Common use of Placement Procedure Clause in Contracts

Placement Procedure. A. The Board has sole and exclusive right to determine the number and nature of the positions/programs in the school system and to reduce staff. B. In the event the Board determines that the staff must be reduced, the Board shall: 1. Generate a listing of those positions within the bargaining unit to be eliminated or reduced. This list shall include the following information: a) Name of employee b) Current position c) Certification(s) d) Continuous years of experience in Xxxxxx County 1) date of hire 2) date of application e) Total years of instructional experience in Xxxxxx County f) Total years of instructional experience in an instructional position 2. Provide the Union with the above list 3. Give ten (10) working days written notice to the employees within those positions who have been affected and to the Union before implementing such reduction. 4. Place those affected employees in a Primary Pool. C. Prior to employee notification the Superintendent shall confer with the Union. D. Employees in probationary, substitute, or temporary positions shall have their names placed on the Master List. E. The procedure to be followed for employees affected by a Reduction in Force (RIF) shall be: 1. Employees subject to RIF action shall be notified in writing at least ten (10) working days prior to the commencement of this action. Reasonable effort will be made as outlined as follows: a) Certified letter b) Phone call c) Summer address d) Contact HEA/United 2. If the number of available vacancies is greater than or equal to the number of those employees in the Primary Pool who possess appropriate certification matching those vacancies, then the employees beginning with the most senior employee will be allowed to choose from the list of available positions and continuing until all employees are placed. Employees may elect to choose a vacancy from out of field provided there is no financial impact to the district and the employee is willing to work towards achieving proper certification. 3. If the number of vacancies available is less than the number of those employees in the Primary Pool who possess appropriate certification matching those vacancies, then the following procedure shall apply: a) The employee in the Primary Pool shall be given a list of currently vacant positions in the district. He/she will also be given a Master List of the least senior employee(s) in the bargaining unit holding positions in his/her area(s) of certification. The number of positions on the Master List shall be greater than or equal to the number of employees in the Primary Pool. b) Those employee(s) placed in the Primary Pool shall be given a choice of the following: 1) Starting with the most senior employee, he/she shall choose from existing vacancies for which they are certified for or willing to work toward that certification or a position on the Master List for which he/she is currently certified and has more seniority than the employee currently occupying that position. That employee from the Master List whose position was selected shall be placed in an Alternate Pool. This process shall continue until all employees from the Primary Pool have been given an opportunity to select a position. 2) Those employees in the Alternate Pool shall have the option of choosing from any available district vacancies for which they are certified or willing to work toward that certification or any remaining position on the Master List. Starting with the most senior employee within the Alternate Pool, the employees shall choose those available positions for which they are certified and have more seniority than the persons currently holding those positions. When all available listing become filled, those employees remaining in the Alternate Pool shall be laid off. 3) All employees shall be given two (2) working days to notify the Superintendent of their decision when it is their turn to select a preference. 4) When it is an employee’s turn to select a preference and that employee is not able to be contacted within three (3) working days, the Superintendent will place the employee in a position according to his/her ranked order and notify HEA/United. If upon his/her return the employee does not agree with the placement, he/she will be allowed to exercise his/her seniority for any remaining unfilled positions in his/her certification. 4. An employee's seniority shall be determined by the steps below:

Placement Procedure. A. The Board has sole and exclusive right to determine the number and nature of the positions/programs in the school system and to reduce staff. B. In the event the Board determines that the staff must be reduced, the Board shall: 1. Generate a listing of those positions within the bargaining unit to be eliminated or reduced. This list shall include the following information: a) Name of employee b) Current position c) Certification(s) d) Continuous years of experience in Xxxxxx Hardee County 1) date of hire 2) date of application e) Total years of instructional experience in Xxxxxx Hardee County f) Total years of instructional experience in an instructional position 2. Provide the Union with the above list. 3. Give ten (10) working days written notice to the employees within those positions who have been affected and to the Union before implementing such reduction. 4. Place those affected employees in a Primary Pool. C. Prior to employee notification the Superintendent shall confer with the Union. D. Employees in probationary, substitute, or temporary positions shall have their names placed on the Master List. E. The procedure to be followed for employees affected by a Reduction in Force (RIF) shall be: 1. Employees subject to RIF action shall be notified in writing at least ten (10) working days prior to the commencement of this action. Reasonable effort will be made as outlined as follows: a) Certified letter b) Phone call c) Summer address d) Contact HEA/United 2. If the number of available vacancies is greater than or equal to the number of those employees in the Primary Pool who possess appropriate certification matching those vacancies, then the employees beginning with the most senior employee will be allowed to choose from the list of available positions and continuing until all employees are placed. Employees may elect to choose a vacancy from out of field provided there is no financial impact to the district and the employee is willing to work towards achieving proper certification. 3. If the number of vacancies available is less than the number of those employees in the Primary Pool who possess appropriate certification matching those vacancies, then the following procedure shall apply: a) The employee in the Primary Pool shall be given a list of currently vacant positions in the district. He/she will also be given a Master List of the least senior employee(s) in the bargaining unit holding positions in his/her area(s) of certification. The number of positions on the Master List shall be greater than or equal to the number of employees in the Primary Pool. b) Those employee(s) placed in the Primary Pool shall be given a choice of the following: 1) Starting with the most senior employee, he/she shall choose from existing vacancies for which they are certified for or willing to work toward that certification or a position on the Master List for which he/she is currently certified and has more seniority than the employee currently occupying that position. That employee from the Master List whose position was selected shall be placed in an Alternate Pool. This process shall continue until all employees from the Primary Pool have been given an opportunity to select a position. 2) Those employees in the Alternate Pool shall have the option of choosing from any available district vacancies for which they are certified or willing to work toward that certification or any remaining position on the Master List. Starting with the most senior employee within the Alternate Pool, the employees shall choose those available positions for which they are certified and have more seniority than the persons currently holding those positions. When all available listing become filled, those employees remaining in the Alternate Pool shall be laid off. 3) All employees shall be given two (2) working days to notify the Superintendent of their decision when it is their turn to select a preference. 4) When it is an employee’s turn to select a preference and that employee is not able to be contacted within three (3) working days, the Superintendent will place the employee in a position according to his/her ranked order and notify HEA/United. If upon his/her return the employee does not agree with the placement, he/she will be allowed to exercise his/her seniority for any remaining unfilled positions in his/her certification. 4. An employee's seniority shall be determined by the steps below: