Reduction in Force (RIF) and Recall Sample Clauses

Reduction in Force (RIF) and Recall. A. When the number of employees must be reduced, Craft seniority shall govern. The employees with the least Craft Seniority by classification, by station in the affected Bid Area will be reduced. 1. If the point/station surplus creates a furlough at the seniority point, then Furlough Recall Date (FRD) Consent Decree Seniority will determine who is to be furloughed. B. Beginning with the most senior employee affected by a reduction as provided in paragraph A above, employee(s) affected by a RIF may exercise Craft Seniority in the following order: 1. Using Craft (Basic Classification) Seniority displace the junior employee in any Bid Area within his Craft/classification (unless the employee chooses to displace to a lower Craft/classification), at his station/Point for which he meets the minimum qualifications in accordance with Article 3, and in which he has the seniority to displace, or at the employee’s option, using Furlough Recall Date (FRD) Consent Decree Seniority, displace the system in the Bid Area from which he was reduced in any station/Point his Furlough Recall Date (FRD) Consent Decree Seniority will allow. Note: For purposes of this Article (Reduction-In-Force) the following geographic locations, having two (2) or more stations in close proximity to one another, are considered one (1) Point: IAH – HOU – VIC, MIA – FLL, LAX – SAN – SNA, EWR – LGA, and GSO – RDU New York (EWR-JFK-LGA), Washington (DCA-BWI-IAD), Chicago (Elk Grove Facility “OPC”-ORD-MDW), Los Angeles (LAX-BUR- LGB-SNA-ONT-SAN-VCV), San Francisco (SFO-OAK-SMF-SJC), Hawai’i (HNL-KOA-OGG-LIH-ITO), Miami (MIA-FLL), Houston (HOU-IAH-VICVKY-IAHSX), Denver (DEN-COS-DENTK),
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Reduction in Force (RIF) and Recall. For the purposes of reduction-in-force and/or recall of employees, the educational support personnel shall be divided among the categories found in section 19.B of this article. Upon the decision of the School Board to reduce the number of employees, reduction in force shall be in accordance with Section 10-23.5 of the School Code (105 ILCS 5/10-23.5). An employee who may be subject to a reduction-in-force may apply for any District openings in other categories and shall be given an interview prior to outside candidates
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Reduction in Force (RIF) and Recall. 1. When there is a reduction in the number of Certified Staff assignments which results in the necessity of releasing and recalling Certified Staff, the District will comply with the provisions of 24-12 of the Illinois School Code, 105 ILCS 5/24-12, as amended.
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Reduction in Force (RIF) and Recall. 1. When there is a reduction in the number of Certified Staff assignments which results in the necessity of releasing and recalling Certified Staff, the District will comply with the provisions of 24-12 of the Illinois School Code, 105 ILCS 5/24-12, as amended. 2. When there is a reduction in the number of ESPs which results in the necessity of releasing and recalling ESPs, the District will comply with the provisions of 10-23.5 of the Illinois School Code, 105 ILCS 5/10-23.5, as amended. 3. Upon layoff from the District, a full-time Employee shall receive $29.00 per day for all unused accumulated sick leave. Part-time Employees will receive a prorated payout based upon their FTE status. This payment will be made at the time of the first payroll after the beginning of the new school year if the Employee has not been recalled and has not accepted a comparable position with the District prior to that time. If said Employee is subsequently recalled and accepts a comparable position with the District, the Employee will be required to reimburse the District and sick days will be restored to the original number. 4. Up until the beginning of the new school year, a laid off Employee may apply unused sick leave credit toward the continuation of medical/dental insurance coverage. Such credit will be computed at the rate of $30.00 per day for unused sick leave. If the Employee is recalled, no reimbursement for the medical/dental insurance coverage will be required and no deduction of sick leave will be made for medical/dental insurance coverage.
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Reduction in Force (RIF) and Recall. The Agency will attempt to avoid a reduction in force and, whenever possible, will consider alternatives to any reduction (RIF) before any final decisions are made. 21.1 Order of (RIF)
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Reduction in Force (RIF) and Recall. ‌ 1. Upon layoff from the District, a full-time Employee shall receive $29.00 per day for all unused accumulated sick leave. Part-time Employees will receive a prorated payout based upon their FTE status. This payment will be made at the time of the first payroll after the beginning of the new school year if the Employee has not been recalled and has not accepted a comparable position with the District prior to that time. If said Employee is subsequently recalled and accepts a comparable position with the District, the Employee will be required to reimburse the District and sick days will be restored to the original number. 2. Up until the beginning of the new school year, a laid off Employee may apply unused sick leave credit toward the continuation of medical/dental insurance coverage. Such credit will be computed at the rate of $30.00 per day for unused sick leave. If the Employee is recalled, no reimbursement for the medical/dental insurance coverage will be required and no deduction of sick leave will be made for medical/dental insurance coverage.‌
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Related to Reduction in Force (RIF) and Recall

  • REDUCTION IN FORCE (RIF 13.1 This Section 13 shall apply to all Covered Employees. 13.2 As provided in state law and Board policy, the Board may cancel the employment contracts of Covered Employees when there is a justifiable decrease in the number of covered employee positions as a result of a fiscal exigency or program change as determined by the Board. However, before any meeting of the Board at which the Board will consider a proposed resolution or decision that a fiscal exigency exists or a program change is to be made that may require the cancellation of the employment contract of one or more Covered Employees, the Superintendent shall convene a meeting of the Professional Council established pursuant to Section 7 above to consult regarding the nature and extent of the fiscal exigency or proposed program change, and regarding any plan then contemplated by the administration for reduction of covered employee positions. 13.3 If the Board decides that the number of covered employee positions is to be reduced, normal attrition, retirement, and resignations shall be considered prior to any cancellation of Covered Employee employment contracts. In the event that cancellation of Covered Employee employment contracts is necessary to achieve the reduction required by the Board, the following shall be considered as significant factors in determining which particular employment contracts will be recommended for cancellation: 13.3.1 The needs of the district. 13.3.2 The best interest of the students enrolled in the district. 13.3.3 Education, licensing endorsements and other professional qualifications. 13.3.4 Job performance over the previous three year period as measured using the criteria and standards set by the Board for evaluation of Teachers and Counselors in accordance with applicable state law and state board of education rules governing evaluation of licensed personnel. 13.4 The probationary or non-probationary status of a Covered Employee, and the seniority of a Covered Employee, shall also be considered as additional factors in determining which employment contracts will be recommended for cancellation as a result of the decrease in covered employee positions, except that such additional factors may be considered only after the consideration of the factors set forth in the Paragraph 13.3 above, and only if consideration of such additional factors is in the best interest of the students enrolled in the district. The parties agree that such additional factors shall be applied as follows: (1) as between Covered Employees in the same endorsement area for whom the factors set forth subparagraph 13.3.1 to 13.3.4, above are not determinative as to whose employment contract should be cancelled, the Probationary I Covered Employees should be cancelled first, Probationary II Covered Employees second, and Probationary III Covered Employees third, before the employment contracts of Non-probationary Status Covered Employees are cancelled; and (2) as between Non-probationary Status Covered Employees in the same licensed and endorsement area for whom the factors set forth subparagraph 13.3.1 to 13.3.4, above are not determinative as to whose employment contract should be cancelled, the employment contracts of Non-probationary Status Covered Employees will be cancelled in the inverse order of seniority. 13.5 Covered Employees who have been subject to a RIF shall have the right to be recalled to a covered employee position, for which they are qualified, within the District for one (1) year from the date of RIF. Covered Employees shall be recalled in reverse order of RIF and previously accrued benefits shall be restored. 13.6 Probationary Covered Employees whose contracts will be canceled during, instead of at the end of, a school year; and Non-probationary Status Covered Employees whose contracts will be canceled either during, or at the end of, a school year, shall have a right to a hearing on the propriety of such cancellation in accordance with Board policy and regulations. If such a hearing is desired, the Covered Employee will request it in writing to the Board or Superintendent within ten (10) days after being notified of the proposed contract cancellation. If a hearing is requested, the Board will appoint an impartial hearing officer, who will specify the procedural rules to apply at such hearing. At the hearing, the Covered Employee may be represented by a person of the Covered Employee’s choice.

  • REDUCTION IN FORCE A. In any reduction in the bargaining unit as a result of budgetary actions or curriculum and/or administrative organization, every effort will be made to transfer affected teachers to other similar positions within the school system where vacancies exist and for which the affected teachers are certified. B. If no similar positions are available, rehired retirees, provisionally certificated teachers and non- tenured teachers in the subjects and/or grade levels affected will be laid off or separated from the active employment rolls prior to tenured teachers in the same subjects and/or grade levels. If it becomes necessary to lay off tenured teachers, they shall be laid off in the inverse order of their seniority. An appropriate seniority list will be made available for inspection when a tenured teacher has been laid off and disputes a seniority ranking. The seniority list will be developed from the last date of employment and furnished to the Association. If there is a tie, the affected teachers will have seniority calculated as defined in Article I, Section B.7. Teachers on an unpaid leave of absence shall retain accrued seniority. Teachers on military leave, Association leave and on layoff shall continue to accrue seniority during that time. A countywide list of all certificated personnel employed as of July 1 of each year shall be compiled and available upon request of FCTA. The list will indicate name, date of first employment, date of current employment and department and location code. C. Teachers on layoff shall be placed on a priority recall list in accordance with their seniority. The teachers shall be recalled as vacancies become available in accordance with their position on the list and their certification for said vacancies. D. When vacancies become available, the teacher will be notified of the vacancy by phone and email sent to the last known address. The teacher so notified shall notify the responsible administrator, in writing, in not more than ten (10) days after receipt of notification of the vacancy as to whether or not the position will be accepted. The teacher may decline the first offer of employment. If the teacher declines the second offer of a position, reemployment rights shall be forfeited. All teachers shall remain on the priority recall list for a maximum of three (3) years. E. While a layoff continues, no new teachers shall be hired except in those unique circumstances where (a) there are no teachers on the priority recall list qualified to fill the vacancy or (b) all qualified teachers on the priority recall list decline the offer to fill the vacancy. F. Any layoff due to reduction in force shall not be subject to any dismissal procedure required elsewhere in this Agreement. G. Teachers recalled under these provisions shall have restored to them all previously accrued sick leave and personal leave. H. The Board and the Association recognize that appropriate governmental agencies that have jurisdiction may promulgate rulings and/or regulations that may impact this Article. If such rulings or regulations cause any provisions to be in conflict, the parties shall meet within ten (10) days for the purpose of renegotiating only the provision(s) held to be contrary.

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