Layoffs in Bargaining Unit Positions Sample Clauses

Layoffs in Bargaining Unit Positions. In the event that there is a reduction or change in the teaching force that results in the layoff of Bargaining Unit Members, non- essential general education Bargaining Unit Member teachers shall be laid off in the following order, within each campus:1 1. Any Bargaining Unit Members whose most recent summative performance evaluation rating is unsatisfactory; 2. Any substitute or temporary teachers; 3. Pursuant to the matrix and point values set forth below, in order of lowest score to highest score, within each campus. Current School Year 27 18 9 0 20% Previous School Year 18 12 6 0 Current School Year 27 18 9 0 20% Previous School Year 18 12 6 0 1 An "essential teacher" is defined for purposes of this layoff procedure as a teacher for whom there is not an adequate replacement, such that if such teacher were terminated, no other Urban Prep employee in the bargaining unit would be qualified to teach that teacher's subject matter. For example, a teacher teaching Mandarin, if no other teachers were fluent in Mandarin, would be retained in the event that Urban Prep decided to offer Mandarin, regardless of whether the teacher was not licensed. Current School Year 27 18 9 0 20% Previous School Year 18 12 6 0 Previous School Year 15 10 5 0 60 Professional Responsibilities Rating (Domain 4) Distinguished Proficient Basic Unsatisfactory Total Points Max Points Weight Current School Year 27 18 9 0 20% Previous School Year 18 12 6 0 Length of Service to Urban Prep 6 pts for every year served-Max Points 60 Total Points Max Points Weight 60 20% Estimated Performance Coefficients For teachers with 1 year of data or less, multiply base total by: 1.5 For teachers with 2 years of data, multiply base total by: 1.15
Sample 1
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Layoffs in Bargaining Unit Positions. In the event that there is a reduction or change in the work force that results in the layoff of bargaining unit employees, bargaining unit employees shall be laid off on the basis of inverse order of seniority within classification.
Sample 1
Layoffs in Bargaining Unit Positions. In the event that Namaste must reduce the number or type of teachers employed due to economic, programmatic, facilities or enrollment-based decisions, those Bargaining Unit Members who will be laid off will be honorably dismissed and will be entitled to a neutral letter of recommendation from Xxxxxxx. In the event that there is a reduction or change in workforce that results in the layoff of Bargaining Unit Members, within the affected departments or roles, Bargaining Unit Members shall be laid off in the following order: 7.2.1. Any substitute or temporary teachers; 7.2.2. Provisional Bargaining Unit Members as defined in Section 5.4, herein, in an order determined by Xxxxxxx;. 7.2.3. Any Bargaining Unit Member whose most recent summative performance evaluation rating is unsatisfactory; 7.2.4. By inverse order of seniority.
Sample 1
Layoffs in Bargaining Unit Positions. In the event that there is a reduction or change in the work force that results in the layoff of bargaining unit employees, bargaining unit employees shall be laid off on the basis of inverse order of seniority within a classification and licensure. An employee subject to layoff based upon seniority shall be able to exercise their seniority to fill any of the following positions in lieu of layoff, provided that the employee holds the necessary qualifications for the position: a) Any vacant bargaining unit position at any school operated by the Employer; b) Any positions covered by non-bargaining unit, subcontracted third-party vendors serving within the affected department or roles, by inverse seniority order within classification; and c) To displace a bargaining unit employee with less seniority in a different job title for which they are qualified within the school.
Sample 1

Related to Layoffs in Bargaining Unit Positions

  • Bargaining Unit Roster The County will transmit to the Union a current listing

  • Bargaining Unit Work The City agrees that it will not assign work currently performed by employees under this Agreement to City employees in other bargaining units.

  • Positions outside the Bargaining Unit (a) An employee may substitute temporarily in a position outside the bargaining unit for up to fifteen (15) months from the date of the assignment. Bargaining unit employees shall be given the first opportunity to fill the resulting vacancy. The employee shall have the right to return to her or his bargaining unit position prior to the expiry of the fifteen (15) month period by giving the Employer six (6) weeks’ notice. Where an employee is backfilling outside of the bargaining unit for purposes of pregnancy and/or parental leave, the period of time will be extended up to nineteen (19) months from the date of the assignment. An employee who remains outside of the bargaining unit beyond the period covered by this article shall lose all seniority. When the employee returns to the bargaining unit, all other employee(s) shall revert to their previous positions. An employee must remain in the bargaining unit for a period of at least three (3) months before transferring out of the bargaining unit again or she or he will lose all seniority held at the time of the subsequent transfer unless the parties agree otherwise. (b) An employee who accepts a transfer under (a) above will not be required to pay Union dues for any complete calendar month during which no bargaining unit work is performed. (c) An employee who accepts a permanent position outside of the bargaining unit will lose all seniority held at the time of the transfer. (d) The Employer will advise the Union of the names of any employees pursuant to Article 9.17(a) or (b).

  • Bargaining Units The bargaining units shall consist of: (A) All full-time, sworn police officers below the rank of Sergeant who are employed by the City of Columbus, Ohio, Division of Police. (B) All full-time, sworn police officers holding the rank of Sergeant or above who are employed by the City of Columbus, Ohio, Division of Police, but excluding the Chief and Deputy Chiefs.

  • Bargaining Unit The term "bargaining unit" as used in this Agreement refers to the bargaining unit defined in Article 1, Recognition.

  • Bargaining Unit Seniority The length of continuous service in a position or succession of positions within Bargaining Unit Two (2), beginning with the last date of hire or transfer into the Bargaining Unit, as defined by seniority credits.

  • Work of the Bargaining Unit (a) In order to protect the standard of nursing care, the Employer shall not contract out the work normally performed by members of this bargaining unit except: i) For purposes of instruction, ii) In the event of an emergency situation, iii) When performing developmental or experimental work, or iv) When employees are not available due to an employee not reporting for work as scheduled or not being available for work. (b) Reassignment to other employees of work normally performed by members of the bargaining unit shall not result in the termination, layoff or reduction in hours of any member of the bargaining unit. (c) When it is decided to not fill a position following an employee’s resignation, the Home will provide the rationale in writing for this decision to the Union. The Union may request a meeting to make representations on this matter.

  • SINGLE BARGAINING UNIT The parties to this Agreement, along with all those employees whose employment is governed by this Agreement, constitute a single bargaining unit for the purposes of negotiating and implementing the terms of this Agreement. The form and operation of this single bargaining unit will be subject to this Agreement.

  • Bargaining Unit Information The Employer agrees to provide the Union such information relating to Employees in the bargaining unit as may be required by the Union for the purpose of collective bargaining.

  • Collective Bargaining Unit 1.1 The Company recognizes the Union as the sole bargaining agent for all regular, part-time and temporary employees1, including technicians of the construction field forces and security employees but excluding: (a) Employees now represented by other bargaining agents. (b) Persons above the rank of working supervisor. (c) Persons who exercise managerial functions in accordance with the Ontario Labour Relations Act. (d) Persons employed in a confidential capacity in matters relating to labour relations in accordance with the Ontario Labour Relations Act. 1.2 The grievance/arbitration procedure may be used to challenge any unreasonable, arbitrary or bad faith action taken by the Company which results in the exclusion of any employee or position from the bargaining unit. The parties will attempt to resolve disputes expeditiously. 1 "Employees" are employees pursuant to the Labour Relations Act for Ontario SO, 1995, c.1 Schedule A, as amended. 1.3 When an employee is removed from normal duties to act in a vacated position or relieve for an incumbent or perform a temporary assignment, the following shall apply: (a) When the length of time involved is known to be three months or less, the employee will retain his/her present jurisdictional status. (b) When it is expected that the length of time will be longer than three months, the employee will be excluded or included at the commencement of his/her new responsibilities. However, in the event the period is actually less than three months: (1) in exclusion cases, the Union will be reimbursed the dues which would have been paid; (2) in inclusion cases, the Union will reimburse the employee the dues which have been paid. (c) When the length of time is unknown, the employee will retain his/her present jurisdictional status up to the three month period. If the period extends beyond three months, the employee will then be either included or excluded.

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