Common use of Paraprofessional Clause in Contracts

Paraprofessional. Job classification seniority shall be the primary factor in determining reduction in force, layoffs, or recall rights (two (2) years) provided an Employee transferred to a new job classification obtains the appropriate training to become qualified at the time of the transfer request. The DISTRICT may consider bilingual skills or an individual Employee’s specialized skills and/or training such as assistive technology or sign language as another factor in determining reduction in force, layoffs, or recall rights if those skills are needed at a particular school site or are an integral part of an Employee’s job and a critical need has been demonstrated for either a bilingual or specialized skilled individual in that position. The DISTRICT shall post all job requirements and qualifications on job postings. Furthermore, the DISTRICT, in conjunction with the UNION, shall designate current positions as bilingual positions or positions which require special skills. Recall rights shall not be extinguished if the job opening offered to an Employee on layoff is a different job classification from the job held by such Employee prior to being reduced/laid-off. Employees who are on layoff status shall have first priority for any job opening that the individual Employee is qualified for. No postings for new hires or internal transfers will occur until all laid-off Employees are recalled. Should the DISTRICT cut an entire paraprofessional job classification, Employees may transfer their DISTRICT seniority to the Teacher Assistant classification or another classification for which they are qualified at the DISTRICT’s discretion.

Paraprofessional. Job classification seniority shall be the primary factor in determining reduction in force, layoffs, or recall rights (two (2) 2 years) provided an Employee transferred to a new job classification obtains the appropriate training to become qualified at the time of the transfer request. The DISTRICT District may consider bilingual skills or an individual Employee’s specialized skills and/or training such as assistive technology or sign language as another factor in determining reduction in force, layoffs, or recall rights if those skills are needed at a particular school site or are an integral part of an Employee’s job and a critical need has been demonstrated for either a bilingual or specialized skilled individual in that position. The DISTRICT District shall post all job requirements and qualifications on job postings. Furthermore, the DISTRICTDistrict, in conjunction with the UNION, shall designate current positions as bilingual positions or positions which require special skills. Recall rights shall not be extinguished if the job opening offered to an Employee on layoff is a different job classification from the job held by such Employee prior to being reduced/laid-laid off. Employees who are on layoff status shall have first priority for any job opening that the individual Employee is qualified for. No postings for new hires or internal transfers will occur until all laid-laid off Employees are recalled. Should the DISTRICT District cut an entire paraprofessional job classification, Employees may transfer their DISTRICT District seniority to the Teacher Assistant classification or another classification for which they are qualified at the DISTRICTDistrict’s discretion.