Common use of REDUCTION IN PERSONNEL Clause in Contracts

REDUCTION IN PERSONNEL. A. There will be District-wide seniority within classifications. In a lay-off, the most senior food service employee will replace the least senior employee in that classification working the greatest number of hours but not exceeding the number of hours in their present assignment. Food service employee displaced from one classification may displace the least senior employee working the greatest number of hours, but not exceeding the number of hours in their present assignment in the next lowest classification. Notification to the Association regarding such proposed reduction shall be made before public notice prior to the reduction action. Affected employees shall be notified in writing prior to such action. B. Employees affected by a reduction in staff shall be recalled in inverse order of layoff. The duration of the list shall be for an eighteen (18) month period. The most senior employee, if certified and qualified, shall be recalled to the first opening. Recalls shall be by written certified notice, return receipt requested, to the employee's last known address on file with the District. Failure to report within five (5) working days after the date of delivery shall eliminate any obligation or responsibility to the employee by the District. C. In cases where employees, whose positions have been reduced, have the same length of service in the District, the placement on the seniority list shall determine who shall be affected. D. Should any existing position become vacant or be created after reduction has occurred, such position shall be posted in accordance with provisions of this Agreement. E. Any employee who is not recalled shall have priority for substituting within the District over other substitutes who are not included in the unit.

REDUCTION IN PERSONNEL. A. There will be District-wide seniority within classifications. In a lay-offthe event the Employer decides to reduce the number of employees or eliminate positions, the most senior food service following procedure shall apply: 1. Layoff shall be by classification except as described below. 2. If a position is eliminated within a classification the employee will replace in that position may be reassigned to a vacancy of the same F.T.E., and the same or lower pay rate in a different classification provided she/he is qualified and has a satisfactory evaluation. If such a vacancy is not available, the least senior employee in that the classification working the greatest number of hours but not exceeding the number of hours in their present assignment. Food service employee losing a position will be displaced from his/her position and reassigned to a bargaining unit vacancy of the same F.T.E. and the same or lower pay grade in a different classification for which she/he is qualified, or laid off, provided that the more senior employee has a satisfactory evaluation. If more than one classification may displace employee has been displaced, the more senior of that group will receive any reassignments to positions of the same F.T.E. and the same or lower pay grade for which he/she is qualified and the least senior will be laid off, if any employee working is laid off. 3. If the greatest number of hours, but not exceeding the number of hours in their present assignment position elimination is in the next lowest summer or for the beginning of the school year the following process shall occur. After the displacement within the classification has been completed, those who are about to be laid off will be reassigned in other classifications of the same F.T.E. and the same or lower pay grade, provided they are qualified for the other classifications, have satisfactory evaluations, and provided that the employee being reassigned has more seniority than the employee in the other classification. 4. Notification The Employer shall notify, in writing, each employee whose position is being eliminated. Employees being laid off shall receive at least two (2) weeks notice of layoff, or pay in lieu of notice. 5. Employees paid with State, Federal, or with District special funds which restrict the selection of candidates for any reason and/or elementary classroom assistants, will not be eligible to follow the Association regarding such proposed reduction shall be made before public notice prior to the reduction actionbumping process. Affected Rather, these employees shall be notified in writing prior placed directly on the preferred eligibility list. Preferred eligibility list shall refer to such action. B. Employees affected by the placement of an employee into a reduction in staff shall pool which permits preference over outside applicants for placement within any job category after all current obligations within that job category are fulfilled. To be recalled in inverse order of layoff. The duration given preference, the employee must meet the qualifications of the list shall be for an eighteen (18) month periodposition and have a rating on his/her last evaluation of 3.4 or better. The most senior employee, if certified and qualified, shall be recalled to the first opening. Recalls shall be by written certified notice, return receipt requested, to the employee's last known address on file with the District. Failure to report within five (5) working days after the date of delivery shall eliminate any obligation or responsibility to the employee by the District. C. In cases where employees, whose positions have been reduced, have the same length of service in the District, If the placement on the seniority preferred eligibility list shall determine who shall be affectedis due to a reduction in personnel, a satisfactory evaluation is required for preference. D. Should any existing 6. Child Care Workers who are laid off prior to the beginning of delivery of services to students for a school year shall have all rights described above. Child Care Supervisors who are laid off at this time shall have the right to bump into the least senior Child Care Assistant’s position become vacant or if the assistant has less seniority than the Supervisor. If there is a layoff after the beginning of the Child Care Workers delivery of services to children, Section 7 shall apply. 7. Child Care layoffs after the beginning of services to children shall first be created after reduction by bumping the probationer with the least amount of service in that classification. If no probationers are employed at the time of the layoff, layoffs shall occur on a site by site basis. Further, Supervisors whose jobs are eliminated may bump Assistants at that site, provided that the Assistant has occurred, such position shall be posted in accordance with less seniority. All other provisions of this Agreementarticle except Section A.2 shall apply in all cases. E. 8. Special education paraeducators may be protected from bumping by more senior staff by the building administrator and one other administrator who is in the Instructional Division, chosen by the Association, based upon the need for maintaining the relationship between one or more specific students and a special education paraeducator and adherence to a written list of duties provided at the time of assignment to the student. During such deliberations, Association members will have the right to submit written information and argumentation about the matter. B. Recall shall be in reverse order of layoff, by classification, provided the recalled employee is qualified to perform the duties of the vacant position. The recall can be to a different classification provided that the employee is qualified in the different classification, and that more senior employees are not denied recall through this process. Recall shall first be attempted by telephone, and if actual conversation with the employee occurs, the employee shall have twenty- four hours to accept the recall. If no direct conversation takes place, then a mail recall notice shall be sent. Notices of recall shall be sent by certified mail to the last known address as shown in the Employer records. It shall be the employee’s responsibility to keep the Employer apprised of his/her current address and telephone number where she/he can be contacted. If mail is used, the notice will be sent (return receipt requested). A recalled employee shall be given seven (7) calendar days, from the date of initial attempted delivery of the recall notice, to report to work or indicate acceptance of the position. The Employer may fill the position on a temporary basis until the recalled employee responds. Any employee who fails to respond to the recall notice within the time lines indicated above, or who declines to perform work for which she/he is not recalled qualified and where no other employee on layoff is qualified, shall forfeit his/her seniority rights, and the Employer shall have priority no further employment obligation to that employee. The laid off employee shall retain rights to recall for substituting within two (2) years, or length of service, whichever is shorter, after which the District over other substitutes who are not included in the unitEmployer shall have no further employment obligation to that employee.

REDUCTION IN PERSONNEL. A. There will be District-wide seniority within classifications. In a lay-offthe event the Employer decides to reduce the number of employees or eliminate positions, the most senior food service following procedure shall apply: 1. Layoff shall be by classification except as described below. 2. If a position is eliminated within a classification the employee will replace in that position may be reassigned to a vacancy of the same F.T.E., and the same or lower pay rate in a different classification provided she/he is qualified and has a satisfactory evaluation. If such a vacancy is not available, the least senior employee in that the classification working the greatest number of hours but not exceeding the number of hours in their present assignment. Food service employee losing a position will be displaced from his/her position and reassigned to a bargaining unit vacancy of the same F.T.E. and the same or lower pay grade in a different classification for which she/he is qualified, or laid off, provided that the more senior employee has a satisfactory evaluation. If more than one classification may displace employee has been displaced, the more senior of that group will receive any reassignments to positions of the same F.T.E. and the same or lower pay grade for which he/she is qualified and the least senior will be laid off, if any employee working is laid off. 3. If the greatest number of hours, but not exceeding the number of hours in their present assignment position elimination is in the next lowest summer or for the beginning of the school year the following process shall occur. After the displacement within the classification has been completed, those who are about to be laid off will be reassigned in other classifications of the same F.T.E. and the same or lower pay grade, provided they are qualified for the other classifications, have satisfactory evaluations, and provided that the employee being reassigned has more seniority than the employee in the other classification. 4. Notification The Employer shall notify, in writing, each employee whose position is being eliminated. Employees being laid off shall receive at least two (2) weeks notice of layoff, or pay in lieu of notice. 5. Employees paid with State, Federal, or with District special funds which restrict the selection of candidates for any reason and/or elementary classroom assistants, will not be eligible to follow the Association regarding such proposed reduction shall be made before public notice prior to the reduction actionbumping process. Affected Rather, these employees shall be notified in writing prior placed directly on the preferred eligibility list. Preferred eligibility list shall refer to such action. B. Employees affected by the placement of an employee into a reduction in staff shall pool which permits preference over outside applicants for placement within any job category after all current obligations within that job category are fulfilled. To be recalled in inverse order of layoff. The duration given preference, the employee must meet the qualifications of the list shall be for an eighteen (18) month periodposition and have a rating on his/her last evaluation of 3.4 or better. The most senior employee, if certified and qualified, shall be recalled to the first opening. Recalls shall be by written certified notice, return receipt requested, to the employee's last known address on file with the District. Failure to report within five (5) working days after the date of delivery shall eliminate any obligation or responsibility to the employee by the District. C. In cases where employees, whose positions have been reduced, have the same length of service in the District, If the placement on the seniority preferred eligibility list shall determine who shall be affectedis due to a reduction in personnel, a satisfactory evaluation is required for preference. D. Should any existing 6. Child Care Workers who are laid off prior to the beginning of delivery of services to students for a school year shall have all rights described above. Child Care Supervisors who are laid off at this time shall have the right to bump into the least senior Child Care Assistant’s position become vacant or if the assistant has less seniority than the Supervisor. If there is a layoff after the beginning of the Child Care Workers delivery of services to children, Section 7 shall apply. 7. Child Care layoffs after the beginning of services to children shall first be created after reduction by bumping the probationer with the least amount of service in that classification. If no probationers are employed at the time of the layoff, layoffs shall occur on a site by site basis. Further, Supervisors whose jobs are eliminated may bump Assistants at that site, provided that the Assistant has occurred, such position shall be posted in accordance with less seniority. All other provisions of this Agreementarticle except Section A.2 shall apply in all cases. E. 8. Special education paraeducators may be protected from bumping by more senior staff by the building administrator and one other administrator who is in the Instructional Division, chosen by the Association, based upon the need for maintaining the relationship between one or more specific students and a special education paraeducator and adherence to a written list of duties provided at the time of assignment to the student. one-on-onethe'During such deliberations, Association members will have the right to submit written information and argumentation about the matter. B. Recall shall be in reverse order of layoff, by classification, provided the recalled employee is qualified to perform the duties of the vacant position. The recall can be to a different classification provided that the employee is qualified in the different classification, and that more senior employees are not denied recall through this process. Recall shall first be attempted by telephone, and if actual conversation with the employee occurs, the employee shall have twenty- four hours to accept the recall. If no direct conversation takes place, then a mail recall notice shall be sent. Notices of recall shall be sent by certified mail to the last known address as shown in the Employer records. It shall be the employee’s responsibility to keep the Employer apprised of his/her current address and telephone number where she/he can be contacted. If mail is used, the notice will be sent (return receipt requested). A recalled employee shall be given seven (7) calendar days, from the date of initial attempted delivery of the recall notice, to report to work or indicate acceptance of the position. The Employer may fill the position on a temporary basis until the recalled employee responds. Any employee who fails to respond to the recall notice within the time lines indicated above, or who declines to perform work for which she/he is not recalled qualified and where no other employee on layoff is qualified, shall forfeit his/her seniority rights, and the Employer shall have priority no further employment obligation to that employee. The laid off employee shall retain rights to recall for substituting within two (2) years, or length of service, whichever is shorter, after which the District over other substitutes who are not included in the unitEmployer shall have no further employment obligation to that employee.

REDUCTION IN PERSONNEL. ‌ A. There will be District-wide seniority within classifications. In a lay-off, the most senior food service employee will replace the least senior employee in that classification working the greatest number of hours but not exceeding the number of hours in their present assignment. Food service employee displaced from one classification may displace the least senior employee working the greatest number of hours, but not exceeding the number of hours in their present assignment in the next lowest classification. Notification to the Association regarding such proposed reduction shall be made before public notice prior to the reduction action. Affected employees shall be notified in writing prior to such action. B. Employees affected by a reduction in staff shall be recalled in inverse order of layoff. The duration of the list shall be for an eighteen (18) month period. The most senior employee, if certified and qualified, shall be recalled to the first opening. Recalls shall be by written certified notice, return receipt requested, to the employee's last known address on file with the District. Failure to report within five (5) working days after the date of delivery shall eliminate any obligation or responsibility to the employee by the District. C. In cases where employees, whose positions have been reduced, have the same length of service in the District, the placement on the seniority list shall determine who shall be affected. D. Should any existing position become vacant or be created after reduction has occurred, such position shall be posted in accordance with provisions of this Agreement. E. Any employee who is not recalled shall have priority for substituting within the District over other substitutes who are not included in the unit. ARTICLE IX‌ VACANCY, TRANSFER, AND PROMOTION‌ A. Vacancy 1. Newly created, re-classified or vacant employee position, due to resignation, retirements or leaves of absence shall be posted throughout the school district. All positions shall be posted as soon as determined for a duration of five (5) work days and shall include the following information: a. Title and classification b. Location c. Hours Employees filing applications for such vacancies shall be notified within ten (10) days of closure of the bid on the disposition of their applications. The President of the Association shall receive copies of the vacancy notices and shall be notified of the disposition of the vacancy. The District will not post positions during the summer recess. Any vacancies that occur during this time will be held until the annual meeting in August. At the conclusion of the meeting, the District will conduct a bid meeting whereby all vacancies will be posted and awarded until all position are filled. Any positions not filled from within the bargaining unit will be filled by new hires. Based on the outcome of the meeting, assignments will be made for the opening of the school year. On occasion the District may employ non-classified personnel for part-time work for a period not to exceed sixty (60) days. These individuals will not receive leave time benefit or vacation pay. These employees are intended to be temporary personnel only and not to fill a vacancy on a permanent basis. It is further recognized that, in cases of maternity, this period may be extended at the discretion of the District to provide for the protection of the employee’s position. Once a posting is made, it is to be considered factual and should any information in the posting be required to change, a new posting shall occur. Positions may be staffed on a temporary basis during the posting period for no longer than thirty (30) days. B. Transfer (voluntary): A voluntary transfer is a lateral change within a job classification where there is no addition or increase in rate of compensation. The transfer of food service employee is the responsibility of the District. Transfers of food service employees are to be based on seniority and the employee’s ability to meet job qualifications, personal qualifications, necessary skill, and experience which might affect an employee’s ability to perform her/his duties. If an employee is not selected for a position, they shall be notified in writing within ten (10) work days of the reasons for such a selection, if requested. If an employee requests transfer to a lower classification, her/his pay shall be adjusted accordingly. She/he will retain her/his seniority and receive benefits commensurate with the new classification. C. Transfer (involuntary): 1. Transfers, normally, shall be on a voluntary basis. However, the Board and the Association agree that there may be need for an involuntary transfer for just cause. If such is deemed necessary, the Director for Human Resources shall discuss the proposed transfer with the employee involved and any objections by the employee shall be given consideration through the grievance procedure. The employee shall be given ten (10) work days’ notice of any involuntary transfer. 2. If the District requires an employee to transfer to a lower classification position except as part of a layoff, her/his pay shall remain in the classification until the pay of the lower classification increases to the same pay rate of the individual when the transfer was made. This does not apply to demotions under Article XII. D. Employees must be actively working to submit bids on posted assignments. Employees on leaves of absence must return to active duty before they are qualified to submit bids on posted assignments or request transfers to different assignments.

REDUCTION IN PERSONNEL. A. There will be District-wide seniority within classifications. In a lay-off, the most senior food service employee will replace the least senior employee in that classification working the greatest number of hours but not exceeding event it becomes necessary to reduce the number of hours in their present assignment. Food service employee displaced from one classification may displace employees, such reduction shall occur by specific position(s) as determined by the least senior employee working the greatest number of hours, but not exceeding the number of hours in their present assignment Board and shall occur in the next lowest classificationorder as described in this Article. Notification to the Association regarding such proposed reduction shall be made before public notice made, in writing, at least thirty (30) calendar days prior to the reduction effective date of such reduction. Employees to be laid off shall be notified, in writing, at least twenty (20) calendar days prior to the effective date of such action. Affected employees The employer shall be notified in writing prior to discuss with the affected employee when such actionnotice is given. B. If it is necessary to reduce a position within a given school building such reduction shall be by specific position. If the secretary in the position to be reduced has more system seniority than the least senior secretary in the same school, he/she may displace the least senior secretary who will then be reassigned in accordance with Section C of this Article. If the secretary declines this option, then he/she shall be reassigned in accordance with Section C. When a split position is reduced/eliminated between two (2) buildings and the affected secretary has more system seniority, then one of the secretaries in either of the two work locations, he/she may displace the least senior secretary in the affected combined buildings. C. Any employee notified of reduction may exercise his/her seniority rights into a position, which shall become open as follows: 1. The employee directly affected by the reduction shall be able to request assignment to the open positions on the basis of seniority provided they possess qualifications for the position. 2. An equivalent number of positions, staffed by the least senior employees shall become open. 3. Such procedure shall continue in sequential order until finalized. Example: Two (2) individuals in Classification II are notified of the reduction of their positions. Provided they have more seniority than the two (2) least senior employees in any classification, they shall have the right to be awarded those positions should they meet the stipulation of C.2. D. Employees who exercise their seniority rights for placement shall do so and shall not have the right to decline placement to the least senior positions. Refusal of such placement shall result in layoff action by the Board. Full time employees shall not be required to accept less than full time employment; in such instances, the next senior full time position in the unit, regardless of classification, shall become open, and such position shall be offered to the affected secretary. E. Employees affected by a reduction in staff shall be recalled in inverse reverse order of layoff. The duration of the list shall be for an eighteen (18) month period. The most senior employee, if certified and qualified, employee shall be recalled to the first openingopening for which he/she is qualified. Recalls Recall shall be by written notice (both first class and certified notice, mail return receipt requested), to the employee's last known address on file with the DistrictBoard. Such notice shall require that the employee be available for work five (5) workdays after the date of delivery. Failure to report within five (5) working days after the date of delivery shall eliminate any obligation or responsibility to the employee by the DistrictBoard. C. In cases where employeesF. An employee on layoff status may not refuse to accept recall to any position, whose positions have been reduced, have the same length of service in the District, the placement on the seniority list shall determine who shall be affectedexcept lunch coverage positions. D. Should any existing G. Any position become that becomes vacant or be is newly created after reduction has occurred, such position shall be posted in accordance with provisions of this Agreement. A secretary on layoff status, an employee requesting return from leave pursuant to the procedures in Article XVI, or secretary providing lunch coverage, shall not be eligible for bidding on posted positions. Recall or return from leave shall occur prior to the employment of individuals new to the District. E. Any H. Seniority shall be defined as the amount of time an employee who is not recalled shall have priority for substituting has worked within the District over other substitutes bargaining unit. Time served in an excluded position shall not be counted for seniority purposes. In cases where employees whose seniority is equal and determination is necessary, there shall be a lottery system established. Seniority dates shall be adjusted for secretaries who are not included in laid off or take a leave of absence. The method of adjustment shall cause a reduction of one (1) day of each day missed due to layoff or leave of absence, regardless of work year of the unitsecretary. I. An employee shall retain recall rights for a period of two (2) years.

REDUCTION IN PERSONNEL. A. There will be District-wide seniority within classifications. In a lay-offthe event the Employer decides to reduce the number of employees or eliminate positions, the most senior food service following procedure shall apply: 1. Layoff shall be by classification except as described below. 2. If a position is eliminated within a classification the employee will replace in that position may be reassigned to a vacancy of the same F.T.E., and the same or lower pay rate in a different classification provided she/he is qualified and has a satisfactory evaluation. If such a vacancy is not available, the least senior employee in that the classification working the greatest number of hours but not exceeding the number of hours in their present assignment. Food service employee losing a position will be displaced from his/her position and reassigned to a bargaining unit vacancy of the same F.T.E. and the same or lower pay grade in a different classification for which she/he is qualified, or laid off, provided that the more senior employee has a satisfactory evaluation. If more than one classification may displace employee has been displaced, the more senior of that group will receive any reassignments to positions of the same F.T.E. and the same or lower pay grade for which he/she is qualified and the least senior will be laid off, if any employee working is laid off. 3. If the greatest number of hours, but not exceeding the number of hours in their present assignment position elimination is in the next lowest summer or for the beginning of the school year the following process shall occur. After the displacement within the classification has been completed, those who are about to be laid off will be reassigned in other classifications of the same F.T.E. and the same or lower pay grade, provided they are qualified for the other classifications, have satisfactory evaluations, and provided that the employee being reassigned has more seniority than the employee in the other classification. 4. Notification The Employer shall notify, in writing, each employee whose position is being eliminated. Employees being laid off shall receive at least two (2) weeks notice of layoff, or pay in lieu of notice. 5. Employees paid with State, Federal, or with District special funds which restrict the selection of candidates for any reason and/or elementary classroom assistants, will not be eligible to follow the Association regarding such proposed reduction shall be made before public notice prior to the reduction actionbumping process. Affected Rather, these employees shall be notified in writing prior placed directly on the preferred eligibility list. Preferred eligibility list shall refer to such action. B. Employees affected by the placement of an employee into a reduction in staff shall pool which permits preference over outside applicants for placement within any job category after all current obligations within that job category are fulfilled. To be recalled in inverse order of layoff. The duration given preference, the employee must meet the qualifications of the list shall be for an eighteen (18) month periodposition and have a rating on his/her last evaluation of 3.4 or better. The most senior employee, if certified and qualified, shall be recalled to the first opening. Recalls shall be by written certified notice, return receipt requested, to the employee's last known address on file with the District. Failure to report within five (5) working days after the date of delivery shall eliminate any obligation or responsibility to the employee by the District. C. In cases where employees, whose positions have been reduced, have the same length of service in the District, If the placement on the seniority preferred eligibility list shall determine who shall be affectedis due to a reduction in personnel, a satisfactory evaluation is required for preference. D. Should any existing 6. Child Care Workers who are laid off prior to the beginning of delivery of services to students for a school year shall have all rights described above. Child Care Supervisors who are laid off at this time shall have the right to bump into the least senior Child Care Assistant’s position become vacant or if the assistant has less seniority than the Supervisor. If there is a layoff after the beginning of the Child Care Workers delivery of services to children, Section 7 shall apply. 7. Child Care layoffs after the beginning of services to children shall first be created after reduction by bumping the probationer with the least amount of service in that classification. If no probationers are employed at the time of the layoff, layoffs shall occur on a site by site basis. Further, Supervisors whose jobs are eliminated may bump Assistants at that site, provided that the Assistant has occurred, such position shall be posted in accordance with less seniority. All other provisions of this Agreementarticle except Section A.2 shall apply in all cases. E. 8. Special education paraeducators may be protected from bumping by more senior staff by the building administrator and one other administrator who is in the Instructional Division, chosen by the Association, based upon the need for maintaining the relationship between one or more specific students and a special education paraeducator and adherence to a written list of duties provided at the time of assignment to the student. During such deliberations, Association members will have the right to submit written information and argumentation about the matter. B. Recall shall be in reverse order of layoff, by classification, provided the recalled employee is qualified to perform the duties of the vacant position. The recall can be to a different classification provided that the employee is qualified in the different classification, and that more senior employees are not denied recall through this process. Recall shall first be attempted by telephone, and if actual conversation with the employee occurs, the employee shall have twenty-four hours to accept the recall. If no direct conversation takes place, then a mail recall notice shall be sent. Notices of recall shall be sent by certified mail to the last known address as shown in the Employer records. It shall be the employee’s responsibility to keep the Employer apprised of his/her current address and telephone number where she/he can be contacted. If mail is used, the notice will be sent (return receipt requested). A recalled employee shall be given seven (7) calendar days, from the date of initial attempted delivery of the recall notice, to report to work or indicate acceptance of the position. The Employer may fill the position on a temporary basis until the recalled employee responds. Any employee who fails to respond to the recall notice within the time lines indicated above, or who declines to perform work for which she/he is not recalled qualified and where no other employee on layoff is qualified, shall forfeit his/her seniority rights, and the Employer shall have priority no further employment obligation to that employee. The laid off employee shall retain rights to recall for substituting within the District over other substitutes who are not included in the unit.two