Layoff Considerations Sample Clauses

Layoff Considerations. The selection of employees in the layoff unit to be laid off will be determined as follows: A. Where employees are equally qualified under (B) below, those employees will be retained who, in the judgment of the University, will best contribute to the mission and purpose of the University. In making such judgment, the University shall carefully consider employees' length of continuous university service, and shall take into account other appropriate factors, including but not limited to performance evaluation by students, peers, and supervisors, and the employee's academic training, professional reputation, teaching effectiveness, research record or quality of the creative activity in which the employee may be engaged, and service to the profession, community, and public. B. No employee with more than five (5) years of continuous university service shall be laid off if there are any such employees with five (5) years or less service. C. The sole instance in which only one (1) employee will constitute a layoff unit is when the functions that the employee performs constitute an area, program, or other level of organization at the University. D. The provisions of Article 13.2(B) above will apply unless the University determines that an Affirmative Action employment program will be adversely affected. When an Affirmative Action Program has been so affected, the University shall notify UFF-FGCU in writing. E. The University shall notify the local UFF-FGCU Chapter in writing regarding the use of adjunct and other non-unit faculty in those departments/units where employees have been laid off. The use of adjunct and other non-unit faculty in departments/units here employees have been laid off may be the subject of consultation meetings pursuant to Article 2.1. F. No tenured or multi-year employee shall be laid off solely for the purpose of creating a vacancy to be filled by an administrator entering the bargaining unit.

Layoff Considerations. (a) The University shall consider appropriate factors, including but not limited to, rank, length of continuous employment at the University, performance evaluations, the employee’s academic training and credentials, external professional reputation and experience, teaching effectiveness, research record, and service to the profession, community, and public prior to conducting any layoff. (b) In the event that more than one employee is being considered for a layoff, and said employees are substantially similar with respect to the factors in Section 18.2(a) above, seniority shall be the determinative factor, and the layoff shall occur in the inverse order of seniority. (c) An employee laid off under this section may request within twenty (20) days of the notification of a layoff a written justification for their selection to be laid off. Thereafter, the President or representative shall provide such statement within twenty (20) days following receipt of such request.

Layoff Considerations. A. Faculty members affected by a reduction in force will be determined by the following: i. Accreditation or approval standards of appropriate agencies such as, but not limited to SACSCOC, American Bar Association, and Accreditation Commission for Education in Nursing, and other appropriate agencies as applicable. ii. No continuing contract faculty member shall be released until all annual contract faculty serving in the discipline, or any discipline in which continuing contract faculty are credentialed and qualified to teach, have been considered for release from employment. The decision by the Board of Trustees under FLDOE rule 6A-14.0411 on which faculty members to release is final. B. Under provision of FLDOE rule 6A-14.0411, unit members credentialed and qualified to teach within an affected academic discipline or vocational/technical program will be assigned reduction in force (RIF) points for use only within that academic discipline or vocational/technical program to assist in selecting the unit member(s) to be considered for release from employment. The point total accrued by each member will be considered by the College in making its selection, with the unit member with the lowest point total being the most vulnerable to release. Should the College select a unit member for release who has a higher point total than that of a unit member in the same discipline or program who is not being released, the College will state reasons for its selection in writing furnished to the released unit member and the FSWFF. A faculty member selected for release due to reduction in force will be given at least sixty (60) days’ notice prior to the effective date of release. C. RIF points will be assigned as an accumulation of the following 3 areas: i. Continuing contract a. holding continuing contract for 1-5 years, 1 point b. holding continuing contract for 6 or more years, 2 points ii. Years of service a. each year of full-time employment as faculty in the affected academic discipline or vocational/technical program, ½ point up to maximum of 10 years. iii. Academic Preparation a. Doctorate, 3 points D. The provisions of this Article do not apply to terminations or suspensions for cause, or to non-renewals on the basis of considerations relating to the individuals involved, but only to general reductions in force arising out of the economic or operational considerations envisioned in State Board of Education Rule 6A-14.0411.

Layoff Considerations. The selection of employees in the layoff unit to be laid off will be determined as follows: 1182 1183 1184 1185 1186 1187 1188 1189 1190 1191 1192 1193 1194 1195 1196 1197 1198 1199 1200 1201 1202 1203 1204 1205 1206 1207 1208 1209 1210 1211 1212 1213 1214 1215 1216 1217 1218 1219 1220 1221 1222 1223 1224 1225 1226 1227 1228 1229 1230 1231 1232 1233 1234 1235 1236 A. No tenured employee shall be laid off if there are employees who do not have tenure in the layoff unit. B. No employee who does not have tenure in the layoff unit with more than five (5) years of continuous University service shall be laid off if there are any such employees with five (5) years or less service. C. The sole instance in which only one (1) employee will constitute a layoff unit is when the functions that the employee performs constitute an area, program, or other level of organization at the University. D. The provisions of Article 13.2(A) and (B) above will apply unless the University determines that an Affirmative Action Program has been so affected, the University shall notify UFF in writing. E. Where employees are equally qualified under (A) or (B) above, those employees will be retained who, in the judgment of the University, will best contribute to the mission and purpose of the University. In making such judgment, the University shall carefully consider employees’ length of continuous university service, and shall take into account other appropriate factors, including but not limited to performance evaluation by students, peers, and supervisors, and the employee’s academic training, professional reputation, teaching effectiveness, research record of quality of the creative activity in which the employee may be engaged, and service to the profession, community, and public. F. No tenured employee shall be laid off solely for the purpose of creating a vacancy to be filled by an administrator entering the bargaining unit. G. The University shall notify the local UFF Chapter in writing regarding the use of adjunct and other non-unit faculty in those departments/units where employees have been laid off. The use of adjunct and other non-unit faculty in departments/units where employees have been laid off may be the subject of consultation meetings pursuant to Article 2.1.

Layoff Considerations. A. The following criteria (the “Criteria”) shall be used to rank bargaining unit members to be retained in a reduction in force: 1. Quantifiable measured effectiveness in the performance of faculty duties; 2. Continuing professional development; 3. Currency and scope of subject matter knowledge; 4. Relevant feedback from students, faculty and employers of students; 5. Service to the department, college, and community; 6. Measures of student success, which may include: a. Demonstrated or documented learning gains; b. Course completion rates; c. Graduation and/or certification rates; d. Continued success in subsequent and additional courses or educational pursuits; e. Job placements in the appropriate field; and f. Other measures of student success approved by the Board. 7. Seniority as defined in Article 14.1.D; If additional Criteria are required to differentiate bargaining unit members to be retained in the event of a reduction in force, the following criteria may also be considered: 1. Educational qualifications, efficiency, compatibility, student learning outcomes, character; 2. Capacity to meet the educational needs of the community; 3. The length of time the duties and responsibility of this position are expected to be needed; and, 4. Other criteria determined by the Board. B. Bargaining unit members shall be laid off starting with the lowest rank according to the Criteria until no further layoffs are necessary. C. No bargaining unit member shall be laid off solely for the purpose of creating a vacancy to be filled by an administrator entering the bargaining unit.

Layoff Considerations. In the event of a layoff, the determination of which employees to retain and which employees to separate will be based on College needs and the qualifications of the employees in the academic unit or program affected, as evidenced by the following criteria ranked in descending order of importance: 1. Accreditation standards of appropriate agencies 2. Program and Area needs 3. Employee qualifications and credentials 4. Employee performance evaluations and length of service 5. Disciplinary history not reflected in any evaluation 6. Employee service to the College and other work history 7. Supervisory recommendation

Layoff Considerations. ‌ (a) In determining layoffs, the University shall consider appropriate factors including length of continuous employment at the University; performance evaluations (aggregate results averaged over the previous three (3) annual evaluations); and the Employee’s academic training and credentials, external professional reputation and experience, teaching effectiveness, research record, service to the institution and the profession. (b) In the event that more than one (1) Employee is being considered for a layoff, and said Employees are substantially similar with respect to the factors in Section 18.2(a) above, seniority shall be the determinative factor, and the layoff shall occur in the inverse order of seniority. (c) An Employee laid off under this section may request within twenty (20) days of the notification of a layoff a written justification for their selection to be laid-off. Thereafter, the President or designee shall provide such statement within twenty

Layoff Considerations. The selection of employees in the layoff unit to be laid off will be determined as follows: A. No tenured employee shall be laid off if there are employees who do not have tenure in the layoff unit. B. No employee who does not have tenure in the layoff unit with more than five

Layoff Considerations. A. If layoffs within an academic unit are necessary, the employee(s) in said academic unit/program with the fewest RIF points shall be laid off until layoffs are no longer necessary. RIF points are calculated as follows: 1. Continuing contract status: 30 points 2. Each year of full-time employment (regardless of break-in-service): ½ point 3. Academic credentials a) Doctorate (or other appropriate terminal degree): 6 points b) Master’s + 30: 5 points c) Master’s + 18: 4 points

Layoff Considerations. ‌‌ (a) In determining layoffs, the University shall consider appropriate factors including: length of continuous employment at the University; performance evaluations (aggregate results averaged over the previous three (3) annual evaluations); and the Employee’s academic training and credentials, external professional reputation and experience, teaching effectiveness, research record, service to the instiution and the profession. (b) In the event that more than one (1) Employee is being considered for a layoff, and said Employees are substantially similar with respect to the factors in Section 18.2(a) above, seniority shall be the determinative factor, and the layoff shall occur in the inverse order of seniority. (c) An Employee laid off under this section may request within twenty (20) days of the notification of a layoff a written justification for their selection to be laid-off. Thereafter, the President or designee shall provide such statement within twenty (20) days following receipt of such request. The written justification shall clearly and specifically address the rationale used to identify Employee that was laid off.