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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. a. Within the first year, regardless of contract extensions, the unit member shall be notified no later than February 15 for appointments based on the academic year, or three months prior to the end of the base appointment for appointments based on an alternative nine month period. b. Within the second year, regardless of contract extensions, the unit member shall be notified no later than November 15, for appointments based on the academic year, or six months prior to the end of the base appointment for appointments based on an alternative nine month period. c. After two or more years of uninterrupted service, the unit member shall be notified twelve months prior to the expiration of the final appointment. If the program is expanded within two years, previously tenured and qualified unit members shall be invited to return in the order provided in this Section above prior to hiring new full-time unit members. The unit member shall be provided at least thirty days from the mailing of the invitation to notify the University of the decision to decline or accept. If the former unit member does not respond within thirty days, the invitation shall be assumed to have been decli...
Sample 1Sample 2Sample 3See All (13)
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. a. Within the first two years, regardless of contract extensions, the UNAC member shall be notified no later than seven (7) days prior to the expiration of the appointment. b. From the third through sixth years, regardless of contract extensions, the UNAC member shall be notified not less than forty-five (45) days prior to the expiration of the appointment. c. After seven years, the UNAC member shall be notified not less than ninety (90) days prior to the expiration of the appointment. Failure to provide notice as provided above shall not result in renewal of appointment. If notice is provided after the dates prescribed above, the University shall pay the UNAC member, in lieu of the applicable notice, a prorated amount based on the number of work days by which the notice period was short. The chancellor or the chancellor's designee shall notify tenure track or tenured UNAC members of the decision to terminate employment in writing on the following schedule based upon consecutive years of uninterrupted service with the University of Alaska. a. Within the first year, regardless of contract extensions, the UNAC member shall be notified no later ...
Sample 1Sample 2Sample 3See All (8)
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 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: A. Three months prior to the end of the academic or fiscal year of a Bargaining Unit Member's first year of uninterrupted service within the university, but not later than March 1 for appointments ending in May, June, July or August. B. Six months prior to the end of the academic or fiscal year after the completion by a Bargaining Unit Member of one, but not more than two, years of service within the university, but not later than December 15 for appointments ending in May, June, July or August. C. Twelve months prior to the end of the academic or fiscal year after two or more years of uninterrupted service within the university. D. Should the program be expanded within two years, tenured faculty shall be invited to return to the program. The individual has thirty days to decline or accept the invitation in writing. E. Bargaining Unit Members on term contracts may be terminated pursuant to the terms of their appointment letter or this provision. However, in no event will any required notice exceed the duration of the project, grant, contract or specific end date in the appointment letter.
Sample 1

Related to Reduction in Program

  • Reduction in Hours (a) Reduction in hours shall be based on seniority, providing that affected employees have the qualifications to perform the work that is available and that licensing standards can be maintained. (b) Any regular employee offered a reduction of hours shall have the right to choose layoff as per Article 13.3. (c) Any regular employee offered a reduction of hours shall be given two (2) weeks’ notice of the reduction.

  • 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.

Most Referenced Clauses

Most Referenced Definitions