Layoff Criteria a. Based on budget allocations, the SPS will identify positions to be retained, eliminated and/or adjusted in hours or days.
b. The number of employees to be laid off will be based on the number of positions to be retained/eliminated or adjusted.
c. Those employees to be laid off will be selected by identifying the least senior employee in the job title. SPS will consider other job titles held within the job group if the employee is identified for lay off
Layoff Criteria. In the event it becomes necessary to eliminate a teaching position or positions for any reason, the following criteria, specifically in the order stated, will be used to determine which teacher or teachers will be laid off:
Layoff Criteria. 22.5.1 For purposes of this Article, seniority is a unit member’s total years of service at OSA.
22.5.2 Layoff shall occur in reverse order of seniority within the group of
22.5.3 In the event two or more members share the same seniority, the full time employee shall be the most senior for purposes of layoff. If still tied, the tie will be broken by a random lottery conducted in the presence of at least one (1) union representative and the affected members. In the event any one or more of the affected member(s) is unavailable for the lottery, an additional union representative must be present as a witness and
Layoff Criteria. If the Mayor authorizes a reduction in force and the affected position is identified, the classified employee in that position shall have the option to bump only into another position within that same classification in that department on the basis of length of time in the classification. In the event two (2) or more employees have the same amount of seniority in the affected classification, City seniority shall be the determining factor and the least senior employee shall be laid off first. In the event two (2) or more employees have the same classification and City seniority, the employee with the lowest identification number shall be considered the senior employee, unless an employee is eligible for Veterans' Preference in accordance with applicable federal or state statutes.
Layoff Criteria. In the event of a non-teaching professional staff reduction requiring layoffs, the affected position(s) and potentially affected staff shall be identified, with the following criteria applied in this order:
A. The first criterion is certification/licensure. Before laying off any other staff members within the affected certification/licensure, those lacking full certification and/or licensure according to the Michigan Department of Education standards are to be laid off.
1. This criterion applies only to NTPS in positions requiring certification or other professional licenses or approvals. For non-teaching professional staff in positions not requiring certification/licensure and/or approval, this criterion may be ignored. The significant variable here is the requirement of the position, and the employee's certification/licensure/approval in relation to it. Any other types of certification or approval the employee may have are irrelevant in relation to this position.
B. The second criterion is qualifications. Qualifications where used as a criterion in layoff are defined to include, but not necessarily limited to the following:
1. Appropriate Education
(a) Degrees
(b) Majors and minors
(c) Course work appropriate to the position Or, in the case of NTPS positions not necessarily requiring a degree, or when the degrees are substantially equivalent,
2. Appropriate work experience (in this sequence or preference)
(a) Experience in the same position.
(b) Experience in the same job classification within this school district.
(c) Experience in the same job classification with another employer.
(d) Other related work experience. The recency of the experience and its relevance to requirements of the job shall be factors. Categories (c) and (d) may include work experience outside the field of education where this is appropriate.
3. Other qualifications may be contained in the job description. The minimum requirements for each job are as defined by relevant certification, licensure or approvals, and the job description. Qualifications are determined as outlined in Article 11, Section 14(B)(2).
C. The third criterion is seniority. After satisfying the criterion in A and B above, those non-teaching professional staff possessing the most seniority within the District will be retained. Seniority status is not to be confused with status under the appropriate certification/licensure, or with salary schedule placement. These are separate variables. No new non-teaching profess...
Layoff Criteria. Order of layoff for teachers with the same date of first paid service shall be determined according to the following criteria:
1. Greatest number of years teaching with a credential issued within the United States.
2. Breadth of credential authorization.
3. Advanced degrees in assignment or credential-related subject areas.
4. Greatest number of post-BA accredited college units on file with the District in assignment or credential-related subject areas.
5. Date and time employee signed first employment contract.
14.4.5.1 Step 1 Projected Staffing Needs The Superintendent/designee and school site principals will monitor (on a monthly basis) the certificated staffing needs and student ratios for each school site during the school year. The designee will determine the number of full-time equivalency teaching positions needed for the new school year no later than February 1st of each year. Decisions regarding layoffs must be made by February 1st in order to make timely decisions regarding layoffs/reductions in staff. Note: Teachers subject to layoff will be placed on the 39-month reemployment list which is separate from the Districtwide Reassignment List. In order to make timely decisions regarding layoffs/reductions in staff, the district will notify and/or meet/confer with RTA to discuss potential staffing changes and/or layoffs on or before February 1st. Note: Teachers subject to layoff will be notified by March 15th and placed on the 39-month reemployment list which is separate from the Districtwide Reassignment List. (This language does not supersede or impede the rights of layoff authorized under the Education Code).
Layoff Criteria. If reduction in-force becomes necessary, it will be accomplished by an evaluation of an administrator's performance, certification, length of service in Watertown, and professional growth. Length of service will be the decisive factor if the Superintendent deems all other criteria to be equal.
Layoff Criteria. In the event there are multiple teachers in any tier of the layoff order, the decision on which of these teachers shall be subject to layoff, the following factors shall be considered: Individual performance shall be the majority factor in making the decision, as defined within section 1248(1)(B)(i) of the Michigan Revised School Code. Individual performance shall include:
Layoff Criteria. 19.5.1 For purposes of this Article, seniority is a unit member’s total years of service at OSA.
19.5.2 Layoff shall occur in reverse order of seniority within the classification identified for potential layoff.
19.5.3 In the event two or more members share the same seniority, the full time employee shall be the most senior for purposes of layoff. If still tied, the tie will be broken by a random lottery conducted in the presence of at least one
(1) union representative and the affected members. In the event any one or more of the affected member(s) is unavailable for the lottery, an additional union representative must be present as a witness and substitute for each absent member.
Layoff Criteria. If reduction in-force becomes necessary, it will be accomplished by an evaluation of teacher's performance, certification, length of service in Watertown, and professional growth. Length of service will be the decisive factor if the Superintendent deems all other criteria to be equal.
