Common use of REDUCTION IN FORCE PROCEDURES Clause in Contracts

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. ‌ The term Reduction-In-Force as used herein refers to action A. If removal or dismissal of a teacher results from a decision of the District Board of Education reducing to decrease the number of regular full-time employeesteachers employed by the Board or from discontinuance of some particular type of teaching service, not on Temporary Contractsthe district shall follow the procedures prescribed by state law. If, after following the procedures prescribed by law, seniority between two or more teachers is identical, then the teacher with the greater total length of in district teaching experience shall be considered more senior. If there still continues to be a tie, the teacher with the greater total length of teaching experience shall be considered more senior. If there is still a tie, the District because shall determine seniority using a lottery method. B. If the Board has any vacancies for the following school term or within one (1) calendar year from the beginning 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 Districtfollowing school term, the Superintendent may recommend a reduction-in-force positions thereby becoming available shall be tendered to the Board teachers so removed or dismissed in reverse order 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 , so far as they are legally qualified to hold such positions. Vacancies which must be tendered to honorably dismissed teachers during their period of recall rights include any full-time or nonreemploy part-time positions becoming available. Vacancies shall not be deemed to include, however, any short-term or substitute position of less than sixty (60) days' duration. To be eligible for recall, the instructor(s) who has teacher must provide the lowest composite rating under Superintendent or designee, in writing, and prior to the technology center’s Teacher and Leader Effectiveness Evaluation System (IEI) in last day of employment, with the address where he or she can be reached. Upon the tendering of any vacancy during the recall period, the teacher must notify the Superintendent or designee of the acceptance of the position being eliminated. Ratings will be calculated in writing within ten (10) calendar days of receiving, by averaging certified mail, notice of 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 retainedvacancy. C. The technology center A teacher's failure to notify the District of acceptance of a tendered vacancy shall constitute a rejection of the offered position. Any teacher who rejects an offer of a full-time vacant position for which he or she is qualified shall be deemed to have waived his or her recall rights and will retain no longer be eligible for any other vacancy becoming available during the instructor who meets any federal requirements, such as “highly qualified” under No Child Left Behind, if required for remainder of the courses assigned to that instructorrecall period. D. The technology center will retain Sequence of Honorable Dismissal List by no later than seventy-five (75) calendar days prior to the instructor having end of the most versatile certificate(s) school term if there is a reduction in order force scheduled to enable take place during the technology center to have flexibility school term. If there is no reduction in planning future curriculum. E. If force scheduled during the teachers are equal under the above criteriaschool term, 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 Sequence of certificates is equal, the technology center will retain the instructor chosen by lot through a process determined Honorable Dismissal List by the superintendent or the superintendent’s designee and TAV-TACT Presidentlast day of school.

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:Instructor‌ 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 retainedberetained. 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 superintendentor the superintendent’s designee and TAV-TACT President.

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:Instructor 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. ‌ The term Reduction-In-Force as used herein refers to action A. If removal or dismissal of a teacher results from a decision of the District Board of Education reducing to decrease the number of regular full-time employeesteachers employed by the Board or from discontinuance of some particular type of teaching service, not on Temporary Contractsthe district shall follow the procedures prescribed by state law. If, after following the procedures prescribed by law, seniority between two or more teachers is identical, then the teacher with the greater total length of in district teaching experience shall be considered more senior. If there still continues to be a tie, the teacher with the greater total length of teaching experience shall be considered more senior. If there is still a tie, the District because shall determine seniority using a lottery method. B. If the Board has any vacancies for the following school term or within one (1) calendar year from the beginning 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 Districtfollowing school term, the Superintendent may recommend a reduction-in-force positions thereby becoming available shall be tendered to the Board teachers so removed or dismissed in reverse order 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 , so far as they are legally qualified to hold such positions. Vacancies which must be tendered to honorably dismissed teachers during their period of recall rights include any full-time or nonreemploy part-time positions becoming available. Vacancies shall not be deemed to include, however, any short-term or substitute position of less than sixty (60) days' duration. To be eligible for recall, the instructor(s) who has teacher must provide the lowest composite rating under Superintendent or designee, in writing, and prior to the technology center’s Teacher and Leader Effectiveness Evaluation System (IEI) in last day of employment, with the address where he or she can be reached. Upon the tendering of any vacancy during the recall period, the teacher must notify the Superintendent or designee of the acceptance of the position being eliminated. Ratings will be calculated in writing within ten (10) calendar days of receiving, by averaging certified mail, notice of 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 retainedvacancy. C. The technology center A teacher's failure to notify the District of acceptance of a tendered vacancy shall constitute a rejection of the offered position. Any teacher who rejects an offer of a full-time vacant position for which he or she is qualified shall be deemed to have waived his or her recall rights and will retain no longer be eligible for any other vacancy becoming available during the instructor who meets any federal requirements, such as “highly qualified” under No Child Left Behind, if required for remainder of the courses assigned to that instructorrecall period. D. The technology center will retain Sequence of Honorable Dismissal List by no later than seventy-five (75) calendar days prior to the instructor having end of the most versatile certificate(s) school term if there is a reduction in order force scheduled to enable take place during the technology center to have flexibility school term. If there is no reduction in planning future curriculum. E. If force scheduled during the teachers are equal under the above criteriaschool term, 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 Sequence of certificates is equal, the technology center will retain the instructor chosen by lot through a process determined Honorable Dismissal List by the superintendent or the superintendent’s designee and TAV-TACT Presidentlast day of school.

REDUCTION IN FORCE PROCEDURES. ‌ The term Reduction-In-Force as used herein refers to action A. If removal or dismissal of a teacher results from a decision of the District Board of Education reducing to decrease the number of regular full-time employeesteachers employed by the Board or from discontinuance of some particular type of teaching service, not on Temporary Contractsthe district shall follow the procedures prescribed by state law. If, after following the procedures prescribed by law, seniority between two or more teachers is identical, then the teacher with the greater total length of in district teaching experience shall be considered more senior. If there still continues to be a tie, the teacher with the greater total length of teaching experience shall be considered more senior. If there is still a tie, the District because shall determine seniority using a lottery method. B. If the Board has any vacancies for the following school term or within one (1) calendar year from the beginning 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 Districtfollowing school term, the Superintendent may recommend a reduction-in-force positions thereby becoming available shall be tendered to the Board teachers so removed or dismissed in reverse order 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 , so far as they are legally qualified to hold such positions. Vacancies which must be tendered to honorably dismissed teachers during their period of recall rights include any full-time or nonreemploy part-time positions becoming available. Vacancies shall not be deemed to include, however, any short-term or substitute position of less than sixty (60) days' duration. To be eligible for recall, the instructor(s) who has teacher must provide the lowest composite rating under Superintendent or designee, in writing, and prior to the technology center’s Teacher and Leader Effectiveness Evaluation System (IEI) in last day of employment, with the address where he or she can be reached. Upon the tendering of any vacancy during the recall period, the teacher must notify the Superintendent or designee of the acceptance of the position being eliminated. Ratings will be calculated in writing within ten (10) calendar days of receiving, by averaging certified mail, notice of 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 retainedvacancy. C. The technology center will retain A teacher's failure to notify the instructor District of acceptance of a tendered vacancy shall constitute a rejection of the offered position. Any teacher who meets any federal requirements, such as “highly qualified” under No Child Left Behind, if required rejects an offer of a full-time vacant position 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 which he or she is qualified shall be deemed to have flexibility in planning future curriculumwaived his or her recall rights and will no longer be eligible for any other vacancy becoming available during the remainder of the recall period. 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.