REDUCTION IN STAFF. SENIORITY
1. Probationary and non-degree teachers will be laid off first. This is provided that qualified tenure teachers are available.
2. No teacher shall be discharged or laid off pursuant to a necessary reduction in personnel unless he/she has written notification of said action.
3. During any period when the number of the teaching staff is reduced, the Board will not hire a new teacher to replace an incumbent teacher who is qualified and available to fill an available teaching position.
4. The Board will use its efforts to assist all released teachers to secure employment in other school districts.
5. The Board shall provide notice of layoff to the Association and the individuals involved no later than the third (3rd) Friday in May for the subsequent school year. The Board shall give not less than sixty (60) days’ notice of layoff to the Association and the individuals involved for the current school year.
6. If it becomes necessary to lay off tenure teachers, the following factors shall be used:
a. If the teacher is fully certified by the State of Michigan and has a major or minor in the teaching field (based upon total semester hours earned), seniority in the Rockford Schools shall prevail.
b. In the event a teacher is properly certified in a teaching field, and has fifteen (15) or more hours in that field but lacks the necessary requirements to be highly qualified, they shall have one (1) year to complete the necessary requirements, if approved by the State of Michigan
1) Seniority is defined as length of unbroken service within the bargaining unit and shall be computed from the bargaining unit member’s initial date of hire. Seniority date shall be determined by the date said teacher contract was signed, given approval by the Board of Education. If necessary, ties in seniority will be broken by drawing lots with the Association President present.
2) A seniority list shall be published by the District by October 15 of each school year. A copy of the seniority list and subsequent revisions and updates, if made, shall be forwarded to the Association and the building representatives.
3) Time spent on unpaid leave, for one semester or more, shall not be construed as a break in continuous service. However, the time spent on that leave would be deducted from the initial date of hire on the seniority list. Seniority will be lost if on unpaid leave or layoff for three years, unless mutually extended in writing by the District and the Association.
4) No pers...
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:
a. Teachers placed on leave of absence as herein provided shall be considered to be on "unrequested leave of absence."
b. Seniority for the purposes of this reduction shall be defined as continuous full-time, complete years of employment in the school district. Authorized leaves of absence shall not be considered interruptions in service. Seniority date shall be the date of Board approval of the teacher's initial contract with the district. A district-wide seniority list including all areas of certification for each teacher shall be established and kept current. (Definition of official hire date: The most recent uninterrupted continuous full-time employment as a teacher.)
c. No permanent teacher shall be placed on unrequested leave of absence while probationary teachers are retained in positions for which a permanent teacher is certified.
d. Permanent teachers shall be retained on the basis of merit and qualification. The following criteria will be used to determine merit and qualifications for the purpose of reduction in staff.
1. Educational placement on the salary schedule.
2. Areas of permanent certification.
3. Activities beyond the teaching contract.
4. Related teaching experience.
5. Effectiveness in the field or at the grade level. If one or more teachers are determined to have equal merit and qualifications, those teachers shall be ranked in order of seniority as defined in b., with the more senior teacher to be considered more meritorious and qualified.
REDUCTION IN STAFF. A. If the Board shall determine that it is necessary to decrease the number of tenured faculty employed by the Board or to discontinue or reduce some particular type of teaching service or program, written notice of honorable dismissal and the reason for dismissal shall be given to all affected faculty members and the Union by personal service or by certified mail, and as required by law. In such instances, the Board shall first terminate non-tenured faculty members who are in the affected areas(s) prior to terminating any tenured faculty so involved. If feasible, prior to the Board taking action to honorably dismiss a tenured faculty member, the appropriate Vice President or designee and Xxxx shall meet with the affected faculty member and his/her Union representative to provide notice of the recommended reduction action.
B. If tenured faculty must be affected, all such honorable dismissals shall be in inverse order to the number of years of continuous full-time service to the College as a faculty member. A list called the “Seniority List for Reduction in Staff” shall be compiled and posted annually on the Intranet by February 1 of each year by the administration. Such list shall show the number of years of continuous service for each tenured faculty position by academic discipline and the rank of each tenured faculty member. The use of the “Seniority List for Reduction in Staff” shall be strictly limited in that it shall only be appropriate and applicable to matters pertaining to reduction in staff. Periods of leaves of absence shall not be deemed to interrupt continuous service, but any period of leave for which advancement on the salary schedule is not granted shall not be included in the years of service. Tenured faculty members on leave of absence at the time a reduction of staff is effectuated shall be treated no differently than other faculty members. If the number of years of service are the same, the selecting of the tenured faculty member(s) to be affected shall be within the discretion of the Board. Should a faculty member desire to be listed as qualified to teach in a discipline/department outside of his/her primary discipline for purposes of the annual “Seniority List for Reduction in Staff”, he/she shall submit a written request as set forth in Article 39 of this Agreement by November 1 of each academic year to the appropriate division xxxx. The division xxxx has thirty (30) calendar days from receipt of the faculty member’s request to deter...
REDUCTION IN STAFF. In the event it is necessary, due to lack of work or lack of funds, to have a reduction in staff, the Board of Education shall determine which positions are to be retained. In implementing a reduction in staff, the Board of Education shall follow this procedure:
1. The Board and/or administration shall advise the Association that reduction in staff is necessary.
2. A hiring freeze shall be imposed.
3. Losses through normal attrition (retirement, resignation, or a position otherwise vacated) shall, insofar as is practical, not be replaced. Support employees declared to be excess in a building in a given department shall be transferred, when qualified, to fill vacancies in other buildings within their department or another department.
4. Certified employees in support positions shall be laid off from support positions.
5. Student employees shall be laid off.
6. Probationary employees shall be laid off.
7. Seniority shall determine any further reduction in force within a department.
REDUCTION IN STAFF. In the event that the District determines it is necessary to reduce the number of bargaining unit positions in the workforce and/or decrease the number of hours for bargaining unit positions, the Employer shall provide written notice to the Union at least three (3) weeks prior to implementing such reduction. The District will provide the Union the opportunity to meet and confer regarding the procedure used to implement the reduction in workforce. At such meetings, the Employer shall submit a list of the number of office employees scheduled for reduction, their names, seniority, job titles, and work locations. When conditions require such a reduction, the order shall be according to seniority and Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) regardless of full-time or part-time status. Each employee scheduled for reduction shall be notified at least fourteen (14) calendar days prior to the effective date of reduction. Placement for any bargaining unit employee scheduled for such a reduction shall be considered in the following order:
1. If a bargaining unit vacancy exists that has been posted per Article 5-7-3, the employee shall be placed in the vacancy provided that if placement in the vacancy would result in a reduction in annual income of more than twenty percent (20%), the employee must indicate whether they accept or reject the placement. The employee shall have two (2) working days in which to accept or reject the vacancy/placement position. If the employee rejects the placement, her/his bumping rights shall be processed.
2. If no vacancy exists or placement in the vacancy would result in more than a twenty percent (20%) reduction in annual income and the employee has rejected such placement, the employee will bump the least senior employee in the same Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) regardless of whether the placement results in an increase or decrease in hours. The employee shall have two (2) working days in which to accept or reject the vacancy/placement position.
3. If the employee is the least senior employee in the Category or Subcategory, she/he shall be considered on layoff from District employment.
4. If the employee does not accept the placement in a vacancy as provided in #1 above, she/he shall be placed on the layoff list and have recall rights with the District. DocuSign Envelope ID: 3A252C75-496F-42EE-AC80-BBF9C147513A Doc...
REDUCTION IN STAFF. 2.1 In the event the Board of Trustees determines that it is necessary to reduce staff, the procedures below shall determine the order in which the staff shall be reduced.
REDUCTION IN STAFF. 5.3.1 An employee whose position is abolished or who is displaced from his position must displace, within two (2) working days, any full-time junior employee in his local seniority group or, within five (5) working days, any full-time junior employee in his district or region for which he is qualified. An employee who fails to comply with said time limit shall not have the right to return to service by displacing a junior employee.
5.3.2 Except as otherwise provided in Article 5.3.1, a permanent employee who is unable to hold a position in his local seniority group may displace a junior employee in any of the local seniority groups on his seniority District, if qualified.
5.3.3 Except as otherwise provided in Article 5.3.1, a permanent employee who is unable to hold a position by exercising seniority as provided in Article 5.3.1
REDUCTION IN STAFF. 22.501 If it is necessary for causes as provided in Education Code Section 44955 to reduce the staff of permanent employees, all procedures and protections provided for in the Education Code will be followed and provided. The Superintendent will consult with the appropriate employee organizations prior to recommending any "reduction in staff" to the Board so that employees who may be affected can be informed regarding the causes and the consequences of the decision.
REDUCTION IN STAFF. 9.1 Any reduction in force should be made if possible through attrition resulting from resignations or retirement. If further reductions are considered necessary, the Board may suspend the contract of teachers with limited contracts according to ORC Section 3319.17.
9.2 Before the Board makes any suspensions due to reduction in staff, it must inform the MFEA and affected employee at least five (5) working days prior to any action taken. Such notice will be in writing and include the specific positions to be affected, proposed time schedule, and reasons for the action. If requested, the Board will enter into discussions with the Association regarding the need for, implementation, and impact of the proposed RIF.
9.3 Teachers with contracts that are suspended because of reduction in force, are to be selected for suspension on the basis of seniority on all lists within certification areas. Every teacher’s name shall appear in order of seniority on all lists for his or her area(s) of certification. Some teachers are certificated in several areas therefore, their names will appear on several different lists. A teacher selected for possible RIF may select to displace a fellow teacher who holds a lower position on a seniority list for another area of certification.
9.4 Seniority is based on the length of continuous service to the school system which is not to be affected by authorized leaves of absence. Teachers who resign and then are re-employed begin accumulating seniority days at the time of their re-employment.
9.5 In cases where two or more teachers have joined the system at the same time, their names are arranged on the seniority lists based on the school board meeting at which they were hired. Further ties will be broken by random drawing.
9.6 Names of teachers who are suspended due to a reduction in force are placed on a Reduction in Force (RIF) List based on seniority and certification. Names of teachers suspended for other reasons will not appear on the RIF List. When there is an opening, the teacher with the most seniority among those certificated for the position is automatically rehired by the Board at the same seniority, salary and fringe benefits as he or she would have received if a reduction in force had not taken place. No new teachers may be hired by the school system for any position as long as there is a teacher certificated for the position on the RIF List.
9.7 If an opening occurs, the Board must send a certified letter to the teacher’s las...
REDUCTION IN STAFF. In the event a reduction in staff is necessary because of decreasing student enrollment in the District, discontinuance or substantial reduction of a particular service, unanticipated shortages of revenue following budget adoption, or of school consolidation, the following retention preference criteria shall apply for all positions with the exception of Preparation Time Specialists: [a] Retention preference shall be given to all classified employees, at the school or department in the position classification where a reduction in staff is necessary, who have received no formal disciplinary action (including written warnings and/or unpaid disciplinary suspension) within the last twelve (12) months. [b] Retention preference shall thereafter be given to employees whose performance is deemed effective. Effective in this section shall mean that no “ineffective” ratings were indicated on the most recent Classified Summative Evaluation. [c] Retention preference shall thereafter be given to employees who have received no formal disciplinary action (including written warnings, and/or unpaid disciplinary suspension) within the last three (3) years. [d] Retention preference shall thereafter be given to employees who are non- provisional. [e] Finally, retention preference shall thereafter be based on the school or department’s needs as determined by the principal or director. Factors to be considered include the employees’ job skills, training, and experience as they pertain to the job description for the designated position classification.
