Common use of Procedures for Retrenchment for Financial Reasons Clause in Contracts

Procedures for Retrenchment for Financial Reasons. 22.4.1 The procedures in Section 22.4 shall apply in all instances where the Administration anticipates that retrenchment for financial reasons may be necessary. 22.4.2 If the Administration determines that retrenchment for financial reasons may be necessary, it shall so notify the Union, governance bodies and other appropriate faculty groups and shall provide said groups with a preliminary retrenchment plan, which shall address the reasons for the anticipated retrenchment, the amount of the anticipated retrenchment and the areas proposed forretrenchment. 22.4.3 Accurate information, statistics and/or financial data related to such plan shall be made available by the Administration for inspection and/or copying upon request of the above groups. 22.4.4 The Administration shall provide a reasonable period of time and, whenever possible, a minimum of thirty (30) days from the issuance of the preliminary retrenchment plan, to receive advice from the above groups. 22.4.5 If, after having considered the advice of the above groups, the Administration determines that retrenchment remains necessary, the Administration shall issue a final retrenchment plan, which shall state the units in which retrenchment shall occur, the extent of retrenchment in each such unit and, if known, the projected duration of retrenchment. In developing the final retrenchment plan, the Administration shall address the following considerations: (a) the mission of the affected unit(s) and how circumstances have altered that mission; (b) the dependence of other unit(s) of the University on the unit(s) affected; (c) duplication elsewhere in the University of the offerings of the unit(s) affected and/or arrangements to replace offerings lost; (d) arrangements to allow students in the affected unit(s) to satisfy academic needs or requirements; (e) possible consequences to the stature of the University; (f) status of faculty involved and their possibilities of re-employment elsewhere in the University; (g) the problems inherent in making programmatic decisions within the time constraints imposed; (h) the advisability of program curtailment as opposed to program abolition. 22.4.6 Once a determination has been made to retrench bargaining unit faculty members within a particular unit, the order of retrenchment of bargaining unit faculty members within said unit shall be: (a) Part-time bargaining unit faculty members, temporary bargaining unit faculty members and bargaining unit faculty members on terminal appointments; (b) Probationary full-time faculty; and (c) Tenured faculty. 22.4.7 In selecting among bargaining unit faculty members within categories in Subsection (b) and (c), the order of retrenchment shall be in inverse order of seniority, provided that the Administration may disregard said order if the Administration determines that continued employment of a bargaining unit faculty member(s) is essential to: (a) the mission and purpose of the unit or the University; (b) the integrity or operation of the unit; or (c) the campus affirmative action goals. The Administration shall notify the Union of each such exemption claimed.

Procedures for Retrenchment for Financial Reasons. 22.4.1 (a) The procedures in Section 22.4 shall apply in all instances where the Employer/University Administration anticipates that retrenchment for financial reasons may be necessary. 22.4.2 (b) If the Employer/University Administration determines that retrenchment for financial reasons may be necessary, it shall so notify the Union, governance bodies and other appropriate faculty faculty/librarian groups and shall provide said groups with a preliminary retrenchment plan, which shall address the reasons for the anticipated retrenchment, the amount of the anticipated retrenchment and the areas proposed forretrenchmentfor retrenchment. 22.4.3 (c) Accurate information, statistics and/or financial data related to such plan shall be made available by the Employer/University Administration for inspection and/or copying upon request of the above groups. 22.4.4 (d) The Employer/University Administration shall provide a reasonable period of time and, whenever possible, a minimum of thirty (30) days from the issuance of the preliminary retrenchment plan, to receive advice from the above groups. 22.4.5 (e) If, after having considered the advice of the above groups, the Employer/University Administration determines that retrenchment remains necessary, the Employer/University Administration shall issue a final retrenchment plan, which shall state the units in which retrenchment shall occur, the extent of retrenchment in each such unit and, if known, the projected duration of retrenchment. In developing the final retrenchment plan, the Employer/University Administration shall address the following considerations: (a1) the mission of the affected unit(s) and how circumstances have altered that mission; (b2) the dependence of other unit(s) of the University on the unit(s) affected; (c) duplication elsewhere in the University of the offerings of the unit(s) affected and/or arrangements to replace offerings lost; (d) arrangements to allow students in the affected unit(s) to satisfy academic needs or requirements; (e) possible consequences to the stature of the University; (f) status of faculty involved and their possibilities of re-employment elsewhere in the University; (g) the problems inherent in making programmatic decisions within the time constraints imposed; (h) the advisability of program curtailment as opposed to program abolition. 22.4.6 Once a determination has been made to retrench bargaining unit faculty members within a particular unit, the order of retrenchment of bargaining unit faculty members within said unit shall be: (a) Part-time bargaining unit faculty members, temporary bargaining unit faculty members and bargaining unit faculty members on terminal appointments; (b) Probationary full-time faculty; and (c) Tenured faculty. 22.4.7 In selecting among bargaining unit faculty members within categories in Subsection (b) and (c), the order of retrenchment shall be in inverse order of seniority, provided that the Administration may disregard said order if the Administration determines that continued employment of a bargaining unit faculty member(s) is essential to: (a) the mission and purpose of the unit or the University; (b) the integrity or operation of the unit; or (c) the campus affirmative action goals. The Administration shall notify the Union of each such exemption claimed.

Procedures for Retrenchment for Financial Reasons. 22.4.1 (a) The procedures in Section 22.4 shall apply in all instances where the Employer/University Administration anticipates that retrenchment for financial reasons may be necessary. 22.4.2 (b) If the Employer/University Administration determines that retrenchment for financial reasons may be necessary, it shall so notify the Union, governance bodies and other appropriate faculty faculty/librarian groups and shall provide said groups with a preliminary retrenchment plan, which shall address the reasons for the anticipated retrenchment, the amount of the anticipated retrenchment and the areas proposed forretrenchmentfor retrenchment. 22.4.3 (c) Accurate information, statistics and/or financial data related to such plan shall be made available by the Employer/University Administration for inspection and/or copying upon request of the above groups. 22.4.4 (d) The Employer/University Administration shall provide a reasonable period of time and, whenever possible, a minimum of thirty (30) days from the issuance of the preliminary retrenchment plan, to receive advice from the above groups. 22.4.5 (e) If, after having considered the advice of the above groups, the Employer/University Administration determines that retrenchment remains necessary, the Employer/University Administration shall issue a final retrenchment plan, which shall state the units in which retrenchment shall occur, the extent of retrenchment in each such unit and, if known, the projected duration of retrenchment. In developing the final retrenchment plan, the Employer/University Administration shall address the following considerationsfollowingconsiderations: (a1) the mission of the affected unit(s) and how circumstances howcircumstances have altered that mission; (b2) the dependence of other unit(s) of the University on the unit(s) affected; (c3) duplication elsewhere in the University of the offerings of the unit(s) affected and/or arrangements to replace offerings lost; (d4) arrangements to allow students in the affected unit(s) to satisfy academic needs or requirements; (e5) possible consequences to the stature of the University; (f6) status of faculty or librarians involved and their possibilities of re-re- employment elsewhere in the University; (g7) the problems inherent in making programmatic decisions within the time constraints imposed; (h) 8) the advisability of program curtailment as opposed to program abolition. 22.4.6 (f) Once a determination has been made to retrench bargaining bargaining-unit faculty members within a particular unit, the order of retrenchment of bargaining bargaining-unit faculty members within said unit shall be: (a1) Part-time bargaining bargaining-unit faculty members, temporary bargaining bargaining-unit faculty members and bargaining bargaining-unit faculty members on terminal appointments; (b2) Probationary full-time facultyfaculty and librarians not on continuing appointments; and (c3) Tenured facultyfaculty and librarians on continuing appointments. 22.4.7 (g) In selecting among bargaining bargaining-unit faculty members within categories in Subsection (b) and (c), the order of retrenchment shall be in inverse order of seniority, provided that the Administration may disregard said order if the Administration determines that continued employment of a bargaining unit faculty member(s) is essential to: (a) the mission and purpose of the unit or the University; (b) the integrity or operation of the unit; or (c) the campus affirmative action goals. The Administration shall notify the Union of each such exemption claimed.22.4

Procedures for Retrenchment for Financial Reasons. 22.4.1 (a) The procedures in Section 22.4 shall apply in all instances where the Employer/University Administration anticipates that retrenchment for financial reasons may be necessary. 22.4.2 (b) If the Employer/University Administration determines that retrenchment for financial reasons may be necessary, it shall so notify the Union, governance bodies and other appropriate faculty faculty/librarian groups and shall provide said groups with a preliminary retrenchment plan, which shall address the reasons for the anticipated retrenchment, the amount of the anticipated retrenchment and the areas proposed forretrenchmentfor retrenchment. 22.4.3 (c) Accurate information, statistics and/or financial data related to such plan shall be made available by the Employer/University Administration for inspection and/or copying upon request of the above groups. 22.4.4 (d) The Employer/University Administration shall provide a reasonable period of time and, whenever possible, a minimum of thirty (30) days from the issuance of the preliminary retrenchment plan, to receive advice from the above groups. 22.4.5 (e) If, after having considered the advice of the above groups, the Employer/University Administration determines that retrenchment remains necessary, the Employer/University Administration shall issue a final retrenchment plan, which shall state the units in which retrenchment shall occur, the extent of retrenchment in each such unit and, if known, the projected duration of retrenchment. In developing the final retrenchment plan, the Employer/University Administration shall address the following considerations: (a1) the mission of the affected unit(s) and how circumstances have altered that mission; (b2) the dependence of other unit(s) of the University on the unit(s) affected; (c3) duplication elsewhere in the University of the offerings of the unit(s) affected and/or arrangements to replace offerings lost; (d4) arrangements to allow students in the affected unit(s) to satisfy academic needs or requirements; (e5) possible consequences to the stature of the University; (f6) status of faculty or librarians involved and their possibilities of re-re- employment elsewhere in the University; (g7) the problems inherent in making programmatic decisions within the time constraints imposed; (h) 8) the advisability of program curtailment as opposed to program abolition. 22.4.6 (f) Once a determination has been made to retrench bargaining unit faculty members within a particular unit, the order of retrenchment of bargaining unit faculty members within said unit shall be: (a1) Part-time bargaining unit faculty members, temporary bargaining unit faculty members and bargaining unit faculty members on terminal appointments; (b2) Probationary full-time facultyfaculty and librarians not on continuing appointments; and (c3) Tenured facultyfaculty and librarians on continuing appointments. 22.4.7 (g) In selecting among bargaining unit faculty members within categories in Subsection 22.4 (bf) (2) and (c3), the order of retrenchment shall be in inverse order of seniority, provided that the Employer/University Administration may disregard said order if the Employer/University Administration determines that continued employment of a bargaining unit faculty member(s) is essential to: (a1) the mission and purpose of the unit or the University; (b2) the integrity or operation of the unit; or (c3) the campus affirmative action goals. The Employer/University Administration shall notify the Union of each such exemption claimed.

Procedures for Retrenchment for Financial Reasons. 22.4.1 (a) The procedures in Section 22.4 shall apply in all instances where the Employer/University Administration anticipates that retrenchment for financial reasons may be necessary. 22.4.2 (b) If the Employer/University Administration determines that retrenchment for financial reasons may be necessary, it shall so notify the Union, governance bodies and other appropriate faculty faculty/librarian groups and shall provide said groups with a preliminary retrenchment plan, which shall address the reasons for the anticipated retrenchment, the amount of the anticipated retrenchment and the areas proposed forretrenchmentfor retrenchment. 22.4.3 (c) Accurate information, statistics and/or financial data related to such plan shall be made available by the Employer/University Administration for inspection and/or copying upon request of the above groups. 22.4.4 (d) The Employer/University Administration shall provide a reasonable period of time and, whenever possible, a minimum of thirty (30) days from the issuance of the preliminary retrenchment plan, to receive advice from the above groups. 22.4.5 (e) If, after having considered the advice of the above groups, the Employer/University Administration determines that retrenchment remains necessary, the Employer/University Administration shall issue a final retrenchment plan, which shall state the units in which retrenchment shall occur, the extent of retrenchment in each such unit and, if known, the projected duration of retrenchment. In developing the final retrenchment plan, the Employer/University Administration shall address the following considerations: (a1) the mission of the affected unit(s) and how circumstances have altered that mission; (b2) the dependence of other unit(s) of the University on the unit(s) affected; (c3) duplication elsewhere in the University of the offerings of the unit(s) affected and/or arrangements to replace offerings lost; (d4) arrangements to allow students in the affected unit(s) to satisfy academic needs or requirements; (e5) possible consequences to the stature of the University; (f6) status of faculty or librarians involved and their possibilities of re-re- employment elsewhere in the University; (g7) the problems inherent in making programmatic decisions within the time constraints imposed; (h) 8) the advisability of program curtailment as opposed to program abolition. 22.4.6 (f) Once a determination has been made to retrench bargaining unit faculty members within a particular unit, the order of retrenchment of bargaining unit faculty members within said unit shall be: (a1) Part-time bargaining unit faculty members, temporary bargaining unit faculty members and bargaining unit faculty members on terminal appointments; (b2) Probationary full-time facultyfaculty and librarians not serving on five-year reappointments; and (c3) Tenured facultyfaculty and librarians serving on five-year reappointments. 22.4.7 (g) In selecting among bargaining unit faculty members within categories in Subsection 22.4 (b) and (cf), the order of retrenchment shall be in inverse order of seniority, provided that the Administration may disregard said order if the Administration determines that continued employment of a bargaining unit faculty member(s) is essential to: (a) the mission and purpose of the unit or the University; (b) the integrity or operation of the unit; or (c) the campus affirmative action goals. The Administration shall notify the Union of each such exemption claimed.

Procedures for Retrenchment for Financial Reasons. 22.4.1 The procedures in Section 22.4 shall apply in all instances where the Administration anticipates that retrenchment for financial reasons may be necessary. 22.4.2 If the Administration determines that retrenchment for financial reasons may be necessary, it shall so notify the Union, governance bodies and other appropriate faculty groups and shall provide said groups with a preliminary retrenchment plan, which shall address the reasons for the anticipated retrenchment, the amount of the anticipated retrenchment and the areas proposed forretrenchmentfor retrenchment. 22.4.3 Accurate information, statistics and/or financial data related to such plan shall be made available by the Administration for inspection and/or copying upon request of the above groups. 22.4.4 The Administration shall provide a reasonable period of time and, whenever possible, a minimum of thirty (30) days from the issuance of the preliminary retrenchment plan, to receive advice from the above groups. 22.4.5 If, after having considered the advice of the above groups, the Administration determines that retrenchment remains necessary, the Administration shall issue a final retrenchment plan, which shall state the units in which retrenchment shall occur, the extent of retrenchment in each such unit and, if known, the projected duration of retrenchment. In developing the final retrenchment plan, the Administration shall address the following considerations: (a) : the mission of the affected unit(s) and how circumstances have altered that mission; (b) ; the dependence of other unit(s) of the University on the unit(s) affected; (c) ; duplication elsewhere in the University of the offerings of the unit(s) affected and/or arrangements to replace offerings lost; (d) ; arrangements to allow students in the affected unit(s) to satisfy academic needs or requirements; (e) ; possible consequences to the stature of the University; (f) ; status of faculty involved and their possibilities of re-employment elsewhere in the University; (g) ; the problems inherent in making programmatic decisions within the time constraints imposed; (h) ; the advisability of program curtailment as opposed to program abolition. 22.4.6 Once a determination has been made to retrench bargaining unit faculty members within a particular unit, the order of retrenchment of bargaining unit faculty members within said unit shall be: (a) : Part-time bargaining unit faculty members, temporary bargaining unit faculty members and bargaining unit faculty members on terminal appointments; (b) ; Probationary full-time faculty; and (c) and Tenured faculty. 22.4.7 In selecting among bargaining unit faculty members within categories in Subsection 22.4.6 (b) and (c), the order of retrenchment shall be in inverse order of seniority, provided that the Administration may disregard said order if the Administration determines that continued employment of a bargaining unit faculty member(s) is essential to: (a) : the mission and purpose of the unit or the University; (b) ; the integrity or operation of the unit; or (c) or the campus affirmative action goals. The Administration shall notify the Union of each such exemption claimed.