Reduction in Program Sample Clauses

Reduction in Program. When a decision is made to reduce a program pursuant to University Regulation 10.06.01, a good faith effort shall be made to retain tenured unit members qualified in the discipline (as defined in Article 9) in preference to non-tenured unit members, to place in another program those tenured unit members qualified in the discipline (as defined in Article 9) in the MAU where appropriate, or to compose a workload for qualified unit members from activities assigned to part- time faculty in the program. Opportunities for continued employment in a reduced program, or transfer to another program, shall be offered to unit members qualified in the discipline in the following order: Tenured unit members Non-tenured, tenure track unit members Non-tenure track term unit members on full-time appointments Non-tenure track term unit members on less than full-time appointments Overload or other additional assignments, only to the extent of the additional assignment Unit members not provided opportunities for continued employment according to the terms of this Section shall be terminated. The chancellor or the chancellor's designee shall notify unit members of the decision to terminate employment in writing on the following schedule based upon consecutive years of uninterrupted service with the University.
Sample 1Sample 2Sample 3See All (9)
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Reduction in Program. When a decision is made to reduce a program pursuant to University Regulation 10.06.01, a good faith effort shall be made to retain tenured unit UNAC members qualified in the discipline (as defined in Article 9) in preference to non-tenured unit UNAC members, to place in another program those tenured unit UNAC members qualified in the discipline (as defined in Article 9) in the MAU where appropriate, or to compose a workload for qualified unit UNAC members from activities assigned to part- time faculty in the program. Opportunities for continued employment in a reduced program, or transfer to another program, shall be offered to unit UNAC members qualified in the discipline in the following order: Tenured unit UNAC members Non-tenured, tenure track unit UNAC members Non-tenure track term unit UNAC members on full-time appointments Non-tenure track term unit UNAC members on less than full-time appointments Overload or other additional assignments, only to the extent of the additional assignment Unit UNAC members not provided opportunities for continued employment according to the terms of this Section shall be terminated. The chancellor or the chancellor’s designee shall notify non-tenure track UNAC members of the decision to terminate employment in writing on the following schedule based upon consecutive years of uninterrupted service within the University of Alaska.
Sample 1See All (5)
Reduction in Program. When a decision is made to reduce a program pursuant to University Regulation 10.06.01, a good faith effort shall be made to retain tenured UNAC members qualified in the discipline (as defined in Article 9) in preference to non-tenured UNAC members, to place in another program those tenured UNAC members qualified in the discipline (as defined in Article 9) in the MAU where appropriate, or to compose a workload for qualified UNAC members from activities assigned to part- time faculty in the program. Opportunities for continued employment in a reduced program, or transfer to another program, shall be offered to UNAC members qualified in the discipline in the following order: Tenured UNAC members Non-tenured, tenure track UNAC members Non-tenure track term UNAC members on full-time appointments Non-tenure track term UNAC members on less than full-time appointments Overload or other additional assignments, only to the extent of the additional assignment UNAC members not provided opportunities for continued employment according to the terms of this Section shall be terminated. The chancellor or the chancellor’s designee shall notify non-tenure track UNAC members of the decision to terminate employment in writing on the following schedule based upon consecutive years of uninterrupted service within the University of Alaska.
Sample 1Sample 2Sample 3See All (4)
Reduction in Program. When a decision is made to reduce a program pursuant to University Regulation 10.06.010, a good faith effort shall be made to retain tenured bargaining unit members qualified in the discipline (as defined in Article 9) in preference to non-tenured bargaining unit members, to place in another program those tenured bargaining unit members qualified in the discipline (as defined in Article 9) in the MAU where appropriate, or to compose a workload for qualified bargaining unit members from activities assigned to part-time faculty in the program. Opportunities for continued employment in a reduced program, or transfer to another program, shall be offered to bargaining unit members qualified in the discipline in the following order: Tenured bargaining unit members Non-tenured, tenure track bargaining unit members Non-tenure track term bargaining unit members on full-time appointments Non-tenure track term bargaining unit members on less than full-time appointments Overload or other additional assignments, only to the extent of the additional assignment Bargaining unit members not provided opportunities for continued employment according to the terms of this section shall be terminated.
Sample 1
Reduction in Program. When a decision is made to reduce a program following program review under BOR Policy and University Regulation R10.06.010 a good faith effort must be made to retain tenured faculty in preference to non-tenured Bargaining Unit Members, or to place tenured faculty in another program where appropriate. The chancellor or chancellor's designee will notify each Bargaining Unit Member of the decision to terminate employment in writing not less than:
Sample 1

Related to Reduction in Program

  • REDUCTION IN FORCE It is understood and agreed that in addition to the above designated and related duties, full-time professional staff shall participate fully in the activities of institutional councils and/or committees. The employment status of the Employee shall be as follows: Executive/Managerial Appointment , not subject to tenure. Professional/Managerial Appointment , not subject to tenure. Other conditions of Employment:

  • REDUCTION IN WORKFORCE 16.01 The employer will layoff employees in reverse order of seniority within the classification provided those retained have the ability to do the work. No new employee will be hired until all those qualified employees with recall rights have been given the opportunity to return to work and have failed to do so.

  • Reduction in Hours Any reduction in regularly assigned time shall be considered a layoff under the provisions of this Article.

  • REDUCTION IN STAFF 15.1 Procedure According to provisions of Missouri Statute 168.124, the Board of Education may place on leave of absence as many teachers as necessary because of decrease in enrollment, school district reorganization, or financial conditions. Whenever the Board anticipates a reduction in teaching staff, the superintendent or his/her designee will notify the officials of the Association concerning the anticipated reduction in the teaching staff. A meeting between the Association officials and the superintendent or his/her designee will be scheduled for purposes of discussing the proposed reduction in staff within two weeks (2) following the above notification. Individual teachers will not be contacted prior to the above meeting. In placing teachers on leave, the Board shall be governed by the following provisions:

  • REDUCTION IN WORK FORCE 19.01 In the event of a reduction in the work force, regular employees shall be laid off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid off.

  • REDUCTION IN FORCE (RIF If the Board determines it necessary to reduce the number of teaching positions, the following procedures shall apply: A RIF may occur for the reasons set forth in Ohio Revised Code 3319.17, as well as for curriculum changes and/or financial reasons.

  • Staff Reduction In the event the District adopts a reduced educational program by reason of financial necessity, including but not limited to, levy failure and/or decreased State or Federal support, certificated employees who will be retained to implement the District’s reduced or modified program and those certificated employees who will be non-renewed from employment or adversely affected in contract status shall be identified by the provisions contained in this Article. If the District is only reducing provisional employees, the following procedures do not need to be implemented.

  • Reduction in Force and Recall In the event a RIF (reduction in force) is necessary, any employee who is laid off and is a member of the retirement plan may withdraw the employee's total contribution without forfeiture of the employee's vested portion of the City's contribution. The vested portion of the City's contribution must remain in the employee's account with the carrier of the retirement plan or roll that vested portion over into an authorized XXX plan.

  • Reduction in Force Procedure Should a situation arise which could result in a layoff of Faculty Members, the District shall provide the Federation with a written statement of the basis for the decision with supporting data and projected reductions that may be needed. Upon the request of either party, the District and the Federation shall meet promptly to discuss the impact of such action and any possible alternative courses of action. In the case of a reduction in force, the District shall notify the Federation in writing of the names of all Faculty Members to be laid off. This notice shall be given simultaneously with notification to the affected Faculty Members. This procedure shall also include all notifications of re-employment following a layoff.

  • REDUCTION IN PERSONNEL A. The Board expressly retains the authority to effectuate a reduction in personnel whenever the Board shall, in its sole discretion, determine such a reduction to be necessary or advisable, and for whatever reasons the Board shall, in its sole discretion, determine to have made such action necessary or advisable.

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