Non-School Year Layoffs Sample Clauses

Non-School Year Layoffs. Subject to the requirements of the Tenure Act, whenever any notice of personnel reductions for the upcoming school year occurs on or before August 1, the Board shall follow the procedures listed below: 1. Teachers in positions requiring a teaching certificate who do not hold a regular Provisional, Continuing, or qualified certificate will be laid off first, provided there are fully qualified and fully certified teachers to replace and perform all of the needed duties of the laid off teacher. 2. If reduction is still necessary, then probationary teachers with the least number of continuous years of teaching will be laid off first, provided there are remaining fully qualified and fully certified teachers to replace and perform all of the needed duties of the laid off teachers. 3. If further reduction is still necessary, then tenured teachers and non- probationary non-certified teachers with the least seniority will be laid off first, provided there are fully qualified and fully certified teachers to replace and perform all of the needed duties of the laid off teachers. 4. A full-time teacher shall not be laid off or have his/her assignment reduced in time if a less senior teacher is retained in an assignment for which the senior teacher is fully qualified and fully certified. Transfer of all or part of the work assignment of one or more teachers may be necessary in order to preserve the full assignment of a more senior teacher. In the event that involuntary transfers are necessary, the least senior teacher(s) whose transfer(s) will accomplish this objective will be transferred first. 5. A part-time teacher whose assignment is reduced by more than one-tenths (.1) shall be governed by the provisions of Section A.4. of this Article.
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Non-School Year Layoffs. Subject to the requirements of the Tenure Act, whenever any notice of personnel reductions for the upcoming school year occurs on or before August 1, the Board shall follow the procedure listed below: 1. Provisional, Continuing, Professional, or qualified certificate will be laid off first, provided there are fully qualified and fully certificated ancillary staff member to replace and perform all of the needed duties of the laid off ancillary staff member. 2. If reduction is still necessary, then probationary teacher with the least number of continuous years of employment in the Hudsonville Public School System will be laid off first, provided there are remaining fully qualified and fully certificated ancillary staff member to replace and perform all of the needed duties of the laid off ancillary staff member. 3. If further reduction is still necessary, then tenured ancillary staff members and non-probationary non-certified ancillary staff members with the least seniority in the Hudsonville Public School System will be laid off first, provided there are fully qualified and fully certificated ancillary staff members to replace and perform all the needed duties of the laid off ancillary staff members. 4. A full time ancillary staff member shall not be laid off or have his/her assignment reduced in time if a less seniored teacher is retained in an assignment for which the senior ancillary staff member is fully qualified and fully certificated. Transfer of all or part of the work assignment of one or more ancillary staff member may be necessary in order to preserve the full assignment of a more senior ancillary staff member. In the event that involuntary transfers are necessary, the least senior ancillary staff member (s) whose transfer(s) will accomplish this objective will be transferred first. 5. A part-time ancillary staff member whose assignment is reduced by more than one quarter (.25) shall be governed by the provisions of Section A.4. of this Article.
Sample 1Sample 2Sample 3See All (5)
Non-School Year Layoffs. Subject to the requirements of the Tenure Act, whenever any notice of personnel reductions for the upcoming school year occurs on or before August 1, the Board shall follow the procedure listed below: 1. Ancillary Staff in positions requiring a teaching certificate who do not hold a regular Michigan Provisional, Continuing, Professional, or qualified certificate will be laid off first, provided there are fully qualified and fully certificated ancillary staff member to replace and perform all of the needed duties of the laid off ancillary staff member. 2. If reduction is still necessary, then probationary teacher with the least number of continuous years of employment in the Hudsonville Public School System will be laid off first, provided there are remaining fully qualified and fully certificated ancillary staff member to replace and perform all of the needed duties of the laid off ancillary staff member. 3. If further reduction is still necessary, then tenured ancillary staff members and nonprobationary non-certified ancillary staff members with the least seniority in the Hudsonville Public School System will be laid off first, provided there are fully qualified and fully certificated ancillary staff members to replace and perform all the needed duties of the laid off ancillary staff members. 4. A full time ancillary staff member shall not be laid off or have his/her assignment reduced in time if a less seniored teacher is retained in an assignment for which the senior ancillary staff member is fully qualified and fully certificated. Transfer of all or part of the work assignment of one or more ancillary staff member may be necessary in order to preserve the full assignment of a more senior ancillary staff member. In the event that involuntary transfers are necessary, the least senior ancillary staff member (s) whose transfer(s) will accomplish this objective will be transferred first. 5. A part-time ancillary staff member whose assignment is reduced by more than one quarter (.25) shall be governed by the provisions of Section A.4. of this Article.
Sample 1Sample 2
Non-School Year Layoffs. Subject to the requirements of the Tenure Act, whenever any notice of personnel reductions for the upcoming school year occurs on or before August 1, the Board shall follow the procedures listed below: 1. Teachers in positions requiring a teaching certificate who do not hold a regular Provisional, Continuing, or qualified certificate will be laid off first, provided there are fully qualified and fully certified teachers to replace and perform all of the needed duties of the laid off teacher. 2. If reduction is still necessary, then probationary teachers with the least number of continuous years of teaching will be laid off first, provided there are remaining fully qualified and fully certified teachers to replace and perform all of the needed duties of the laid off teachers.
Sample 1Sample 2
Non-School Year Layoffs. Subject to the requirements of the Tenure Act, when the decision to effect a reduction in personnel for the upcoming school year occurs more than three (3) weeks prior to the first student day, the following order shall govern: 1. Probationary teachers with the least number of years of service shall be laid off first, provided there are remaining qualified and certified teachers to replace and perform the needed classroom duties of the laid off teachers. 2. If further reduction is to occur, then tenure teachers with the least number of years of service shall be laid off first, provided there are qualified and certified teachers to replace and perform the needed classroom duties of the laid off teachers. 3. A full time teacher shall not be laid off or have his/her assignment reduced in time if a less seniored teacher is retained in an assignment for which the senior teacher is qualified and certified. Transfer of all or part of the work assignment of one or more teachers may be necessary to preserve the full assignment of a more senior teacher. In the event that involuntary transfers are necessary, the least senior teacher(s) whose transfer(s) will accomplish this objective will be transferred first.
Sample 1

Related to Non-School Year Layoffs

  • School Year Teacher assignable time will be capped at 1200 hours per school year.

  • Multi-Year Planning The CAPS will be in a form acceptable to the LHIN and may be required to incorporate (1) prudent multi-year financial forecasts; (2) plans for the achievement of performance targets; and (3) realistic risk management strategies. It will be aligned with the LHIN’s then current Integrated Health Service Plan and will reflect local LHIN priorities and initiatives. If the LHIN has provided multi-year planning targets for the HSP, the CAPS will reflect the planning targets.

  • Compensatory Time for Overtime Eligible Employees ‌ A. Compensatory Time Eligibility

  • Multi-year Planning Targets Schedule A may reflect an allocation for the first Funding Year of this Agreement as well as planning targets for up to two additional years, consistent with the term of this Agreement. In such an event, the HSP acknowledges that if it is provided with planning targets, these targets: a. are targets only, b. are provided solely for the purposes of planning, c. are subject to confirmation, and d. may be changed at the discretion of the Funder in consultation with the HSP. The HSP will proactively manage the risks associated with multi-year planning and the potential changes to the planning targets; and the Funder agrees that it will communicate any changes to the planning targets as soon as reasonably possible.

  • Compensation for Holidays Falling Within Vacation Schedule If a paid holiday falls on or is observed during an Employee's vacation period, she shall be allowed an additional vacation day with pay at a time mutually agreed upon by the Employer and the Employee.

  • Tax Periods Beginning Before and Ending After the Closing Date The Company or the Purchaser shall prepare or cause to be prepared and file or cause to be filed any Returns of the Company for Tax periods that begin before the Closing Date and end after the Closing Date. To the extent such Taxes are not fully reserved for in the Company’s financial statements, the Sellers shall pay to the Company an amount equal to the unreserved portion of such Taxes that relates to the portion of the Tax period ending on the Closing Date. Such payment, if any, shall be paid by the Sellers within fifteen (15) days after receipt of written notice from the Company or the Purchaser that such Taxes were paid by the Company or the Purchaser for a period beginning prior to the Closing Date. For purposes of this Section, in the case of any Taxes that are imposed on a periodic basis and are payable for a Taxable period that includes (but does not end on) the Closing Date, the portion of such Tax that relates to the portion of such Tax period ending on the Closing Date shall (i) in the case of any Taxes other than Taxes based upon or related to income or receipts, be deemed to be the amount of such Tax for the entire Tax period multiplied by a fraction the numerator of which is the number of days in the Tax period ending on the Closing Date and the denominator of which is the number of days in the entire Tax period (the “Pro Rata Amount”), and (ii) in the case of any Tax based upon or related to income or receipts, be deemed equal to the amount that would be payable if the relevant Tax period ended on the Closing Date. The Sellers shall pay to the Company with the payment of any taxes due hereunder, the Sellers’ Pro Rata Amount of the costs and expenses incurred by the Purchaser or the Company in the preparation and filing of the Tax Returns. Any net operating losses or credits relating to a Tax period that begins before and ends after the Closing Date shall be taken into account as though the relevant Tax period ended on the Closing Date. All determinations necessary to give effect to the foregoing allocations shall be made in a reasonable manner as agreed to by the parties.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Lesson Plans The parties agree that instruction requires thoughtful preparation. The development of lesson plans by and for the teacher is a professional responsibility. However, a teacher’s planning and preparation may be different based on personal style, professional needs, student needs and experience in the classroom. Plans are to be used as a guide to fulfill the state standards and District’s instructional objectives for student achievement. Plans should include strategies and accommodations for students with disabilities, and English Language Learners, if needed. Remediation and enrichment and the type of progress monitoring should be included, if needed. As such, administrators shall not require that lesson plans be in a particular format. Administrators also shall not require the posting or storage of lesson plans in a particular place or manner. A principal or principal’s designee may request teachers to submit a copy of their lesson plans at the end of the teaching week or at the end of a particular unit. The teacher’s plans are to be used as a guide in order to fulfill the county’s instructional objectives and to assist the teacher in conducting a planned instructional program. Current lesson plans shall be available in the classroom for inspection at all times. Teachers shall not be routinely required to submit a copy of their lesson plans to the site administrator unless required by Article 6.9-2. 6.9-1 In the event a teacher is absent, it shall be the teacher’s responsibility to have lesson plans at the school prior to the start of the pupil day to cover the period of absence not to exceed the balance of the week in which the absence occurred. 6.9-2 If the principal or their designee, through documented classroom observation, determines that a teacher is having difficulty with classroom instruction or is not meeting instructional objectives, the principal shall hold a conference with the teacher having difficulty. The principal may require lesson plans to be turned in at the start of each week if the teacher is in one of the following categories: a) Category I teacher as defined in Article 15: or b) The teacher is on an Instructional Assistance Conference (IAC) or on a Professional Development Plan (PDP); or c) The teacher holds an average rating of Needs Improvement or Unsatisfactory on their last overall summative evaluation; or d) Educational Emergency as outlined in Article XXXI – Board’s Rights per Section 1012.28(8), Florida Statutes.

  • Bilingual Pay Where the Employer currently pays bilingual pay or bonuses, it shall continue to do so. The Employer retains discretion to initiate bilingual pay or bonuses. The minimum bilingual bonus or hourly equivalent is $25 per pay period. The Employer may not require an employee to use bilingual skills without paying the appropriate bonus or pay. This does not apply to employees where such skills are in the classification specification.

  • Regular Full-Time Employees A regular full-time employee is one who works full-time on a regularly scheduled basis. Regular full-time employees accumulate seniority and are entitled to all benefits outlined in this Collective Agreement.

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