Common use of REDUCTION IN FORCE PROCEDURES Clause in Contracts

REDUCTION IN FORCE PROCEDURES. If the University determines that a reduction in force is necessary, Instructors within the affected department shall be reduced or terminated in the following manner: 15.2.1 Voluntary resignations or retirements will first be solicited. 15.2.2 Those Instructors deemed by the Xxxx or his/her designee as qualified for the assignments will be considered for full time assignments. The qualified Instructor with the greatest length of service within the department as an Instructor will receive first consideration for full time assignment. Assignments of full time positions will continue in this manner until no further full time assignments exist. (Instructors with University-accumulated length of service, who voluntarily transfer from one department to another, shall not take their previously accumulated length of service to the department to which they voluntarily transfer. However, if an Instructor is involuntarily transferred to another department they shall maintain all University accumulated length of service, for all purposes, within the department to which they were involuntarily transferred. In addition, Instructors with accumulated length of service in one department, who voluntarily transfer to another department shall maintain their accumulated length of service in the department from which they voluntarily transfer, but shall not continue to accrue length of service unless and until they transfer back to that department.) 15.2.3 In the event two qualified Instructors have exactly the same accumulated length of service within a department, the Xxxx or his/her designee will determine which Instructor is to be reduced based upon the respective qualifications of each Instructor. 15.2.4 An Instructor whose position has been reduced or eliminated will receive first consideration over all Lecturers to teach any remaining classes that he/she is deemed qualified to teach within the department. 15.2.5 It will be solely the determination of the Xxxx or her/his designee as to whether an Instructor will be assigned a class outside their regular department regardless of qualifications. 15.2.6 In the event the University considers a reduction in force within the bargaining unit necessary, it shall promptly notify the Association in writing, including estimated time lines, prior to any implementation. If the Association wishes to bargain over the impact of the reduction in force, it shall serve written notice upon the University. 15.2.7 Prior to reducing or terminating the position of any Instructor within the bargaining unit, the University shall consider other possible reasonable steps to avoid a reduction in force.

REDUCTION IN FORCE PROCEDURES. If the University determines that a Any required reduction in the work force is necessaryshall proceed as follows: A. Part-time, Instructors temporary and probationary employees within the affected department Head Start shall be laid off before regular Employees. Those Employees on probationary status as a result of promotion, however, shall be considered regular Employees with respect to this paragraph. For the purposes of bus drivers and xxxx aides this paragraph does not apply. These employees are covered according to 4. B. If further reductions are required within Head Start after all part-time, temporary and probationary employees have been laid off, the CITY shall determine the composition of the work force to be retained. The number of Employees in each classification shall then be reduced or terminated as necessary by laying off the Employees in that classification in reverse order of their CITY seniority within a department as well as individual qualification to do the tasks required. C. An Employee subject to layoff may bump an Employee with less seniority who is in the following manner: 15.2.1 Voluntary resignations or retirements will first be solicitedsame classification within Head Start. 15.2.2 Those Instructors deemed D. An Employee unable to exercise his/her seniority as provided in 4.8.C. above, may bump Employees with less seniority in the next lower classification(s) within Head Start. E. Any Employee who is "bumped" shall have the same rights to bump Employees in equal or lower classification(s) as outlined above. Employees exercising this option must possess the knowledge, skill and ability required to perform the job, as determined by the Xxxx Department Head or his/her designee as qualified for designee. F. Employees scheduled to be laid off in accordance with the assignments above provisions will be considered for full time assignments. The qualified Instructor with given the greatest length of service within the department as an Instructor will receive first consideration for full time assignment. Assignments of full time positions will continue in this manner until no further full time assignments exist. (Instructors with University-accumulated length of service, who voluntarily transfer from one department opportunity to another, shall not take their previously accumulated length of service to the department to which they voluntarily transfer. However, if an Instructor is involuntarily transferred to another department they shall maintain all University accumulated length of service, for all purposes, within the department to which they were involuntarily transferred. In addition, Instructors with accumulated length of service in one department, who voluntarily transfer to another department shall maintain their accumulated length of service in any vacant positions which might exist within Head Start, provided he/she possesses the department from which they voluntarily transferknowledge, but shall not continue skill and abilities to accrue length of service unless and until they transfer back to that department.) 15.2.3 In do the event two qualified Instructors have exactly work, as determined by the same accumulated length of service within a department, the Xxxx Department Head or his/her designee will determine which Instructor is to be reduced based upon the respective qualifications of each Instructordesignee. 15.2.4 An Instructor whose G. Any Employees reduced by virtue of bumping will be placed in their former position has been reduced or eliminated will receive first consideration over all Lecturers to teach any remaining classes that he/she is deemed qualified to teach provided a vacancy exists within the departmentHead Start based on seniority. 15.2.5 It will be solely the determination of the Xxxx or her/his designee as H. This section shall not apply to whether an Instructor will be assigned a class outside their regular department regardless of qualifications. 15.2.6 In the event the University considers a reduction in force within the seasonal breaks where no bargaining unit necessary, it shall promptly notify positions are eliminated during the Association in writing, including estimated time lines, prior to any implementation. If the Association wishes to bargain over the impact of the reduction in force, it shall serve written notice upon the Universityseasonal break. 15.2.7 Prior to reducing or terminating the position of any Instructor within the bargaining unit, the University shall consider other possible reasonable steps to avoid a reduction in force.

REDUCTION IN FORCE PROCEDURES. If In making a recommendation on the University determines that educational program to be provided by the district in case of a reduction in force force, the superintendent shall give consideration in the order listed, to the following factors: -The needs of students as developed by historical grade enrollments of students, requirements for accreditation, and the minimum program requirements. -The board, having determined all funds available for the implementation of the educational program; -The curriculum offerings based on the material developed under the preceding two paragraphs; and -The number and category of employee positions required to operate the educational program developed under the preceding paragraphs. If an educational program in the district is necessary, Instructors within the affected department shall to be reduced or terminated eliminated, the superintendent shall develop a list of employees to be recommended to the Board of Directors for retention by the district to fill the positions required to operate the educational program as defined in the preceding section pursuant to the following manner: 15.2.1 Voluntary resignations or retirements procedure: The following categories are hereby established to ensure the qualifications of employees assigned to retained positions provided that the most senior qualified employees will first be solicited. 15.2.2 Those Instructors deemed by retained. Throughout these categories, certification and "currently teaching" is construed as the Xxxx or his/her designee as date of the Board's Resolution to implement this reduction in force procedure. After the board determines the number of positions which will be required within each category (i.e., K, 1-8, and Specialists) employees will be retained in the category appropriate to the position held at the time of implementation of this procedure. An employee shall also be retained in additional categories if the employee qualified for the assignments that category; provided that employees will be considered for full additional categories only if they are not to be retained in the category appropriate to the position held at the time assignmentsof implementation of this procedure. The qualified Instructor with When more than one person qualifies for a particular position under the criteria listed above, the employee who has the greatest length of service as an employee (teacher) within the department as an Instructor will receive first consideration for full time assignmentState of Washington shall be given the position. Assignments of full time positions will continue in this manner until no further full time assignments exist. (Instructors with University-accumulated length of serviceIn the event a tie exists, the employee who voluntarily transfer from one department to another, shall not take their previously accumulated has the greatest length of service to the department to which they voluntarily transfer. However, if as an Instructor is involuntarily transferred to another department they shall maintain all University accumulated length of service, for all purposes, within the department to which they were involuntarily transferred. In addition, Instructors with accumulated length of service in one department, who voluntarily transfer to another department shall maintain their accumulated length of service employee in the department from which they voluntarily transfer, but Pioneer School District No. 402 shall not continue to accrue length of service unless and until they transfer back to that department.) 15.2.3 be given the position. In the event two qualified Instructors have exactly ties still exist under the same accumulated length of service within a departmentcriteria listed above, the Xxxx or his/her designee will determine which Instructor is to employee who has achieved the greatest horizontal advancement on the salary schedule shall be reduced based upon given the respective qualifications of each Instructorposition. 15.2.4 An Instructor whose position has been reduced or eliminated will receive first consideration over all Lecturers to teach any remaining classes that he/she is deemed qualified to teach within the department. 15.2.5 It will be solely the determination of the Xxxx or her/his designee as to whether an Instructor will be assigned a class outside their regular department regardless of qualifications. 15.2.6 In the event the University considers a reduction in force within the bargaining unit necessary, it shall promptly notify the Association in writing, including estimated time lines, prior to any implementation. If the Association wishes to bargain over the impact of the reduction in force, it shall serve written notice upon the University. 15.2.7 Prior to reducing or terminating the position of any Instructor within the bargaining unit, the University shall consider other possible reasonable steps to avoid a reduction in force.

REDUCTION IN FORCE PROCEDURES. If the University determines that a Any required reduction in the work force is necessaryshall proceed as follows: A. Part-time, Instructors temporary and probationary employees within the affected department shall be laid off before regular Employees. Those Employees on probationary status as a result of promotion, however, shall be considered regular Employees with respect to this paragraph. B. If further reductions are required within a department after all part-time, temporary and probationary employees have been laid off, the CITY shall determine the composition of the work force to be retained. The number of Employees in each classification shall then be reduced or terminated as necessary by laying off the Employees in that classification in reverse order of their CITY seniority within a department as well as individual qualification to do the tasks required. C. An Employee subject to layoff may bump an Employee with less seniority who is in the following manner: 15.2.1 Voluntary resignations or retirements will same classification and department. Employees exercising this option shall first be solicited. 15.2.2 Those Instructors deemed attempt to displace the less senior Employees in the immediately affected work location, then within the division, and finally within the department, providing the Employee possesses the knowledge, skill and ability required to perform the job, as determined by the Xxxx Department Head or his/her designee designee. D. An Employee unable to exercise his/her seniority as qualified for the assignments will be considered for full time assignments. The qualified Instructor provided in 4.9.C. above, may bump Employees with the greatest length of service within the department as an Instructor will receive first consideration for full time assignment. Assignments of full time positions will continue in this manner until no further full time assignments exist. (Instructors with University-accumulated length of service, who voluntarily transfer from one department to another, shall not take their previously accumulated length of service to the department to which they voluntarily transfer. However, if an Instructor is involuntarily transferred to another department they shall maintain all University accumulated length of service, for all purposes, within the department to which they were involuntarily transferred. In addition, Instructors with accumulated length of service in one department, who voluntarily transfer to another department shall maintain their accumulated length of service less seniority in the department from which they voluntarily transfer, but shall not continue to accrue length of service unless and until they transfer back to next lower classification(s) within that department.) 15.2.3 In the event two qualified Instructors E. Any Employee who is "bumped" shall have exactly the same accumulated length of service within a departmentrights to bump Employees in equal or lower classification(s) as outlined above. F. Employees scheduled to be laid off in accordance with the above provisions will be given the opportunity to transfer to any vacant positions which might exist in another division, provided he/she possesses the Xxxx knowledge, skill and abilities to do the work, as determined by the Department Head or his/her designee will determine which Instructor is to be reduced based upon the respective qualifications of each Instructordesignee. 15.2.4 An Instructor whose G. Any Employees reduced by virtue of bumping will be placed in their former position has been reduced or eliminated will receive first consideration over all Lecturers to teach any remaining classes provided a vacancy exists within that he/she is deemed qualified to teach within the department. 15.2.5 It will be solely the determination of the Xxxx or her/his designee as to whether an Instructor will be assigned a class outside their regular department regardless of qualifications. 15.2.6 In the event the University considers a reduction in force within the bargaining unit necessary, it shall promptly notify the Association in writing, including estimated time lines, prior to any implementation. If the Association wishes to bargain over the impact of the reduction in force, it shall serve written notice upon the University. 15.2.7 Prior to reducing or terminating the position of any Instructor within the bargaining unit, the University shall consider other possible reasonable steps to avoid a reduction in force.