Common use of Reduction in Force Procedure Clause in Contracts

Reduction in Force Procedure. Due to declining enrollment, financial reasons, or curriculum realignment, the Board of Education may deem it necessary to require a reduction of personnel. Whenever possible, the reduction of staff shall be accomplished by normal attrition or early retirement. If further reduction is necessary, the Board will be governed by the following provisions in placing staff on involuntary leave. 1. No tenured teacher will be placed on a leave of absence while non-tenured teachers are retained in positions for which a tenured teacher is licensed. 1. Personnel reductions will be made on a district-wide basis rather than building by building. 2. Other facts for consideration are seniority, certification and endorsements in areas of need, qualifications for academic areas of disciplines to be preserved in relation to available staff to fill such positions, reassignment and transfer options, and application of federal and state equal employment laws. 3. Personnel subject to the Reduction-in-Force procedures shall be provided written notice of such reduction on or before the third Friday in May of the current school year. Such written notification shall be provided by Kansas statutes regarding Due Process procedures and the Continuing Contract Law. No appointment of new teachers will be made while there are available tenured teachers on unrequested leave of absence who are licensed by the State Department of Education to fill such vacancies. Teachers will be carried on a recall list for two (2) years from the date of reduction. This leave of absence from the district will not impair the tenure of the teacher. The Board may transfer existing personnel to vacancies before recalling anyone. A teacher who is subject to a Reduction-in-Force will, if requested in writing, have priority on the substitute list. It will be the responsibility of the teacher to notify the district, in writing, of changes of contact information or qualifications in order to be considered for recall. Teachers shall be notified in writing, by licensed mail, when a vacancy occurs. The teacher shall have fifteen (15) calendar days from receipt of such notice to accept the vacancy. If the vacancy is declined, the teacher shall not be removed from the recall list and remain available to accept an alternate district vacancy if available. If the teacher fails to respond on offer, the teacher shall be removed from the recall list. Teachers may retain membership in the district health coverage plan at their own expense, subject to acceptance by the carrier. Teachers will be recalled in reverse order of RIF. The last person released will be the first person recalled.

Reduction in Force Procedure. Due to declining enrollment, financial reasons, or curriculum realignment1. Certified Staff: When conditions necessitate the reduction in force of certified staff, the Board of Education may deem it necessary to require a reduction of personnel. Whenever possible, following procedure shall apply: a. Licensed employees within the reduction of staff shall be accomplished by normal attrition licensure/endorsement area or early retirement. If further reduction is necessary, the Board discipline affected will be governed by laid off in the following provisions in placing staff on involuntary leave. 1. No tenured teacher will be placed on a leave reverse order of absence while non-tenured teachers are retained in positions for which a tenured teacher is licensed. 1. Personnel reductions will be made on a district-wide basis rather than building by building. 2. Other facts for consideration are seniority, certification and endorsements in areas of need, qualifications for academic areas of disciplines to be preserved in relation to available staff to fill such positions, reassignment and transfer options, and application of federal and state equal employment laws. 3. Personnel subject to the Reduction-in-Force procedures shall be provided written notice of such reduction on or before the third Friday in May of the current school year. Such written notification shall be provided by Kansas statutes regarding Due Process procedures and the Continuing Contract Law. No appointment of new teachers will be made while there are available tenured teachers on unrequested leave of absence who are licensed by the State Department of Education to fill such vacancies. Teachers will be carried on a recall list for two (2) years from the date of reduction. This leave of absence from the district will not impair the tenure of the teacher. The Board may transfer existing personnel to vacancies before recalling anyone. A teacher who is subject to a Reduction-in-Force will, if requested in writing, have priority on the substitute list. It will be the responsibility of the teacher to notify the district, in writing, of changes of contact information or qualifications in order to be considered for recall. Teachers shall be notified in writing, by licensed mail, when a vacancy occurs. The teacher shall have fifteen (15) calendar days from receipt of such notice to accept the vacancy. If the vacancy is declinedlayoff occurs within a licensure that does not require an endorsement, the teacher licensed em- ployees within the licensure area shall be laid off in the reverse order of seniority. For the purposes of this article only, seniority shall be defined as the length of continuous District service as a licensed school instructor. Ap- proved unpaid leaves of absence shall not be removed from counted as seniority but shall also not represent a break in service. b. School system-wide service lists prepared by licensure/endorsement area and based on length of service shall be established, and a copy shall be placed in each school. These lists shall include all persons presently employed by the Bernalillo Public Schools (including persons on authorized leave of absence). Licenses/endorsements obtained subsequent to the date service lists are prepared shall not be included on the lists until all persons on the lists are recalled or forfeit recall list rights. c. Persons described above shall be ranked in order of service and remain available may, in their order of service, displace junior actively employed licensed/endorsed staff. Where there is more than one person entitled to accept an alternate district vacancy if availabledisplacement rights in a licensure/endorsement area, they shall be assigned to positions held by licensed staff with less service in that licensure/endorsement area. If A person refusing assignment within the teacher fails person’s active assignment shall be discharged and shall not be entitled to respond on offerrecall rights hereafter. When two or more employees are equal in seniority, the teacher superintendent will examine the most current evaluation and rank the employees according to the number of satisfactory ratings. d. No regular licensed employee shall be removed from the recall list. Teachers may retain membership discharged or terminated as a result of RIF until all newly hired probationary or temporary employees in the district health coverage plan at same licensure/endorsement areas have been discharged or termi- nated. Employees displaced from certified positions shall be eligible to dis- place certified staff with less service in those endorsement areas. e. Employees who elect not to exercise displacement rights in their own expense, subject to acceptance by en- dorsement area(s) (other than the carrier. Teachers will employee’s active assignment) shall be recalled in reverse order of RIF. The last person released will be the first person recalleddischarged and retain recall rights.

Reduction in Force Procedure. Due to declining enrollment, financial reasons, or curriculum realignment1. Certified Staff: When conditions necessitate the reduction in force of certified staff, the Board of Education may deem it necessary to require a reduction of personnel. Whenever possible, following procedure shall apply: a. Licensed employees within the reduction of staff shall be accomplished by normal attrition licensure/endorsement area or early retirement. If further reduction is necessary, the Board disci- xxxxx affected will be governed by laid off in the following provisions in placing staff on involuntary leave. 1. No tenured teacher will be placed on a leave reverse order of absence while non-tenured teachers are retained in positions for which a tenured teacher is licensed. 1. Personnel reductions will be made on a district-wide basis rather than building by building. 2. Other facts for consideration are seniority, certification and endorsements in areas of need, qualifications for academic areas of disciplines to be preserved in relation to available staff to fill such positions, reassignment and transfer options, and application of federal and state equal employment laws. 3. Personnel subject to the Reduction-in-Force procedures shall be provided written notice of such reduction on or before the third Friday in May of the current school year. Such written notification shall be provided by Kansas statutes regarding Due Process procedures and the Continuing Contract Law. No appointment of new teachers will be made while there are available tenured teachers on unrequested leave of absence who are licensed by the State Department of Education to fill such vacancies. Teachers will be carried on a recall list for two (2) years from the date of reduction. This leave of absence from the district will not impair the tenure of the teacher. The Board may transfer existing personnel to vacancies before recalling anyone. A teacher who is subject to a Reduction-in-Force will, if requested in writing, have priority on the substitute list. It will be the responsibility of the teacher to notify the district, in writing, of changes of contact information or qualifications in order to be considered for recall. Teachers shall be notified in writing, by licensed mail, when a vacancy occurs. The teacher shall have fifteen (15) calendar days from receipt of such notice to accept the vacancy. If the vacancy is declinedlayoff occurs within a licensure that does not require an endorsement, the teacher li- censed employees within the licensure area shall be laid off in the reverse order of seniority. For the purposes of this article only, seniority shall be defined as the length of continuous District service as a licensed school instructor. Approved unpaid leaves of absence shall not be removed from counted as seniority but shall also not represent a break in service. b. School system-wide service lists prepared by licensure/endorsement area and based on length of service shall be established, and a copy shall be placed in each school. These lists shall include all persons presently employed by the Bernalillo Public Schools (including persons on author- ized leave of absence). Licenses/endorsements obtained subsequent to the date service lists are prepared shall not be included on the lists until all persons on the lists are recalled or forfeit recall list rights. c. Persons described above shall be ranked in order of service and remain available may, in their order of service, displace junior actively employed li- censed/endorsed staff. Where there is more than one person entitled to accept an alternate district vacancy if availabledisplacement rights in a licensure/endorsement area, they shall be as- signed to positions held by licensed staff with less service in that licen- sure/endorsement area. If A person refusing assignment within the teacher fails person’s active assignment shall be discharged and shall not be entitled to respond on offerrecall rights hereafter. When two or more employees are equal in seniority, the teacher superintendent will examine the most current evaluation and rank the em- ployees according to the number of satisfactory ratings. d. No regular licensed employee shall be removed from the recall list. Teachers may retain membership discharged or terminated as a result of RIF until all newly hired probationary or temporary employees in the district health coverage plan at same licensure/endorsement areas have been discharged or termi- nated. Employees displaced from certified positions shall be eligible to displace certified staff with less service in those endorsement areas. e. Employees who elect not to exercise displacement rights in their own expense, subject to acceptance by en- dorsement area(s) (other than the carrier. Teachers will employee’s active assignment) shall be recalled in reverse order of RIF. The last person released will be the first person recalleddischarged and retain recall rights.

Reduction in Force Procedure. Due 1. District determines, with board approval, positions for reduction. 2. Lists will be produced in the following configurations: a. A list of positions eliminated, along with the names, seniority, and certifications of personnel in those positions. b. The number of personnel displaced by elimination of positions, after accounting for reduction by attrition. c. Seniority list of all certified personnel. Guidelines for determining seniority shall be as stipulated in the negotiated agreement. 3. Using the number of personnel displaced as a guideline, an equal number of employees will be identified from the seniority list, in accordance with 7.2, for Reduction in Force. 4. Displaced employees will be placed in positions vacated due to declining enrollment, financial reasons, Reduction in Force. The following guidelines will apply: a. No teacher qualified and licensed to teach a particular assignment or curriculum realignment, grade level as evidenced by a current valid license issued by the Nevada State Board of Education shall be replaced by another teacher not qualified or licensed for such assignment or grade level as prescribed above. (Article 7 b. The board may deem it necessary reassign any staff member to require a reduction position for which s/he is qualified and licensed in accordance with Article 9 of personnelthis agreement. Whenever possible(Article c. Every effort will be made to keep displaced teachers at their current school site: i. If the school site with a displaced teacher also has one or more vacancies due to Reduction in Force, the reduction of staff shall be accomplished by normal attrition or early retirement. If further reduction is necessary, the Board teacher will be governed assigned to that vacancy, if qualified by the following provisions in placing staff on involuntary leave.licensure. (Involuntary Re-Assignment, Article 9 1. No tenured If the teacher does not hold the proper license, s/he will be placed at another school site with a vacancy. (Involuntary Transfer, Article 9.4) ii. If the school site with a displaced teacher has no vacancies due to Reduction in Force, the least senior teacher, based on licensure at that site will be placed on the Involuntary Transfer list and placed at a leave of absence while non-tenured teachers are retained in positions site with a vacancy for which a tenured teacher /he is licensed. 1. Personnel reductions will be made on a district-wide basis rather than building by building. 2. Other facts for consideration are seniority, certification and endorsements in areas of need, qualifications for academic areas of disciplines to be preserved in relation to available staff to fill such positions, reassignment and transfer options, and application of federal and state equal employment laws. 3. Personnel subject to The displaced teacher would then take the Reduction-in-Force procedures shall be provided written notice of such reduction on or before the third Friday in May position of the current school yearleast senior teacher based on licensure. Such written notification shall be provided by Kansas statutes regarding Due Process procedures and the Continuing Contract Law. No appointment of new teachers will be made while there are available tenured teachers on unrequested leave of absence who are licensed by the State Department of Education to fill such vacancies. Teachers will be carried on a recall list for two (2) years from the date of reduction. This leave of absence from the district will not impair the tenure of the teacher. The Board may transfer existing personnel to vacancies before recalling anyone. Involuntary transfer, Article 9.4) d. A teacher who is subject displaced from a district level position due to a Reduction-in-Force will, if requested reduction in writing, have priority on the substitute list. It force will be the responsibility of the teacher returned to notify the districthis/her prior site, in writingaccordance with Article 9.4. (Involuntary Transfer, of changes of contact information or qualifications Article 9.4) e. If there is no available position for a teacher who is displaced due to a Reduction in order to be considered for recall. Teachers shall be notified in writing, by licensed mail, when a vacancy occurs. The teacher shall have fifteen (15) calendar days from receipt of such notice to accept the vacancy. If the vacancy is declinedForce at any school site, the teacher shall not will be removed from the recall list assigned to a position for which s/he is qualified and remain available to accept an alternate district vacancy if availablelicensed, displacing a less senior teacher. If the teacher fails to respond on offer, the teacher shall be removed from the recall list. Teachers may retain membership in the district health coverage plan at their own expense, subject to acceptance (Article 9.4) i. Those teachers affected by the carrier. Teachers involuntary transfer process will be recalled in reverse order of RIFplaced with consideration given according to their preference and to the school needs with the final placement decision being made by the Superintendent or designee. The last person released (Article 9.4) 5. A lottery will be held for probationary teachers to determine rank order among those who have the first person recalledsame hire date. 6. When applicable, seniority will be defined as in 7.2 for a Reduction in Force, Transfer, re- Assignment, and Recall.

Reduction in Force Procedure. Due to declining enrollment, financial reasons, or curriculum realignment1. When conditions necessitate the reduction in force of certified staff, the Board following procedure shall apply: a. Licensed employees within the endorsement area or discipline affected will be laid off in the reverse order of Education may deem it necessary to require a reduction seniority. For the purposes of personnel. Whenever possiblethis article only, the reduction of staff seniority shall be accomplished by normal attrition or early retirementdefined as the length of continuous District service as a licensed school instructor. If further reduction is necessary, the Board will be governed by the following provisions in placing staff on involuntary leave. 1. No tenured teacher will be placed on a leave Approved unpaid leaves of absence while non-tenured teachers are retained in positions for which a tenured teacher is licensed. 1. Personnel reductions will be made on a district-wide basis rather than building by building. 2. Other facts for consideration are seniority, certification and endorsements in areas of need, qualifications for academic areas of disciplines to be preserved in relation to available staff to fill such positions, reassignment and transfer options, and application of federal and state equal employment laws. 3. Personnel subject to the Reduction-in-Force procedures shall be provided written notice of such reduction on or before the third Friday in May of the current school year. Such written notification shall be provided by Kansas statutes regarding Due Process procedures and the Continuing Contract Law. No appointment of new teachers will be made while there are available tenured teachers on unrequested leave of absence who are licensed by the State Department of Education to fill such vacancies. Teachers will be carried on a recall list for two (2) years from the date of reduction. This leave of absence from the district will not impair the tenure of the teacher. The Board may transfer existing personnel to vacancies before recalling anyone. A teacher who is subject to a Reduction-in-Force will, if requested in writing, have priority on the substitute list. It will be the responsibility of the teacher to notify the district, in writing, of changes of contact information or qualifications in order to be considered for recall. Teachers shall be notified in writing, by licensed mail, when a vacancy occurs. The teacher shall have fifteen (15) calendar days from receipt of such notice to accept the vacancy. If the vacancy is declined, the teacher shall not be removed from counted as seniority but shall also not represent a break in service. x. Xxxxxx system-wide service lists prepared by endorsement area and based on length of service shall be established, and a copy shall be placed in each school. These lists shall include all persons presently employed by the Bernalillo Public Schools (including persons on authorized leave of absence). Endorsements obtained subsequent to the date service lists are prepared shall not be included on the lists until all persons on the lists are recalled or forfeit recall list rights. c. Persons described above shall be ranked in order of service and remain available may, in their order of service, displace junior actively employed licensed staff. Where there is more than one person entitled to accept displacement rights in an alternate district vacancy if availableendorsement area, they shall be assigned to positions held by licensed staff with less service in that endorsement area. If the teacher fails A person refusing assignment within his or her active assignment shall be discharged and shall not be entitled to respond on offerrecall rights hereafter. When two or more employees are equal in seniority, the teacher superintendent will examine the most current evaluation and rank the employees according to the number of satisfactory ratings. x. Xx regular licensed employee shall be removed from the recall list. Teachers may retain membership discharged or terminated as a result of RIF until all newly hired probationary or temporary employees in the district health coverage plan at same endorsement areas have been discharged or terminated. Employees displaced from certified positions shall be eligible to displace certified staff with less service in those endorsement areas. e. Employees who elect not to exercise displacement rights in their own expense, subject to acceptance by the carrier. Teachers will endorsement area(s) (other than his or her active assignment) shall be recalled in reverse order of RIF. The last person released will be the first person recalleddischarged and retain recall rights.

Reduction in Force Procedure. Due to declining enrollment, financial reasons, or curriculum realignment, the Board of Education may deem it necessary to require a reduction of personnel. Whenever possible, the reduction of staff shall be accomplished by normal attrition or early retirement. If further reduction is necessary, the Board will be governed by the following provisions in placing staff on involuntary leave. 1. No tenured teacher will be placed on a leave of absence while non-tenured teachers are retained in positions for which a tenured teacher is licensed. 12. Personnel reductions will be made on a district-wide basis rather than building by building. 23. Other facts for consideration are seniority, certification and endorsements in areas of need, qualifications for academic areas of disciplines to be preserved in relation to available staff to fill such positions, reassignment and transfer options, and application of federal and state equal employment laws. 3. Personnel subject to the Reduction-in-Force procedures shall be provided written notice of such reduction on or before the third Friday in May 1 of the current school year. Such written notification shall be provided by Kansas statutes regarding Due Process procedures and the Continuing Contract Law. No appointment of new teachers will be made while there are available tenured teachers on unrequested leave of absence who are licensed by the State Department of Education to fill such vacancies. Teachers will be carried on a recall list for a maximum of two (2) years from the date of reduction. This leave of absence from the district will not impair the tenure of the teacher. The Board may transfer existing personnel to vacancies before recalling anyone. A teacher who is subject to a Reduction-in-Force will, if requested in writing, have priority on the substitute list. It will be the responsibility of the teacher to notify the district, in writing, of changes of contact information address or qualifications in order to be considered for recallno later than December 1 of each calendar year. Teachers shall be notified in writing, by licensed certified mail, when a vacancy occurs. The teacher shall have fifteen (15) calendar days from receipt of such notice to accept the vacancy. If the vacancy is declinedteacher declines, the teacher shall not be removed from the recall list and remain available to accept an alternate district vacancy if available. If the teacher or fails to respond on to such offer, the teacher shall be removed from the recall list. Teachers may retain membership in the district health coverage plan at their own expense, subject to acceptance by the carrier. Teachers will be recalled in reverse order of RIF. The last person released will be the first person recalled.