PROCEDURE FOR REDUCTION IN FORCE. A. The Superintendent’s recommendation for contracts to be suspended shall be made in accordance with the following procedures:
1. Every effort will be made in reducing the staff to do so by normal attrition before implementing any reduction in force pursuant to this Article. Attrition means not replacing teachers who leave the district for any reason.
2. Reductions recommended in a teaching field will be made within each field affected by selecting the teacher with the lowest rating on his/her evaluation. The teacher with the lowest evaluation rating will be the teacher whose contract is suspended. If two or more teachers have comparable evaluations, layoff will occur in reverse order of seniority. Preference shall be given first to teachers on continuing contracts and then to teachers on limited contracts. A teacher whose contract is to be suspended who holds valid certification/licensure in one or more areas of certification/licensure other than his/her current assignment may elect to displace the teacher with the least seniority in any areas of certification/licensure held by such teacher provided the displaced teacher has less seniority and a comparable or lesser evaluation. The teacher electing to displace another teacher shall displace the least senior teacher if his/her evaluation is comparable or higher, and shall not be afforded the option to choose a preferable position of a less senior teacher. Any such election must be made within two (2) workdays of the time the teacher is notified he/she will be affected.
PROCEDURE FOR REDUCTION IN FORCE. Once a determination has been made that a reduction in force will be necessary the following steps will be completed in the order listed below to determine which professional employees’ positions will be reduced. This procedure will apply to teachers. The administration will provide pertinent information regarding the abolishment of positions to potentially impacted professional educators. The following guidelines will be used:
a. Step 1: Qualifications A review of licensure/endorsement will be conducted to determine which professional employees hold credentials which qualify them for available positions in the district. Those who do not hold credentials appropriate to available positions will be reduced. If additional reductions will be necessary the process will advance to step 2.
b. Step 2: Evaluations A review of the most recent three (3) evaluations of the remaining displaced professional employees will be conducted. Employees with one or more evaluations with recommendations for probational renewal or non-renewal will be reduced. If additional reductions will be necessary the process will advance to step 3.
PROCEDURE FOR REDUCTION IN FORCE. Attrition by resignation and retirement shall be utilized as the first step of reduction in force within the school(s) and subject area(s) affected by loss of positions(s).
PROCEDURE FOR REDUCTION IN FORCE. A. In the event of a layoff or reduction in work force due to lack of funds or lack of work the decision to layoff shall be based upon a combination of employee work performance and seniority.
B. An employee who has been laid off may give notice to the County that the employee wishes to be considered for rehire. The employee shall leave his/her name, current address, and telephone number on file with the Sheriff and County's personnel officer, which list shall be retained for a period of one year after the date of the layoff. In the event that a job opportunity shall arise during said one year period, then the position will be offered to an employee on the rehire list. The employee shall be rehired as a probationary employee for the position sought to be filled.
PROCEDURE FOR REDUCTION IN FORCE. If the Board of Education intends to implement a RIF for the following school year, it shall take such action at least sixty (60) calendar days prior to proceeding with an anticipated reduction in bargaining unit positions, and no later than April 30 of any school year. If the Board determines a reduction in positions will occur, the Administration shall notify the Association in writing not less than four (4) weeks prior to the date of Board action on suspensions of affected teachers contracts. The notification shall include the reason(s) for the reduction in positions; the position(s) to be reduced; the name(s) of the employees to be affected; the projected date of the Board action to implement the suspension of teacher contracts; a list of proposed financial cuts within the District's budget; and the projected effective date of the suspension of teacher contracts. (Board action shall be defined by any resolution concerning a RIF.) The Board shall develop and provide the Association with a RIF list of potentially affected employees which shall be based on the seniority list. Within ten (10) days of receipt of the notification, representatives of the Board and the Association shall meet to review the proposed reduction in positions. If a tie occurs in seniority regarding years of service, the teacher with the earliest date of Board action to employ will be considered most senior. If a tie still remains, the tie will be broken by the flip of a coin. Member(s) holding temporary certificates/licenses shall be the first to have their contract(s) suspended. If further reductions are necessary, the Board shall proceed to suspend contracts in accordance with the lowest member on the seniority list in the appropriate subject area. A member so affected may elect to displace another member who holds the lowest position on the seniority list in another area of certification/licensure, provided he/she holds a valid certificate/license in that subject area. A member whose contract is suspended as a result of reduction in positions shall be given written notification as soon as such action to suspend occurs, and by April 30th. The notification shall state the reason(s) for the reduction. The personnel records and all future references of those members laid off pursuant to this Article shall clearly indicate that such was due to a reduction in positions and was not due to unsatisfactory performance of duty. Member(s) whose continuing contracts are suspended shall have t...
PROCEDURE FOR REDUCTION IN FORCE. When one or more of the reasons above (Section B) exist, Reduction in Force (R.I.F.) will occur in accordance with the following provisions:
1. The Superintendent shall meet with the Executive Committee of the Association to explain the need for R.I.F. and provide a seniority list consisting of all Members.
2. Member(s) holding temporary certificates shall be the first to have their contract(s) suspended. If further reductions are necessary, the Board shall proceed to suspend contracts in accordance with the recommendation of the Superintendent who shall recommend reductions in specific categories outlined in Section B of this Article by selecting the lowest Member on the seniority list in that category. A Member so affected may elect to displace another Member who holds the lowest position on the seniority list in another area of certification/licensure provided he/she holds a valid certificate/license in that area.
3. A Member whose contract is suspended as a result of R.I.F. shall be given written notification as soon as such reduction becomes known, if at all possible, by April 30th. The notification shall state the reason(s) for the reduction. The personnel records and all future references of those Members laid off pursuant to this Article shall clearly indicate that such was due to a R.I.F., and was not due to unsatisfactory performance of duty.
4. Member(s) whose continuing contracts are suspended shall have the right of restoration to continuing service status in order of seniority of service in the District, if and when positions become vacant for which any of such Member(s) are certified. After restoration of Member(s) with continuing contracts, those on limited contracts shall be restored in the same manner as for continuing contract Members.
PROCEDURE FOR REDUCTION IN FORCE. The City Manager will identify those classifications within departments to be reduced which will minimize the impact on the continued effectiveness of that department and will meet the necessary reduction in force requirements as determined by the City Manager.
PROCEDURE FOR REDUCTION IN FORCE. No employee shall be laid off pursuant to a reduction in the work force unless said employees shall have been notified of said layoff at least forty-five (45) days prior to the effective date of the reduction. In the event of a reduction in work force, the employee with the shorter length of service in the District, within the prospective category classification, shall be dismissed first.
PROCEDURE FOR REDUCTION IN FORCE. 2830 10.1 Procedures 2830
PROCEDURE FOR REDUCTION IN FORCE. A. In the event it becomes necessary to reduce employees, in whole or in part, due to abolishment of position(s), lack of funds, lack of work, building closures, 0f territorial changes or other financial reasons, the following procedure shall govern such reductions.
B. The Board shall, upon the recommendation of the Superintendent, determine in which classification(s) the layoff should occur, and the number of employees to be laid off. In the classification of the layoff, employees with limited contracts shall be laid off before employees in that classification employed under a continuing contract. Additional reductions shall begin with the least senior employee, based on seniority within the classification the layoff.
C. Prior to the Board instituting such reductions in the bargaining unit staff, the Board shall notify the Union of such reductions.
D. Suspension of contract shall be considered by June 15, as to the effective day of the layoffs. The Board shall prepare and give to the OAPSE Chapter President a list containing the names, seniority dates and classifications, and indicate the employees to be laid off.
E. Affected employees shall be given minimum of two (2) weeks written notice in advance of the effective day of the layoff (i.e., the day declared by Board Resolution to be the first day of the layoff), indicating the circumstances which make the layoff necessary. Each notice of layoff shall include the following:
1. Reasons for the layoff or reductions;
2. The effective date of layoff; and
3. A statement advising the employee of his/her rights of reinstatement from the layoff.
F. The Board shall attempt to keep the number of employees affected by reductions to a minimum by not employing replacements insofar as practical, for employees who resign, retire or otherwise vacate a position.
G. In the event an employee is laid off, he shall receive payment for any unpaid overtime and extra trips, as quickly as possible, but not later than fourteen (14) calendar days after the effective date of the layoff.
