Common use of Layoff and Recall (Reduction in Force Clause in Contracts

Layoff and Recall (Reduction in Force. A. In the event it becomes necessary to reduce classified staff due to lack of funds, lack of work, building closures, or abolishment the following procedure shall govern such layoffs: 1. The number of employees affected by reductions shall be kept to a minimum by attrition. 2. Prior to the Board instituting such reductions in the classified staff, the Board or its designee(s) and the Union or its designee(s) shall meet to discuss the reductions, and possible alternatives, no later than twenty (20) days prior to such reduction. B. If there is a reduction, the concept of job classification seniority shall prevail. Seniority shall be determined by the employee’s most recent date of hire with the Board in a particular job classification (for the purpose of this Article). Board approved, unpaid leaves of absence shall not constitute an interruption of continuous service, but such time on a leave of absence shall not be included in the calculation of seniority. In case of identical seniority, application date shall be considered and then an alphabetical selection by last name. C. When it has been determined that a reduction is necessary, either system-wide, within a classification or within a building, temporary or new employees in an initial probationary status shall be laid off first. D. Any employee affected by such a reduction, whether directly or indirectly, shall be granted bumping rights. E. Bumping shall be exercised on the basis of seniority as set forth in Section B(1). Any employee affected by such reduction may displace a less senior employee in the following order: 1. Within the same classification. 2. Within a classification the employee held previously. F. Ten (10) working days prior to the effective date of any layoff, the Board shall prepare a list containing names, seniority dates and classification, and indicate which employees are to be laid off and a copy shall be sent to the Union President. Each employee to be laid off shall be given a ten (10) working day advance written notice of the layoff with a statement advising the employee of his/her bumping and reinstatement rights. G. Any employee reduced in classification or laid off shall retain recall rights for a period of eighteen (18) months during which time the Board shall not hire any new employee to any classification affected by a reduction until all employees within the classification who were reduced or laid off have been offered an opportunity to be reinstated. Reinstatement from the recall list shall be to the same or equivalent position and hours as previously held prior to layoff by reverse order of seniority. However, an employee who may be offered lesser hours or a lesser position may refuse and shall not lose his/her standing on the recall list. If reinstated during this period, the employee shall resume all rights related to salary and fringe benefits. Notice of Reinstatement shall be made by personal service or by Registered or Certified Mail.

Layoff and Recall (Reduction in Force. A. In the event If it becomes necessary to reduce classified staff the number of employees in a job classification for the reasons set forth in ORC 3319.17, due to abolishment of positions, lack of funds, or lack of work, building closures, or abolishment the following procedure procedures shall govern such layoffslayoff: 1. The Board of Education shall determine in which classification the layoff should occur and the number of employees to be laid off. 2. The number of employees affected by reductions shall be kept to a minimum by attritionnot employing replacements, insofar as it is practical, for employees who resign, retire, or otherwise vacate a position. 23. Prior to the Board instituting such reductions in the classified staff, the Board or its designee(s) and the Union union or its designee(s) shall meet to discuss the reductions, and possible alternatives, no later than twenty (20) days prior to such reduction. B. If there is Prior to introducing any forced reductions in a classification, the parties have agreed to accept voluntary layoffs. C. Any employee affected by a reduction, whether directly or indirectly, shall be granted bumping rights. D. In any reduction, the concept of job classification seniority shall prevail. Seniority Job classification seniority shall be determined by the employee’s most recent date of hire with the Board in a particular job classification (for the purpose of this Article)classification. Board approved, unpaid approved leaves of absence shall not constitute an interruption of continuous service, but such time on a leave of absence shall not be included service or in the calculation of seniority. In case of identical seniority, application date shall be considered and then an alphabetical selection by last name. C. When it has been determined that a reduction is necessary, either system-wide, within a classification or within a building, temporary or new employees in an initial probationary status shall be laid off first. D. Any employee affected by such a reduction, whether directly or indirectly, shall be granted bumping rights. E. Employees electing to exercise their bumping rights in the case of a R.I.F. must do so in their classification, or to a contracted position in a classification they held previously. Bumping into a classification shall be exercised based on previous time in that classification. Placement on the basis salary schedule would be at the previous experience level in that classification. The administration may consider work records and evaluations in looking at the transfer of a RIFed employee to another position. F. The following classifications shall be used for the purpose of defining classification seniority as set forth in Section B(1). Any employee affected by such reduction may displace a less senior employee in the following orderevent of a layoff: 1. Within the same classification.bus drivers 2. Within a classification the employee held previously.lunchroom cashiers F. Ten 3. lunchroom cooks 4. custodians - night and day 5. maintenance/custodial (10) working days prior to the effective date of any layoff, the Board shall prepare a list containing names, seniority dates may only displace custodians-night and classification, and indicate which employees are to be laid off and a copy shall be sent to the Union President. Each employee to be laid off shall be given a ten (10) working day advance written notice of the layoff with a statement advising the employee of his/her bumping and reinstatement rights. G. Any employee reduced in classification or laid off shall retain recall rights for a period of eighteen (18) months during which time the Board shall not hire any new employee to any classification affected by a reduction until all employees within the classification who were reduced or laid off have been offered an opportunity to be reinstated. Reinstatement from the recall list shall be to the same or equivalent position and hours as previously held prior to layoff by reverse order of seniority. However, an employee who may be offered lesser hours or a lesser position may refuse and shall not lose his/her standing on the recall list. If reinstated during this period, the employee shall resume all rights related to salary and fringe benefits. Notice of Reinstatement shall be made by personal service or by Registered or Certified Mail.day)

Layoff and Recall (Reduction in Force. A. In the event If it becomes necessary to reduce classified staff the number of employees in a job classification for the reasons set forth in ORC 3319.17, due to abolishment of positions, lack of funds, or lack of work, building closures, or abolishment the following procedure procedures shall govern such layoffslayoff: 1. The Board of Education shall determine in which classification the layoff should occur and the number of employees to be laid off. 2. The number of employees affected by reductions shall be kept to a minimum by attritionnot employing replacements, insofar as it is practical, for employees who resign, retire, or otherwise vacate a position. 23. Prior to the Board instituting such reductions in the classified staff, the Board or its designee(s) and the Union union or its designee(s) shall meet to discuss the reductions, and possible alternatives, no later than twenty (20) days prior to such reduction. B. If there is X. Xxxxx to introducing any forced reductions in a classification, the parties have agreed to accept voluntary layoffs. C. Any employee affected by a reduction, whether directly or indirectly, shall be granted bumping rights. D. In any reduction, the concept of job classification seniority shall prevail. Seniority Job classification seniority shall be determined by the employee’s most recent date of hire with the Board in a particular job classification (for the purpose of this Article)classification. Board approved, unpaid approved leaves of absence shall not constitute an interruption of continuous service, but such time on a leave of absence shall not be included service or in the calculation of seniority. In case of identical seniority, application date shall be considered and then an alphabetical selection by last name. C. When it has been determined that a reduction is necessary, either system-wide, within a classification or within a building, temporary or new employees in an initial probationary status shall be laid off first. D. Any employee affected by such a reduction, whether directly or indirectly, shall be granted bumping rights. E. Employees electing to exercise their bumping rights in the case of a R.I.F. must do so in their classification, or to a contracted position in a classification they held previously. Bumping into a classification shall be exercised based on previous time in that classification. Placement on the basis salary schedule would be at the previous experience level in that classification. The administration may consider work records and evaluations in looking at the transfer of a RIFed employee to another position. F. The following classifications shall be used for the purpose of defining classification seniority as set forth in Section B(1). Any employee affected by such reduction may displace a less senior employee in the following orderevent of a layoff: 1. Within the same classification.bus drivers 2. Within a classification the employee held previously.lunchroom cashiers F. Ten 3. lunchroom cooks 4. custodians - night and day 5. maintenance/custodial (10) working days prior to the effective date of any layoff, the Board shall prepare a list containing names, seniority dates may only displace custodians-night and classification, and indicate which employees are to be laid off and a copy shall be sent to the Union President. Each employee to be laid off shall be given a ten (10) working day advance written notice of the layoff with a statement advising the employee of his/her bumping and reinstatement rights. G. Any employee reduced in classification or laid off shall retain recall rights for a period of eighteen (18) months during which time the Board shall not hire any new employee to any classification affected by a reduction until all employees within the classification who were reduced or laid off have been offered an opportunity to be reinstated. Reinstatement from the recall list shall be to the same or equivalent position and hours as previously held prior to layoff by reverse order of seniority. However, an employee who may be offered lesser hours or a lesser position may refuse and shall not lose his/her standing on the recall list. If reinstated during this period, the employee shall resume all rights related to salary and fringe benefits. Notice of Reinstatement shall be made by personal service or by Registered or Certified Mail.day)