REDUCTION IN FORCE/SENIORITY. The University may enact a reduction in force for reasons of financial exigency or for the discontinuance of a faculty position(s), program(s), or department(s). Notification of the possible need for a Reduction in Force should be given as early as possible in order that the affected faculty might have adequate time to seek employment elsewhere or undergo training in order to qualify for another assignment within the institution. Before terminating an appointment in accord with this Article, the institution, with faculty participation, will make every effort to place the faculty member concerned in another suitable position or location within the institution. The appointment of a faculty member with tenure will not be terminated in favor of retaining a faculty member without tenure, except in extraordinary circumstances where a serious distortion of the academic program would otherwise result. Nor will a faculty member with greater seniority be terminated in favor of a faculty member with less seniority except under the circumstances just mentioned. If a non-tenured faculty member is essential to the existence of a particular program, and a tenured faculty member's duties could be considered non-essential or possibly be covered by another person within the department or institution, it will be the responsibility of the School/College Xxxx and/or Vice President for Academic Affairs to make a recommendation not to follow seniority. Any such recommendation will be sent to the Executive Committee of the Faculty Association for review and concurrence. Only with such concurrence will any deviation from seniority be allowed.
REDUCTION IN FORCE/SENIORITY. Section 6.01 In the event it is necessary to have a reduction in force (“RIF”) the SUPERINTENDENT, in accordance with the provisions set forth in this article, shall determine which EMPLOYEES are to be retained. In the event of a RIF, the order of reduction shall be as follows:
(a) Probationary EMPLOYEES shall be RIF’d. The probationary period shall be six (6) months for any position held.
(b) Non-probationary EMPLOYEES shall be RIF’d after all probationary EMPLOYEES have been RIF’d. EMPLOYEES shall be RIF’d by using the criteria below:
(i) EMPLOYEES shall be RIF’d by job title (referenced on salary schedule in Appendix A) within the same classification (referenced in Article 1.02).
(ii) Seniority: While seniority will be used during a RIF, there will be situations where the needs of the students come first.
1) BOARD seniority shall be defined as the total length of continuous service with the School Board of Collier County within this bargaining unit. Seniority shall be district wide.
a) Approved leaves and RIFs of one year or less shall not be considered an interruption of continuous service.
2) In the event that two or more EMPLOYEES are, in the judgment of the SUPERINTENDENT, equal on the basis of the needs of the school system, performance evaluations and training, then the least senior EMPLOYEE shall be RIF’d first.
REDUCTION IN FORCE/SENIORITY. Retired teachers employed by the Board shall have no seniority in the bargaining unit and shall not accumulate seniority for any purpose. Retired teachers employed by the Board shall have no right to displace or bump, nor any right of recall in the event of a reduction in force.
REDUCTION IN FORCE/SENIORITY. In the event it becomes necessary to make staff reductions, the primary consideration shall be the welfare of the students. Any reduction in personnel shall be in compliance with Section 24-l2 of the SCHOOL CODE OF ILLINOIS. “District seniority”, wherever referred to in this contract and for the purpose of reduction in force, shall be determined on the basis of the criteria listed below. Credit shall be given as follows:
REDUCTION IN FORCE/SENIORITY. A. Definition/Reasons for Reduction in Force
1. The Board may engage in a reduction in force (RIF) for the reasons defined in ORC 3319.
REDUCTION IN FORCE/SENIORITY. 1. Seniority shall be defined as total years of continuous full-time service to the District provided that less than full-time service shall be computed on a prorated basis. For the purpose of seniority, there shall be one seniority classification,
2. In the event of a Reduction-In-Force, the employee with the least seniority shall be dismissed first.
3. Custodians released as the result of Reduction-In-Force shall be given a letter of Honorable Dismissal at least sixty (60) days before the end of the school term as provided in Section 5/10-23.5 of The School Code.
REDUCTION IN FORCE/SENIORITY. 1. The Board shall reduce staff through the issuance of honorable discharges pursuant to Section 24-11 and 24-12 of The School Code. Teachers honorably discharged who shall subsequently be rehired by the Board shall be credited with all past experience previously acknowledged by the District and shall be credited with any sick leave they had accumulated prior to such discharge.
2. In the event it becomes necessary to reduce the number of teachers for economic reasons or because of reduction or elimination of programs, the Board shall in all respects adhere to the procedures and criteria governing such dismissals which are set forth in The School Code.
3. The Joint Honorable Dismissal Committee will yearly assess the overall summative scores. If the Committee finds that a downward trend exists by majority vote, the Union may grieve the summative scores for remedy.
4. For purposes of this Section, “seniority” and “continued service” shall mean teaching service in the District uninterrupted by resignation or reemployment. Leaves of absence shall not be deemed an interruption of service, but a teacher shall not receive a year of seniority credit for any unpaid leave of absence that either exceeds one whole semester, or ninety-one (91) work days.
5. If seniority of teachers shall be equal, preference shall be determined by the date of Board action to approve the initial contract. If seniority between two or more teachers is identical, then the teachers’ respective scheduled salaries shall determine seniority, with the higher(est) paid teacher ranked more senior and so on. If there continues to be a tie, the teacher with the greater total length of public-school teaching experience shall be considered more senior. If there still continues to be a tie, the District shall determine seniority using a transparent lottery method.
6. Prior to November 1st of each school term, the Administration shall post in the teachers’ lounge a listing of the seniority rank of all tenured teachers in the School District. Each teacher shall have thirty (30) employment days after posting to file written objection to his/her ranking and shall detail the alleged specific error in the ranking. Failure to make such timely objection shall be deemed acceptance of the ranking and the teacher cannot thereafter challenge his/her seniority for the school term.
REDUCTION IN FORCE/SENIORITY. 16 DEFINITIONS:
17 a. Seniority: Bargaining unit seniority shall be defined as the total service with King 18 County in the bargaining unit. Effective upon implementation of this agreement, seniority accrual 19 will be adjusted when in a non-pay status for more than thirty (30) consecutive days. For time in a 20 non-pay status exceeding thirty (30) days, the adjustment will include the initial thirty (30) days.
REDUCTION IN FORCE/SENIORITY. A. Reduction in Force
1. If the Board decides to decrease the number of employees or to discontinue some particular type of educational support service, the Board shall first dismiss, within the respective category of position, the employee with the least seniority. Employees who are removed or dismissed shall receive a written notice of honorable dismissal by certified mail, return receipt requested, in accordance with Section 10-23.5
REDUCTION IN FORCE/SENIORITY. For reduction in force purposes only, employees employed under a continuing contract shall have greater seniority than employees employed under a limited contract. (See Reduction in Force provisions herein.)
