REDUCTION IN FORCE PROCEDURES Sample Clauses
REDUCTION IN FORCE PROCEDURES. The term Reduction-In-Force as used herein refers to action of the District Board of Education reducing the number of regular full-time employees, not on Temporary Contracts, in the District because of the closing of a program, area, or position due to financial exigency, or due to other business necessity determined by the board. When, in accordance with the approved School Board RIF Policy and in the judgment of the Superintendent it is in the best interest of the School District, the Superintendent may recommend a reduction-in-force to the Board of Education.
5-1 Criteria – Personnel Affected – Certified & Non-Certified Instructor The following criteria shall be used to determine the employees to be affected by a reduction-in-force:
A. The technology center will dismiss or nonreemploy the instructor(s) who has the lowest composite rating under the technology center’s Teacher and Leader Effectiveness Evaluation System (IEI) in the position being eliminated. Ratings will be calculated by averaging the past three (3) years’ ratings (or fewer if 3 years are not available) and will be measured to the nearest hundredth of a decimal point.
B. If the instructors are equal under the above criteria, then the instructor(s) who has the most seniority in the technology center will be retained.
C. The technology center will retain the instructor who meets any federal requirements, such as “highly qualified” under No Child Left Behind, if required for the courses assigned to that instructor.
D. The technology center will retain the instructor having the most versatile certificate(s) in order to enable the technology center to have flexibility in planning future curriculum.
E. If the teachers are equal under the above criteria, the technology center will retain the teacher with the most advanced academic degree status.
F. If the instructors are equal under the above criteria, then the technology center will retain the instructor(s) who currently holds a contracted extra duty assignment, IF, after the reduction in force, that instructor will continue to be assigned such extra duty assignment.
G. If versatility of certificates is equal, the technology center will retain the instructor chosen by lot through a process determined by the superintendent or the superintendent’s designee and TAV-TACT President.
REDUCTION IN FORCE PROCEDURES. If the Board determines that it is necessary to reduce the number of certificated/licensed positions, such reductions shall be for one or more of the following reasons:
A. A decreased enrollment of pupils or a change in enrollment of pupils in a program at the secondary level.
B. A return of unit members from leaves of absence.
C. The suspension of school.
D. Territorial changes affecting the district.
E. Financial reasons. The Board shall determine which positions must be eliminated and the number of unit members to be affected by the reduction in staff. The financial savings to the district from a reduction in force shall not exceed the total financial deficit demonstrated by the Board.
REDUCTION IN FORCE PROCEDURES. Attrition by resignation and retirement shall be utilized as the first means of Employee reduction within each affected job classification.
REDUCTION IN FORCE PROCEDURES. Reduction-in-force shall be made on the basis of seniority accrued. Employees with the least seniority in the affected category shall be removed in such sequence (i.e., least to most senior) until the necessary reduction has been made, provided more senior employees are qualified to hold the positions of the less senior employees. In determining an employee’s qualifications for purposes of reduction-in-force, the Board shall consider any statutory or regulatory employment pre-requisites and the specific skills required for the position as determined by the District in its policies, rules, regulations, or job descriptions.
REDUCTION IN FORCE PROCEDURES. An employee designated for layoff due to the employee's position being abolished or transferred may exercise retention rights. Retention rights shall be exercised in the following manner:
(a) No employee may exercise retention rights over any employee who has greater seniority regardless of class or pay grade.
(b) An employee designated for layoff or transfer who has seniority shall exercise retention rights on the least senior employee in the same position class in the program and the geographic area to which the employee's position is assigned.
(c) If there are no employees on which to exercise retention rights under b., a senior employee may exercise retention rights over any employee who has less seniority in a position within the same program and geographic area where the position's pay grade is equal or not more than five (5) pay grades lower, as long as the employee meets the minimum qualifications of the "new" position.
(d) If there are no employees on which to exercise retention rights under c., a senior employee may exercise retention rights on any employee with less seniority in the same program statewide in a position with an equal or lower pay grade as long as the employee meets the minimum qualifications of the “new” position.
(e) An employee designated for layoff or transfer shall receive as part of their notice a list of positions on which the employee may exercise retention rights. Within 3 business days of receipt of the notice of layoff, the employee must notify the Court Administrator of the employee's intent to exercise their rights of retention and at that time must designate the position on which they wish to exercise their rights.
(f) Employees funded by a grant, federal or special funds, shall not be a member of a status group for layoff purposes. The time worked by employees originally funded by these funds shall not count toward seniority.
REDUCTION IN FORCE PROCEDURES. 8.8.1 In the event it becomes necessary to apply a reduction in force, the following procedure will be implemented:
8.8.1.1 The Association President and President Elect shall be exempt from non-renewal.
8.8.1.2 Retention of staff will be made by seniority among employees who have the required college preparation experience and certification; provided, however, the same percentage of racial minority employees shall be retained as existed immediately prior to the reduction in force. The Association will be provided verification of program staffing by the District through the Executive Director for Human Resources.
8.8.1.3 Employees currently assigned in full-time teaching positions shall be first assigned to all full-time teaching positions consistent with their individual seniority, college preparation, and experience for the position, and shall not be obligated to accept any part-time teaching position, but they shall be offered and may choose to accept such a position on a voluntary basis.
8.8.1.4 Employees currently assigned in part-time teaching positions shall be assigned to part-time teaching positions only based on their individual seniority, college preparation, and experience for the position, provided no part-time employee with less seniority shall be assigned to any part-time teaching position unless such a position is declined by all employees (full and part-time) with greater seniority where college preparation and experience for the position are equal.
8.8.1.5 The District will take official action related to non-renewal of personnel contracts in accordance with state laws and regulations.
REDUCTION IN FORCE PROCEDURES. As a result of authority granted to the Board of Education by the Kansas Constitution and Kansas statutes, the Board has the responsibility of determining composition of the professional staff necessary to implement and maintain educational programs of the District. From time to time, as the result of decreasing enrollment, limited financial resources, changes in educational programs, or other circumstances, it may be necessary to reduce the number of Professional Employees employed by the District. It is the policy of this District to use normal attrition of staff;
REDUCTION IN FORCE PROCEDURES. 28.01 The Employer agrees to give the Union the maximum amount of advance notice, consistent with sound management practices, of expected reductions in force.
28.02 All reductions in force will be conducted in accordance with applicable regulations.
REDUCTION IN FORCE PROCEDURES. Reduction in force shall be made on the basis of seniority and performance evaluations. Employees to be separated will be selected based upon the overall rating of their most recent written performance appraisal, subsequent written documentation regarding their work performance, and their ability to perform the remaining work. In situations where employee performance appraisals are equivalent and no other written documentation regarding work performance is available, the employee with the least continuous service with the department will be separated first. In determining an employee’s qualification for purposes of reduction in force, the Board shall consider any statutory or regulatory employment prerequisites and the specific skills required for the position as determined by the District in its policies, rules, and regulation or job descriptions.