REDUCTION IN FORCE (LAYOFF) AND RECALL. 1. The following language on reduction in force (layoff) and recall of Union employees is the sole source of rights and obligations of the parties to this contract in these matters. Furthermore, the following language is intended to supersede all provisions applicable to public employees in the Ohio Revised Code and/or the Rules of the Ohio Department of Administrative Services relative to reduction in force (layoff) and recall of Union employees.
2. In the event of a reduction in force for reasons of lack of work or lack of funds, reorganization or any other legitimate reason as determined by the University, the following procedure will be used. The Union retains the right to grieve and arbitrate the legitimacy of the University's decision pursuant to Article 9.
A. The University shall identify the position(s) to be reduced and the employee(s), if applicable, to be affected.
B. Layoffs shall be in accordance with University seniority. Prior to affecting permanent bargaining unit employees, persons within the bargaining unit classifications holding appointment categories of temporary, intermittent, temporary part-time, seasonal, provisional and original probationary affected by the reduction, shall be laid off first. The University shall not layoff bargaining unit employees in lieu of disciplinary action.
3. Where there is an employee(s) subject to a reduction in force, the University has the right to exercise the layoff by:
A. Reassigning the employee(s) to existing open position(s) at the same classification level and FTE grouping so long as the employee(s) is qualified (as defined in Article 11, Section 7 to perform the work done.
B. Should there be no vacancies available, the employee(s) identified for layoff shall displace the lowest seniority University employee within the same classification and FTE grouping University-wide within the bargaining unit (refer to Appendix 1);
C. Should there be no one of lower seniority in the same classification, then, University seniority permitting, the employee(s) should displace the lowest senior employee in the next lower classification and FTE grouping University-wide within the bargaining unit (refer to Appendix 1);
D. Displacements shall continue by seniority and FTE grouping University-wide within the bargaining unit so long as the displaced employee(s) is qualified to do the work. The employee shall then be afforded the opportunity to bump down if they are qualified to hold that position, pursuant to the def...
REDUCTION IN FORCE (LAYOFF) AND RECALL. Section 1. Supplementing pertinent sections of Chapter 2.76 of the Personnel Code, an employee terminated due to any reduction in force shall be placed on the appropriate re-employment list for a maximum period of two (2) years with recall priority to be based on seniority within the classification, providing ability and fitness are equal.
Section 2. The terminated employee upon call back will not be required to take the normal entry employment or agility tests, if it has been less than one year.
Section 3. The terminated employee will be required to submit to and pass a suitable physical examination administered by a physician of the City's designation before any duty assignment.
Section 4. Perpetration of any of the acts enumerated in Article 23 may preclude any consideration for re-employment.
Section 5. A valid driver's license will be required.
Section 6. No regular employee in the bargaining unit shall be laid off while there are provisional, probationary, or temporary employees serving in the same job classification. Whenever a bargaining unit position is abolished or a bargaining unit reduction in force becomes necessary, layoffs shall be in reverse order of total service with the City. Bargaining unit members shall retreat to the last classification held immediately prior to their current classification. If a member is not qualified or current in the lower classification, he shall be given thirty (30) days to qualify for the position. When a position which was eliminated through a RIF again becomes available to the affected employee, an employee who retreated shall be reinstated to the higher classification without going through the normal promotion testing process.
Section 7. Terminated employees to be recalled shall be given a minimum of seven (7) calendar days to respond after notice has been sent by certified mail to their last known address on record with the Human Resources Department.
Section 8. Terminated employees who decline recall or who fail to respond as directed within the time allowed, shall be presumed to have resigned and their names shall be removed from seniority and preferred eligible lists.
Section 9. An employee not represented by this Agreement shall not be allowed to retreat into a bargaining unit position.
REDUCTION IN FORCE (LAYOFF) AND RECALL. 6.1 Reduction in Force (Regular School Year Employees): Should a lack of funds or other conditions make necessary a reduction in program hours and/or personnel, the following steps shall be used:
REDUCTION IN FORCE (LAYOFF) AND RECALL. 1. Governing Procedures
a. The Board will inform the Association concerning any potential reduction in force (layoff) situations.
b. Teachers whose contracts are being suspended for reasons of reduction in force (layoff) will:
(1) Be placed on the recall list.
(2) Be given reasons for contract suspension in writing.
c. Seniority will be defined as in Article V, B. This is the priority for establishing seniority:
(1) Date of Board approval of hire, then
(2) Date of first interview, then
(3) Date of most recent employment application.
d. An updated seniority list will be provided to the O.H.E.A. president by December 31 of each school year.
2. Reasons For Reductions in Force (Layoff)
(1) Return to duty of regular teachers after leaves of absence
(2) Suspension of schools
(3) Territorial changes affecting the District
(4) Financial reasons
(5) Decreased enrollment
3. Order of Reductions in Force (Layoff)
a. The order of reduction shall be the following:
(1) Teachers under contract for less than one year by certification/licensure.
(2) Teachers under contract for one year by certification/licensure.
(3) Teachers under continuing contracts (tenure) by certification/licensure. In the case of a reduction in force (layoff), teachers who have completed the requirements for a continuing contract (tenure) before the reduction in force (layoff) will be treated as having continuing contract (tenure) status for purposes of this provision.
REDUCTION IN FORCE (LAYOFF) AND RECALL. Section 1. Supplementing pertinent sections of Chapter 2.76 of the Personnel Code, an employee terminated due to any reduction in force shall be placed on the appropriate re-employment list for a maximum period of two
REDUCTION IN FORCE (LAYOFF) AND RECALL. Section 1 - Whenever it is deemed necessary by the Board to reduce the number of Bargaining Unit Employees due to lack of funds, lack of work, job abolition, discontinue a particular type of educational support service, or other legitimate reason, the reductions shall be made by laying off any probationary Bargaining Unit Employee in the affected classification first. If further reductions are necessary, the least senior Bargaining Unit Employee in the affected classification of position shall be laid off. This process shall be repeated until the reduction in force is completed.
REDUCTION IN FORCE (LAYOFF) AND RECALL.
A. In the event RIF or layoffs are anticipated due to a financial emergency, the District and SPA agree to meet to: • Establish a process and timeline • Discuss the financial information and resultant projected actions • Consider potential impact on programs and employees • Identify options for action(s) to be taken • Explore possible alternatives to layoff • Develop creative and practical ways to mitigate adverse impacts to District educational programs while minimizing the number of principals to be laid off.
B. The District will prepare initial financial information to be shared with the Association and will prepare seniority lists by position. Included in the list will be the individual’s certification and endorsements.
C. Seniority for the purpose of RIF and layoff shall be defined as:
1. Date of hire into a SPA represented position
2. Total years of educational experience
D. The School Board has the legal responsibility to establish the educational programs to be provided by the District and has the legal authority to make necessary adjustments consistent with the financial resources available. Although the common goal is to have joint recommendations forthcoming from the District and the Association activities and discussions, the Board and the District must make decisions in a time frame that allows any adjustments to be made within statutory requirements. If no joint recommendations can be reached in a timely fashion as described herein, the fact that the Association engaged in discussions and activities regarding RIF and layoff shall not in any way suggest that the Association has thereby abrogated any legal rights to contest or to address the action(s) taken by the District and the School Board.
E. The District will inform both the individuals identified for layoff and the Association of the data used to support the layoff as identified in this contract. Selection of which employees are to be laid off shall be made in inverse order of their seniority. Those with the lowest seniority will be selected first. Assistant principals will be laid off before principals are laid off.
F. There will be no bumping down the seniority list. The District will publish the list of available positions and will work with the Association in seeking volunteers first in assigning principals to the available positions.
REDUCTION IN FORCE (LAYOFF) AND RECALL. A. When a Reduction in Force (RIF) becomes necessary, the Board will make such reductions by attrition if possible. Otherwise, layoff and recall shall be by category and seniority, with district seniority used as the tie-breaker. Employees shall retain recall rights for two (2) calendar years from date of notice. Related categories shall be grouped together on one list for the purpose of Reduction in Force (RIF) consideration.
B. In no case shall a new employee be employed by the Board while there are employees on recall who are willing and qualified for the vacant or newly created position within their category or related category.
C. Laid off employees, on recall status, may continue their insurance coverage with the district by paying the regular monthly premium for such coverage to the Board, subject to the conditions of the carrier.
D. Notices of recall shall be sent by certified mail, return receipt requested, to the employee’s last known address. The employee has the obligation to maintain current address with the administration.
1. Kitchen Manager, Kitchen Staff
REDUCTION IN FORCE (LAYOFF) AND RECALL. 11.01 Reduction-In-Force Except for attrition, the Superintendent shall meet with the President of the Association at least thirty (30) days prior to the implementation of this policy. The Board may effect a reduction in the number of positions in the bargaining unit (RIF) as follows:
A. RIF may take place by attrition regardless of the reason for the reduction.
B. RIF may also take place by suspension of continuing and/or limited contracts for the following reasons:
1. Decline in student enrollment;
2. Return to duty of unit members after leaves of absence;
3. Suspension of schools or territorial changes affecting the district; and
4. Lack of financial resources.
REDUCTION IN FORCE (LAYOFF) AND RECALL. A. When a Reduction in Force (RIF) becomes necessary, the Board will make such reductions by attrition if possible. Otherwise, layoff and recall shall be by category and seniority, with district seniority used as the tie-breaker. Employees shall retain recall rights for two (2) calendar years from date of notice.
B. In no case shall a new employee be employed by the Board while there are employees on recall who are willing and qualified for the vacant or newly created position within their category or related category.
C. Laid off employees, on recall status, may continue their insurance coverage with the district by paying the regular monthly premium for such coverage to the Board, subject to the conditions of the carrier.
D. Notices of recall shall be sent by certified mail, return receipt requested, to the employee’s last known address. The employee has the obligation to maintain current address with the administration.
A. Subcontracting
