Other factors include the best interests of an SSP Employee should be used to best meet the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignmentstudents. d. In order to ensure the most transparent event seniority is not the determining criterion, the unit member shall receive the reasons(s) and effective reassignment processrationale for utilizing another criterion, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffingin writing if requested. e. In Notice of an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) given to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. iian employee as soon as practical. The District will make a good faith every effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan give three (DIP3) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject weeks notice prior to the DIP or Remediation Planeffective date of the involuntary reassignment. Notification will be given by all phone numbers on file and personal and work emails. f. The appropriate District department leader, or designee, A list of vacancies will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writingbe made available upon request to any employee being involuntarily reassigned. g. Any SSP Employee being involuntarily reassigned may request the SuperintendentIn no case shall an involuntary reassignment be made for any disciplinary reason or to punish, reprimand, or designeedeprive an employee for any past, to review the recommendation for reassignment. If within one (1) year, a similar position arises at the SSP Employee’s previous school or site, the employee will be given an opportunity to return if they desire. h. Once notified of the need for involuntary reassignments by the appropriate District department leaderpresent, or designee, the affected SSP Employee will still have the opportunity to pursue voluntary reassignmentfuture actions or lack of action by said employee.

Involuntary Reassignment. a. Involuntary The Agency may, at its discretion, direct the reassignment shall mean a District-initiated of bargaining unit employees. The reassignment may be from one school location to another or site from one grade/subject area to another. The District and Association recognize In deciding to direct an employee’s reassignment, the need for some reassignments Agency will consider the impact on bargaining unit employees when the reassignment is outside of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or licensethe employee’s normal commuting area. b. All District-initiated reassignment(s) must be completed before When the voluntary reassignment process will begin. c. The involuntary reassignment of an SSP Employee should be used to best meet Agency reassigns any unit member outside the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment. d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through employee’s normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, a similar position arises at the SSP Employee’s previous school or sitecommuting area, the employee will be given at least thirty (30) days advance notice except in the case of an emergency. c. When the Agency reassigns any unit member to a new room location, the employee will be given at least four (4) days advance notice except in the case of an emergency. d. Prior to the Agency involuntarily reassigning any unit member to a new location, the Agency will first consider seeking qualified volunteers for the reassignment. If there are no qualified volunteers the Agency, in its sole discretion may consider the use of a neutral selection methodology i.e., Service Computation Date. e. In the event a bargaining unit member is selected for an involuntary reassignment, the unit member will be given an opportunity to return if they desireprovide reasons why he/she should not be reassigned and/or, to suggest alternative ways to fulfill mission requirements. h. Once notified f. The Agency will consider any written request by a unit member to return to the school location, grade, or subject area from which he/she was involuntarily reassigned. g. Employees who are reassigned to a different school or classroom location or to a different grade (elementary school grade) or subject that requires a physical move shall receive: (1) Packing materials and assistance with packing, moving, and unpacking; (2) Access to the school building if needed; (3) Up to two and one-half (2 ½ ) workdays of release time from assigned duties to accomplish the move. Additional release time may be granted at the discretion of the need supervisor, if requested in writing and include the justification for involuntary reassignments by additional time, and; (4) In the appropriate District department leader, event the employee is directed to complete the move outside the duty day or designeework year, the affected SSP Employee employee will still have the opportunity to pursue voluntary reassignmentbe paid at his/her earned hourly rate.

Involuntary Reassignment. a. Involuntary reassignment 9.4.1 Before an involuntary assignment to a vacant position is made, the administrator shall mean a District-initiated reassignment from one school or site to anotherinform staff of any unfilled assignments, and ask for volunteers. The District and Association recognize administrator has the need for some reassignments of SSP Employees may discretion to determine who will be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or licensereassigned. b. All District-initiated reassignment(s) must be completed before 9.4.2 In consultation with the voluntary reassignment process will begin. c. The involuntary reassignment of principal, an SSP Employee should elementary teacher involuntarily reassigned during the school year, upon request, shall receive up to $200 for that year to be used to best meet purchase teaching supplies for the needs new assignment. Support staff and Child Development Program teachers are excluded from this provision. The provisions of this section will not apply when there is a necessity to close all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignmentor part of a school facility. d. In order to ensure 9.4.3 K-12 classroom teachers involuntarily reassigned within ten days before the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification start of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting during the needs of school year to teach a different grade level he/she has not taught within the District’s strategic plan. i. Should there previous two (2) years shall be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan provided two (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (52) days of release time for preparation purposes prior to the Office assumption of Human Resources confirming the need for involuntary reassignment, new position/assignment or at a time mutually agreed upon by the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources teacher and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignmentreceiving administrator. These notices will contain the reason(s) for involuntary reassignment in writingChild Development Center teachers are excluded from this provision. g. Any SSP Employee being involuntarily reassigned may request 9.4.4 Involuntary reassignments shall not be used for punitive purposes or in the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, place of a similar position arises at the SSP Employee’s previous school or site, the employee proper performance review. 9.4.5 K-12 teachers will be given an opportunity to return notice of their intended assignment for the Fall semester no later than the last day of school. Teachers shall be notified as soon as possible if they desirea teaching assignment changes over the summer. h. Once notified 9.4.6 Teachers involuntarily reassigned shall be provided assistance by BUSD in the moving of boxes and equipment from the need for involuntary reassignments old location to the new location. Teachers shall be paid up to twelve (12) hours at the curriculum development rate if packing, moving and unpacking is done beyond the paid duty day or outside the normal school year. 9.4.7 Teachers who are required by a District administrator, including principals and vice principals, to move classrooms shall be paid up to twelve (12) hours at the appropriate District department leadercurriculum development rate if packing, moving and unpacking will be done beyond the duty day or designeeoutside the normal school year. This section shall apply to grades pre-kindergarten through twelve, and to teachers at the affected SSP Employee will still have the opportunity to pursue voluntary reassignmentBerkeley Adult School.