Order of Reduction in Force. If the President’s final plan includes reduction in force of bargaining unit members, the order of non-renewal within a program shall be as specified below.
a. Faculty on fixed-term appointments with less than .5 FTE;
b. Faculty on fixed-term appointment with .5 FTE and above; Within each of the categories above reductions shall be made in inverse order according to the first date of bargaining unit membership. Time spent on sabbatical leave is included in this calculation.
Order of Reduction in Force. When a reduction in force is to occur, it shall be upon at least ten (10) working days’ written notice.
2.1 During the first month of each school year (may vary depending upon school's calendar), the site administrator (or designee) shall compile and post at the site a list of assigned employees in descending order of completed qualified (counting toward baccalaureate degree and teacher credential) college units, noting opposite each employee their District date of hire seniority date. (District data processing will supply each employee's hire date based on most recent hire; if an employee wishes to relate back to an earlier hire date, the employee has the burden of demonstrating same to the satisfaction of the current administrator, and prior service as an Education Aide, Teacher Assistant and/or Instructional Aide can be included if there was no break in service between employment in the classifications.) If any employee believes that the District record of his personal date of hire seniority date and/or his cumulative qualified units total is (are) in error, the employee must submit evidence to the contrary to the site administrator (or designee), no later than ten (10) work days from the posting of the list, for administrative investigation and resolution.
2.2 When layoffs are ordered at a school, the order of layoff shall be as follows:
a. First, the site administrator--in the exercise of the District's discretionary right to terminate first year employees without recourse--shall review all employees with less than one year of service and determine whether any of them is to be terminated.
b. Second, using the list described in Section 2.1, the employees shall then be subject to layoff with those with the lowest number of accumulated qualified units laid off first. Provided, that those with five (5) or more years of seniority are to be passed over and exempted until there are no employees remaining with less than five (5) years' seniority (apart from those exempted under 2.3 below). Then, the same procedure shall be followed, so that those with the lowest number of units are laid off first. At that time, those with ten (10) or more years of seniority are to be passed over and exempted until there are no employees remaining with less than ten (10) years' seniority (apart from those exempted under 2.3 below). Then, the same procedure shall be followed.
Order of Reduction in Force. If staff reduction is deemed necessary, the reduction shall be made as follows:
1. Suspension of contracts shall occur to teachers holding a limited contract first and shall be on a last employed-first to be suspended by teaching field basis.
2. If the suspension of the contract is necessary for any teachers holding a continuing contract, this shall be on a last employed first to be suspended teaching field basis.
3. Displacement rights shall be exercised by all teachers within their respective contract status (continuing contract or limited) with no teacher holding a limited contract exercising displacement over a teacher holding a continuing contract. Displacement shall be limited to areas of the teacher's certification.
4. If a teacher has been required to obtain a certificate to meet the requirements of the current teaching assignment and also holds provisional or higher certification in other teaching fields, that teacher shall be placed with the appropriate contract status group and according to seniority and provisional or higher certification areas shall have displacement rights.
Order of Reduction in Force. If the President’s final plan includes reduction in force of bargaining unit members, the order of layoff within a program shall be as specified in Subsections (1) and (2) below.
1) Order of layoffs within a program:
a) Fixed-term faculty, (non-tenure track faculty with less that .5 FTE);
b) Fixed-term faculty, (non-tenure track faculty .5 FTE and above);
2) Within each of the categories above in Subsection (a), reductions shall be made in inverse order to the length of service at the University.
Order of Reduction in Force. The College will RIF employees by seniority within each RIF category so that the least senior employee currently employed in the RIF category will be RIF’d first; provided, however, if the least senior employee was promoted or transferred, voluntarily or involuntarily, from another category within the last five (5) student academic years, including the current student academic year, the employee’s seniority in the previous RIF category will be given precedence and he/she will be retained over the least senior employee in that RIF category who has less seniority. When two (2) or more employees have the same number of years of seniority, ties will be broken by date of employment. When date of employment is the same, ties will be broken by lot.
Order of Reduction in Force. In a reduction in force situation, the following order of layoffs shall be follows:
(a) Part-time and provisional EMPLOYEES in the affected classification series; (b) Limited term EMPLOYEES in reverse order of their classification seniority in the affected class series; (c) CITY probationary EMPLOYEES in reverse order of their classification seniority in the affected class series; (d) Should there be a need for further reduction, regular EMPLOYEES in the affected classification series shall be involuntarily demoted in reverse order of their classification seniority; (e) Should a reduction in force still be necessary, regular EMPLOYEES shall be laid off in reverse order of their seniority in the affected class series. Any EMPLOYEE so laid off will be given ten (10) working days’ notice in writing from the City Manager.
Order of Reduction in Force. In a reduction-in-force situation, the following order of layoffs shall be followed: (a) Part- time and provisional EMPLOYEES in the affected classification series; (b) Limited term EMPLOYEES in the reverse order of their classification seniority in the affected class series; (
Order of Reduction in Force. 1. If staff reduction is deemed necessary, the reduction will be made as follows:
a. Suspension of contracts will occur to bargaining unit members holding a limited contract first and will be on a last employed-first to be suspended by teaching field basis.
b. If the suspension of the contract is necessary for any bargaining unit members holding a continuing contract, this will be on a last employed first to be suspended teaching field basis.
c. Displacement rights will be exercised by all bargaining unit members within their respective contract status (continuing contract or limited) with no bargaining unit member holding a limited contract exercising displacement over a bargaining unit member holding a continuing contract. Displacement will be limited to areas of the bargaining unit member's certification.
d. If a bargaining unit member has been required to obtain a certificate to meet the requirements of the current teaching assignment and also holds provisional or higher certification in other teaching fields, that bargaining unit member will be placed with the appropriate contract status group and according to seniority and provisional or higher certification areas will have displacement rights.
Order of Reduction in Force a. The General Manager or designee will determine the Branch to be affected by a RIF.
b. Before any RIF of regular employees occurs, all employees that have not completed their initial probationary period, temporary employees, and other individuals without regular status in affected classification/s within the affected Branch shall be separated.
c. RIFs among regular employees shall be made on the basis of seniority determined by the employee's total length of regular District service. In the event a tie exists between two (2) or more employees having the same length of service, employee's birth dates will be used to distinguish seniority. Employees with the oldest birth date will be considered to have greater seniority.
d. Employees in 'Assignment to Vacant Higher Positions' who have regular status in a lower classification shall be returned to their former classification where they will be subject to RIF under provisions applicable to other employees in that classification.
e. Once it is determined that a RIF may be necessary and the Branch is identified, Human Resources Management will determine the total length of District service, in days, including hours of paid leave, and up to twelve (12) months of time off for worker's compensation, but excluding leave without pay that exceeds fourteen (14) consecutive calendar days, of each affected employee. A composite list of all affected employees will be prepared showing each affected employees’ length of District service in days. From the composite list, Human Resources will develop a seniority list by length of District service and Branch. This list will be distributed to the General Manager, Deputy General Manager or Assistant General Manager of the work division affected, and the Union, pursuant to the time frames stipulated in Notification within this section.
f. The Deputy General Manager or Assistant General Manager of the affected branch(es) will then identify the number of positions by classification, and those employees affected by the RIF will be notified. Those employees with the least length of District service in the identified classifications will receive notification.
g. If a regular employee receiving notification that they will be affected by the RIF had regular status in an equivalent or lower level classification, and has greater seniority than others in the classification, return to the classification ("bumping") shall be approved. Affected employees may also bump into a lower classifica...
Order of Reduction in Force. Once the President determines the number of academic employees to be reduced in each unit, the President shall observe the following order of reduction:
