Common use of REDUCTION IN STAFF Clause in Contracts

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. 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 a. Any reduction in staff within two weeks (2) following shall first be covered through normal attrition. The continuity and quality of the above notificationprogram will be the primary considerations in reduction of positions, rather than abilities of random courses or positions. b. If additional positions are to be abolished, the staffs’ contracts to be suspended shall be in accordance with the Superintendent’s recommendations and in the areas of license/certification that he deems necessary. Individual teachers will not be contacted prior RIF shall proceed according to the above meetingfollowing criteria: 1. In placing Suspensions shall be based upon evaluations ratings. a) The first to be suspended shall be those teachers with evaluation ratings of “ineffective.” For continuing contract teachers, the rating of “ineffective” shall be based upon three consecutive years of student growth data. For limited contract teachers, the rating of “ineffective” shall be based only on the principal’s rating (not including any student growth measures) until three consecutive years of student growth data are available; and then the overall (summative) rating including student growth measures will be used. b) The next teachers to be suspended shall be those teachers on leavelimited contracts with ratings of “developing” who have improvement plans. c) The next teachers to be suspended shall be those teachers on limited contracts with ratings of “developing” who have professional growth plans. For b. and c. (above), the Board rating of “developing” shall be governed by based only on the following provisionsprincipal’s rating (not including any student growth measures) until three consecutive years of student growth data are available; and then the overall (summative) rating – including student growth measures – will be used. 2. Seniority shall only be used when deciding between teachers with comparable evaluations. Comparable evaluations shall include those teachers with evaluation ratings of “accomplished” and/or “skilled”. Seniority: System-wide seniority is defined as the following: a. Teachers placed on leave a) Unbroken or continuous service in the Indian Lake Local Schools. b) Leaves of absence as herein provided shall be considered and sabbatical leaves do not constitute a break in service 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 districtstaff member's years of seniority are frozen at the beginning of either of the above, and upon return to active service, commencing from the last day's contractual service. c) One half (1/2) year or more service counted as a full year in the Indian Lake system. 3. If ties occur in seniority regarding years of service, the member with the earliest date of Board action (Board minutes) to be employed will be made by the order in which the names appear in the official minutes (first listed, most seniority). 4. Part-wide time staff who are fully contracted by the Board and teach more than half-time shall have their seniority counted as full, for each continuous year of service. Staff fully contracted, but teaching half- time or less shall have their seniority counted as one (1) year for each two (2) continuous years of service. 5. Staff who are contracted by the Board and who are teaching under a state or federal special program shall be included in the seniority list including all areas of certification for each teacher and have full service counted. 6. Staff who are contracted by the Board but who do not teach in the Indian Lake Local Schools shall be established excluded from any part or consideration in seniority or the RIF program. 7. Administrators and kept currentsupervisors shall not be involved in any staff seniority list, but will not necessarily be excluded from any RIF program. 8. (Definition Another criteria for displacement of official hire date: a staff member shall be the contractual status of the employee. Certified/licensed staff with a continuing contract shall have preference over limited contracts. However, that preference shall not prevent a continuing contract holder from being suspended if the continuing contract holder has received an overall evaluation rating of “ineffective.” The order of displacement, in descending order, most recent uninterrupted senior to least senior, is as follows: a) Continuing contracts with most continuous fullsystem seniority b) Limited contracts of multiple years and continuous system service, down to single-year contracts and continuous system service c) Staff with continuing contracts shall have seniority calculated from the first year beginning continuous service to the system, not from the time employment as the continuing contract was awarded. 9. When a teacherstaff member is moved into another position through displacement, the certified/licensed staff member will have only the hours and position vacated.) c. No permanent teacher Certified/Licensed staff members whose contracts are suspended shall be placed on unrequested leave a recall list stating years of absence while probationary teachers are retained in positions for which a permanent teacher is certified. d. Permanent teachers shall be retained on continuous service to the basis district and their areas of merit and qualification. The following criteria will be used to determine merit and qualifications for the purpose of reduction in staffcertification/licensure. 1. Educational placement A certified/licensed staff member on the salary schedulerecall list shall be offered a contract, for a position for which he/she is certificated/licensed (or can become certificated/licensed), as set forth on said recall list, as positions become available and in keeping with the seniority provisions the RIF program (inverse order--last discharged, first employed). Notification will be made by phone or certified mail. It is the responsibility of the involved teacher to advise the Board of the address where he/she can be reached. 2. Areas A certified/licensed staff member who is offered a contract under the provisions of permanent certificationthe policy must respond within five (5) days of the receipt of said offer. If a certified/licensed staff member does not accept a contract or fails to respond or decides not to accept the offer in the time stated, the certified/licensed staff member will be presumed to be not interested. If the offer of a contract is refused, the certified/licensed staff member will retain his/her seniority position and will be offered the next available opening for which he/she is properly certificated. 3. Activities beyond If a position initially abolished is reinstated, or if a new position is established, this position will be offered first to the teaching contractcertified/licensed staff member who is properly certificated/licensed, and whose name appears on the recall list. Transfers may be made by the Superintendent to a position affected by the RIF program before the position is offered to any properly certificated/licensed staff member on said recall list. 4. Related teaching experienceNo certified/licensed staff member new to the district will be employed until properly certificated/licensed teachers on the recall list have been offered a contract for the position, in accordance with the provisions of this policy. 5. Effectiveness in the field or at the grade level. If one or more teachers are determined Upon re-employment, all rights related to have equal merit salary, fringe benefits, sick leave accumulation, and qualifications, those teachers seniority shall be ranked fully restored. 6. Certified/licensed staff members not employed as a result of the RIF program will be given preferential consideration as substitute teachers. 7. Certified/licensed staff members whose contracts have been suspended shall have the right to reinstatement as full-time staff and to pay the total premium for group life, hospitalization, and other group benefits, for a period not to exceed two (2) years, as follows: a) The certified/licensed staff member may not be employed elsewhere in order any kind of employment. b) Said premium must be paid to the Treasurer of the Board one (1) month prior to the effective date of the coverage. 8. Certified/licensed staff members on the recall list may take further training and become certificated/licensed in additional subject areas. Becoming additionally certificated/licensed will not change the teacher's position on the recall seniority list, not qualify him/her to displace an active staff member. Staff members may remain on the recall list for a period of four (4) years. However, if a staff member had an evaluation rating of “ineffective,” he/she shall not be eligible for recall. 9. Administrative and supervisory personnel are excluded from the provisions of this Article, although not necessarily exempt from RIF program needs, as defined in b., with determined by the more senior teacher to Board. 10. Certified/licensed staff members on the recall list may retire during the time of the RIF program and be considered more meritorious eligible for the severance pay benefit upon completion of retirement forms and qualifiedtheir approval.

REDUCTION IN STAFF. 15.1 Procedure According A. The Board of Education will establish the educational curriculum and staffing requirements. Prior to provisions of Missouri Statute 168.124making a reduction in staff, the Board of Education may place agrees to discuss the matter with the Association. B. Seniority shall be defined as length of service as a teacher within the Xxxxxxx School District. 1. Seniority begins on the employee's first working day. 2. Teachers shall be placed on the seniority list by an impartial drawing separating everyone with the same starting date. 3. The seniority list shall be used to determine layoff and recall in cases when certification and qualification are equal (as defined in C.). 4. The seniority list shall be published and posted conspicuously in all buildings of the District by October 15th of each school year. Revisions and updates of the seniority list shall also be published and posted at the beginning of the second semester. 5. Seniority shall be broken for the following reasons: a. If the employee quits b. If the employee is legally discharged. c. If the employee retires d. If the employee is absent for three (3) consecutive working days without properly notifying the employer. (This includes return from sick leave and leaves of absence.) e. If the employee gives a false reason for a requested leave of absence excluding personal leave days. 6. The seniority of part-time teachers shall accrue at the same rate as many full-time teachers. C. In the event it becomes necessary to reduce the number of 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 leaveneeded, the Board shall be governed by follow the following provisionsprocedure listed below: 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 district1. 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 Probationary teachers shall be retained on the basis of merit laid off first provided there are certified and qualification. The following criteria will be used qualified teachers to determine merit and qualifications for the purpose of reduction in staff. 1. Educational placement on the salary schedulereplace them. 2. Areas of permanent certificationIf further reduction is still necessary, then tenure teachers with the least seniority will be laid off first, provided there are certified and qualified teachers to replace them. 3. Activities beyond If these factors are equal, then experience at the teaching contractgrade level or within the subject discipline in the Xxxxxxx School District will be the deciding factor. 4. Related teaching experienceThe Association will be given an opportunity to review the layoff list prior to notification to the individual teachers to be laid off. Notice will be mailed within seven (7) calendar days of Board action (not when minutes are approved). 5. Effectiveness If an individual teacher feels that he/she should be retained rather than another teacher scheduled to be retained, it is the teacher's responsibility to bring this to the attention of the Administration within ten (10) days of said notification or there shall be no back pay liability on the part of the Board of Education for a wrongful layoff. 6. Any layoff pursuant to this Agreement shall automatically terminate the individual's employment contract. Insurance premiums will continue on a pro-rated basis consistent with the Master Contract. In no case will fringe benefits be continued for less than one month. Laid off teachers may, subject to the terms of the carrier, continue the insurance benefits by paying the premiums directly to the school. 7. Teachers who find it necessary to take additional classes to meet the qualifications shall be reimbursed the cost of tuition for the necessary classes according to the following schedule: An "A" in the field or at class equals seventy (70%) percent reimbursement; a "B" in the grade level. If one or more teachers are determined to have equal merit and qualifications, those teachers shall be ranked class equals sixty (60%) percent reimbursement; a "C" in order of seniority as defined in b., with the more senior teacher to be considered more meritorious and qualifiedclass equals thirty (30%) percent reimbursement.

REDUCTION IN STAFF. ‌ 15.1 Procedure 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. 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 a. Any reduction in staff within two weeks (2) following shall first be covered through normal attrition. The continuity and quality of the above notificationprogram will be the primary considerations in reduction of positions, rather than abilities of random courses or positions. b. If additional positions are to be abolished, the staffs’ contracts to be suspended shall be in accordance with the Superintendent’s recommendations and in the areas of license/certification that he deems necessary. Individual teachers will not be contacted prior RIF shall proceed according to the above meetingfollowing criteria: 1. In placing Suspensions shall be based upon evaluations ratings. a) The first to be suspended shall be those teachers with evaluation ratings of “ineffective.” For continuing contract teachers, the rating of “ineffective” shall be based upon three consecutive years of student growth data. For limited contract teachers, the rating of “ineffective” shall be based only on the principal’s rating (not including any student growth measures) until three consecutive years of student growth data are available; and then the overall (summative) rating including student growth measures will be used. b) The next teachers to be suspended shall be those teachers on leavelimited contracts with ratings of “developing” who have improvement plans. c) The next teachers to be suspended shall be those teachers on limited contracts with ratings of “developing” who have professional growth plans. For b. and c. (above), the Board rating of “developing” shall be governed by based only on the following provisionsprincipal’s rating (not including any student growth measures) until three consecutive years of student growth data are available; and then the overall (summative) rating – including student growth measures – will be used. 2. Seniority shall only be used when deciding between teachers with comparable evaluations. Comparable evaluations shall include those teachers with evaluation ratings of “accomplished” and/or “skilled”. Seniority: System-wide seniority is defined as the following: a. Teachers placed on leave a) Unbroken or continuous service in the Indian Lake Local Schools. b) Leaves of absence as herein provided shall be considered and sabbatical leaves do not constitute a break in service 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 districtstaff member's years of seniority are frozen at the beginning of either of the above, and upon return to active service, commencing from the last day's contractual service. c) One half (1/2) year or more service counted as a full year in the Indian Lake system. 3. If ties occur in seniority regarding years of service, the member with the earliest date of Board action (Board minutes) to be employed will be made by the order in which the names appear in the official minutes (first listed, most seniority). 4. Part-wide time staff who are fully contracted by the Board and teach more than half-time shall have their seniority counted as full, for each continuous year of service. Staff fully contracted, but teaching half-time or less shall have their seniority counted as one (1) year for each two (2) continuous years of service. 5. Staff who are contracted by the Board and who are teaching under a state or federal special program shall be included in the seniority list including all areas of certification for each teacher and have full service counted. 6. Staff who are contracted by the Board but who do not teach in the Indian Lake Local Schools shall be established excluded from any part or consideration in seniority or the RIF program. 7. Administrators and kept currentsupervisors shall not be involved in any staff seniority list, but will not necessarily be excluded from any RIF program. 8. (Definition Another criteria for displacement of official hire date: a staff member shall be the contractual status of the employee. Certified/licensed staff with a continuing contract shall have preference over limited contracts. However, that preference shall not prevent a continuing contract holder from being suspended if the continuing contract holder has received an overall evaluation rating of “ineffective.” The order of displacement, in descending order, most recent uninterrupted senior to least senior, is as follows: a) Continuing contracts with most continuous fullsystem seniority b) Limited contracts of multiple years and continuous system service, down to single-year contracts and continuous system service c) Staff with continuing contracts shall have seniority calculated from the first year beginning continuous service to the system, not from the time employment as the continuing contract was awarded. 9. When a teacherstaff member is moved into another position through displacement, the certified/licensed staff member will have only the hours and position vacated.) c. No permanent teacher Certified/Licensed staff members whose contracts are suspended shall be placed on unrequested leave a recall list stating years of absence while probationary teachers are retained in positions for which a permanent teacher is certified. d. Permanent teachers shall be retained on continuous service to the basis district and their areas of merit and qualification. The following criteria will be used to determine merit and qualifications for the purpose of reduction in staffcertification/licensure. 1. Educational placement A certified/licensed staff member on the salary schedulerecall list shall be offered a contract, for a position for which he/she is certificated/licensed (or can become certificated/licensed), as set forth on said recall list, as positions become available and in keeping with the seniority provisions the RIF program (inverse order--last discharged, first employed). Notification will be made by phone or certified mail. It is the responsibility of the involved teacher to advise the Board of the address where he/she can be reached. 2. Areas A certified/licensed staff member who is offered a contract under the provisions of permanent certificationthe policy must respond within five (5) days of the receipt of said offer. If a certified/licensed staff member does not accept a contract or fails to respond or decides not to accept the offer in the time stated, the certified/licensed staff member will be presumed to be not interested. If the offer of a contract is refused, the certified/licensed staff member will retain his/her seniority position and will be offered the next available opening for which he/she is properly certificated. 3. Activities beyond If a position initially abolished is reinstated, or if a new position is established, this position will be offered first to the teaching contractcertified/licensed staff member who is properly certificated/licensed, and whose name appears on the recall list. Transfers may be made by the Superintendent to a position affected by the RIF program before the position is offered to any properly certificated/licensed staff member on said recall list. 4. Related teaching experienceNo certified/licensed staff member new to the district will be employed until properly certificated/licensed teachers on the recall list have been offered a contract for the position, in accordance with the provisions of this policy. 5. Effectiveness in the field or at the grade level. If one or more teachers are determined Upon re-employment, all rights related to have equal merit salary, fringe benefits, sick leave accumulation, and qualifications, those teachers seniority shall be ranked fully restored. 6. Certified/licensed staff members not employed as a result of the RIF program will be given preferential consideration as substitute teachers. 7. Certified/licensed staff members whose contracts have been suspended shall have the right to reinstatement as full-time staff and to pay the total premium for group life, hospitalization, and other group benefits, for a period not to exceed two (2) years, as follows: a) The certified/licensed staff member may not be employed elsewhere in order any kind of employment. b) Said premium must be paid to the Treasurer of the Board one (1) month prior to the effective date of the coverage. 8. Certified/licensed staff members on the recall list may take further training and become certificated/licensed in additional subject areas. Becoming additionally certificated/licensed will not change the teacher's position on the recall seniority list, not qualify him/her to displace an active staff member. Staff members may remain on the recall list for a period of four (4) years. However, if a staff member had an evaluation rating of “ineffective,” he/she shall not be eligible for recall. 9. Administrative and supervisory personnel are excluded from the provisions of this Article, although not necessarily exempt from RIF program needs, as defined in b., with determined by the more senior teacher to Board. 10. Certified/licensed staff members on the recall list may retire during the time of the RIF program and be considered more meritorious eligible for the severance pay benefit upon completion of retirement forms and qualifiedtheir approval.