Procedure for Layoff. 1. Consistent with the provisions of this Agreement, the Employer will identify Employees to be laid off. 2. Except as provided in B.5. below, the order of layoff for Employees within each specific title in the academic unit shall be on the basis of expertise, ability, and performance relevant to the assignment in question. Expertise, ability, and performance relevant to the assignment in question will be assessed based on a review of relevant factors which may include, but are not limited to: a. Employee’s experience in teaching the course(s) in question, or closely related course(s) b. Command and delivery of the subject matter c. Plan and design of course material d. Currency in the subject matter and teaching methods e. Relevant education, training, and experience f. Compatibility of the Employee’s plan and design of course material and teaching methods with the academic unit’s pedagogical approach. 3. When there is no substantial difference in the degree of expertise, ability, and performance relevant to the assignment in question between two or more Employees within a specific Lecturer title, the order of layoff shall be in inverse order of seniority. 4. Except as provided in B.5. below, in the event that the layoff may involve Employees in different titles, the following will apply: a. A Lecturer II will not be subject to layoff before a Lecturer I, or Intermittent Lecturer, except: i. as specifically provided for in Article XIV., Provisions for Special Case Appointments; or ii. when the Employer can demonstrate a clear and convincing case that the Lecturer I’s or Intermittent Lecturer’s expertise, ability, and performance relevant to the assignment in question exceeds that of the Lecturer II. b. A Lecturer IV will not be subject to layoff before a Lecturer III except i. as specifically provided for under Article XIV., Provisions for Special Case Appointments; or
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Procedure for Layoff. 1. Consistent with the provisions of this Agreement, the Employer will identify Employees to be laid off.
2. Except as provided in B.5. below, the order of layoff for Employees within each specific title in the academic unit shall be on the basis of expertise, ability, and performance (“EAP”) relevant to the assignment in question. Expertise, ability, and performance relevant to the assignment in question will be assessed based on a review of relevant factors which may include, but are not limited to:
a. Employee’s experience in teaching the course(s) in question, or closely related course(s)
b. Command and delivery of the subject matter
c. Plan and design of course material
d. Currency in the subject matter and teaching methods
e. Relevant education, training, and experience
f. Compatibility of the Employee’s plan and design of course material and teaching methods with the academic unit’s pedagogical approach.
3. When there is no substantial difference in the degree of expertise, ability, and performance relevant to the assignment in question between two or more Employees within a specific Lecturer title, the order of layoff shall be in inverse order of seniority.
4. Except as provided in B.5. below, in the event that the layoff may involve Employees in different titles, the following will apply:
a. A Lecturer II will not be subject to layoff before a Lecturer I, or Intermittent Lecturer, except:
i. as specifically provided for in Article XIV., Provisions for Special Case Appointments; or
ii. when the Employer can demonstrate a clear and convincing case that the Lecturer I’s or Intermittent Lecturer’s expertise, ability, and performance relevant to the assignment in question exceeds that of the Lecturer II.
b. A Lecturer IV will not be subject to layoff before a Lecturer III except i. as specifically provided for under Article XIV., Provisions for Special Case Appointments; or
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Procedure for Layoff. 1. Consistent with the provisions of this Agreement, the Employer will identify Employees to be laid off.
2. Except as provided in B.5. below, the order of layoff for Employees within each specific title in the academic unit shall be on the basis of expertise, ability, and performance relevant to the assignment in question. Expertise, ability, and performance relevant to the assignment in question will be assessed based on a review of relevant factors which may include, but are not limited to:
a. Employee’s experience in teaching the course(s) in question, or closely related course(s)
b. Command and delivery of the subject matter
c. Plan and design of course material
d. Currency in the subject matter and teaching methods
e. Relevant education, training, training and experience
f. Compatibility of the Employee’s plan and design of course material and teaching methods with the academic unit’s pedagogical approach.
3. When there is no substantial difference in the degree of expertise, ability, and performance relevant to the assignment in question between two or more Employees within a specific Lecturer title, the order of layoff shall be in inverse order of seniority.
4. Except as provided in B.5. below, in the event that the layoff may involve Employees in different titles, the following will apply:
a. A Lecturer II will not be subject to layoff before a Lecturer I, or Intermittent Lecturer, except:
i. as specifically provided for in Article XIV., Provisions for Special Case Appointments; or
ii. when the Employer can demonstrate a clear and convincing case that the Lecturer I’s or Intermittent Lecturer’s expertise, ability, and performance relevant to the assignment in question exceeds that of the Lecturer II.
b. A Lecturer IV will not be subject to layoff before a Lecturer III except i. as specifically provided for under Article XIV., Provisions for Special Case Appointments; or
Appears in 1 contract
Samples: Collective Bargaining Agreement
