Procedures for Staff Reduction. For purposes of staff reduction, teachers in TLS positions shall be considered members of the bargaining unit and shall be classified in the classification to which they were assigned at the time of their selection for a TLS position.
Procedures for Staff Reduction. In the event the Board of Directors adopts a reduced educational program by reason of financial necessity, those members of the bargaining unit who will be retained will be identified by using the following procedures:
1. Determination of Vacant Positions The District will determine, as accurately as possible, the total number of certificated employees known as of April 15 leaving the District for reasons of retirement, family transfer, normal resignations, leaves, discharge or non-renewal, etc., and these vacancies will be taken into consideration in determining the number of available certificated positions for the following school year.
Procedures for Staff Reduction. 3 In the event the Board of Directors adopts a reduced educational program because of 4 financial necessity or modifies the educational program, those staff members who will 5 be retained to implement the District's reduced or modified program and those staff 6 members who will be terminated from employment or adversely affected in contract 7 status will be identified by using the procedures contained in this Article.
Procedures for Staff Reduction. 32 In the event that it is necessary to reduce the number of employees, those employees who will be 33 retained to implement the District's reduced or modified program and those employees who will be 34 terminated from employment or adversely affected in contract status will be identified by using the 35 following procedures:
Procedures for Staff Reduction. A. In the event the Board determines that it is necessary to have a reduction in staff, the Board shall attempt to accomplish such by attrition.
Procedures for Staff Reduction. In the event the Board adopts a reduced educational program, (Policy 5256) those teachers and other certificated employees who will be retained to implement the District's reduced or modified program will be identified by using the procedures outlined in this article. Categorically funded programs will be continued if it is determined by the District to be to the benefit of the educational program.
Procedures for Staff Reduction a. Staff Reduction
1. In the event that it is necessary to reduce the number of employees, those employees who will be retained to implement the District's reduced program and those employees who will be terminated from employment will be identified by using the procedures set forth in paragraphs 8 (2) through 8
Procedures for Staff Reduction. (16.1) When staff reduction in an area of employment is to occur, the reduction shall be in accordance with the following procedures:
(16.1.1) Known attrition (retirements, resignations, etc.) shall be the first step in this procedure. If any such attrition is insufficient to accomplish the needed reduction in the area of employment, the next step will be utilized.
(16.1.2) The second step shall be the reduction of employees in the area of employment with emergency and/or temporary certification or licensure, unless needed to maintain an existing program. If reduction at this step is insufficient to accomplish the needed reduction, the third step will be utilized.
(16.1.3) The third step shall be the reduction of employee(s) with the least seniority in the area(s) where the reduction is needed, unless needed to maintain an existing program, and to the extent required to accomplish the needed reduction. Regular program division areas of employment are: classroom teachers Pre-Kindergarten (PK)-6, talented & gifted, English as a second language, 7-12 science, 7-12 English, 7-12 social studies, 7-12 family & consumer science, 7-12 world languages, 7-12 mathematics, 7-12 speech, 7-12 business education, K-12 music, K-12 art, K-12 physical education, 7-12 health, 7-12 industrial technology, counseling K-6, counseling 7-12, and library science. Special education division areas of employment are: K- 6 special education, 7-12 learning disabilities/behavioral disabilities, 7-12 behavioral disabilities-self contained, 7-12 multi-disabilities, and 7-12 resource and work experience. Seniority shall be defined as the total number of consecutive years of employment in the district. Seniority shall accrue from the initial date of employment or the date the employee signed the individual contract, whichever is earlier. Seniority credit shall not be allowed for service while on probation resulting from administrative action. Up to five (5) years of seniority credit may be allowed at the time of employment for experience in the employment area during the ten (10) years before the date of employment. Employees voluntarily or involuntarily transferred shall retain their district seniority. In the event that a reduction in an employment area will occur and the two least senior employees in the area of employment have equal seniority, the following procedures will be utilized to determine the order of the reduction:
(16.1.3.a) In each employment area where reduction is to occur,...
Procedures for Staff Reduction. A. Certificated personnel excluded from the bargaining unit will not be included or added to any category or seniority list of employees included in the bargaining unit.
B. In the event that it is necessary to reduce the number of certificated employees, those certificated employees who will be retained to implement the District’s reduced program and those certificated employees who will be terminated from employment will be identified by using the procedures set forth in Section 3 and 4.
C. The District will determine as accurately as possible the total number of certificated staff known to be leaving the District for reasons of retirement, normal resignations, leaves, discharge or nonrenewal, etc., less those returning from leave, and any vacancies will be taken into consideration in determining the number of available certificated positions for the following year.
D. Possession of/or eligibility for any valid Washington State Certificate (by May 15) which may be required for the position(s) under consideration shall be prerequisite for retention in all positions.
E. The following categories and specialties are established to ensure the qualifications of personnel assigned to retained positions, to allow for the least disruption of the ongoing program, and to be in accordance with the reduced programs and services as established by the Board. Additional categories or specialties shall be developed, if there is a need, by mutual agreement of the Association and Board.
Procedures for Staff Reduction. In the event the Employer determines that employees must be laid off, the Association shall be notified in writing within ten (10) administrative working days after the determination. Employees shall be laid off based upon seniority from his/her sworn date or civilian date of hire. If the number of employees to be laid off within the classification exceeds the number of employees in that classification, the Employer shall consider qualification, ability to perform, and seniority and if qualifications and ability to perform are equal between and among affected employees, seniority shall govern. Temporary, part-time and Introductory employees performing duties within the job classification from which employees have been or are to be laid off, are to be laid off first and have not recall rights. An Association officer shall be present during all of the decision making meetings and decision making process of the administration concerning staff reductions. An employee to be laid off will be notified thereof in writing at least ten (10) working days prior to the effective date of the layoff. Within the job classification laid off, employees will be returned to work in the reverse order in which they were laid off. No new employees will be hired for a job in the classification from which employees have been laid off until all employees laid off from that classification have been given notice of recall. An employee who is laid off shall keep the Employer advised of the employee’s current mailing address. Notice of recall shall be sent by certified mail to the employee’s latest advised address. An employee shall report to work within on hundred twenty (120) hours after notice of recall is received or within one hundred sixty-eight (168) hours after notice of recall is mailed, whichever is lesser, unless the notice of recall provides for a specific later effective date of recall, in which case the employee shall report on said effective date.
