Common use of REDUCTION IN STAFF Clause in Contracts

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 DocuSign Envelope ID: AD6EF7B0-620C-43FD-A4A4-D78668AD2D16 5. If the employee does not accept the placement as a result of bumping in #2 above when the placement does or does not result in a reduction of twenty percent (20%) or more in annual income, she/he shall be placed on the layoff list and have recall rights with the District. Affected employees will be notified of results of the placement process as outlined above within five (5) workdays of completion of the process. All employees whose assignment after the placement process is completed has resulted in a decreased number of hours shall be placed on a recall list in order of seniority and Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) for a period of two (2) calendar years. These employees shall be recalled to vacant positions with the same number of hours as her/his original assignment as referenced in Article 5-7-3 in seniority order. The employee shall have the right to accept or reject the placement. If the office employee rejects a placement, her/his name is removed from the recall list.

REDUCTION IN STAFF. In A. Before the event that the District determines Board makes any reduction in personnel, hours or runs because of finances or student enrollment, 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 will first consult with 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 effects of such reductions. B. Layoff and recall of employees shall be by job classification seniority and 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 following order shall be according to seniority and Category (in the case followed. A reduction 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 hours does not constitute a reduction shall be considered in the following order:layoff. 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.Temporary employees 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.Probationary employees 3. If the When more than one employee is hired on the least senior employee in the Category or Subcategorysame day, she/he seniority shall be considered on layoff from District employmentdetermined by the original lottery, except in Transportation. 4. If An employee on scheduled layoff shall have the right to displace an employee does not accept with lesser seniority in 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 DocuSign Envelope ID: AD6EF7B0-620C-43FD-A4A4-D78668AD2D16same job classification. 5. If The employee removed from that classification will be returned to his/her former classification, providing he/she has sufficient service to displace the employee does not accept in his former classification with a lesser amount of service. (The employee(s) bumped may then exercise their seniority right). 6. Remaining seniority employees within the placement as a result classification affected shall then be laid off in the order of bumping in #2 above when their classification seniority within the placement does affected classification. 7. Employees hired under Federal or does not result in a reduction of twenty percent (20%) or more in annual income, she/he State Job Training programs shall be placed on the layoff list laid off before any regular employee and have recall rights with the District. Affected employees will be notified of results of the placement process as outlined above within five (5) workdays of completion of the process. All employees whose assignment after the placement process is completed has resulted in a decreased number of hours shall be placed on a subject to recall list in order of seniority and Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) only for a period equal to the time employed under the Job Training Program. C. The order of two (2) calendar years. These recalling the laid off employee shall be in the reverse order in which the employees are laid off. D. Laid off seniority employees shall be recalled to vacant positions with the same their job classification equal to or higher in number of hours or rate to the job from which he/she was laid off. Failure to take such offered work shall result in loss of seniority and termination. E. Notices of recall shall be sent by certified or registered mail or telegram to the employee’s last known address as her/his original assignment as referenced in Article 5-7-3 in seniority ordershown on the Board’s records and it shall be the obligation of the employee to provide the Board with a current address and telephone number. The A recalled employee shall have give notice of his intent to return to work within three (3) consecutive working days of receipt of such notice and shall return within seven (7) working days or his/her employment shall be terminated without recourse to this agreement. F. In the right event an immediate recall is necessary, the Board may call upon the laid off employee(s) either personally or by telephone, until such an available employee is located and able to accept return to work immediately. Upon failure to contact, the procedure in sub-section (C) will govern. G. All employees on lay-off shall be notified at their last known address by U.S. mail of openings within the bargaining unit and those interested must respond by the closing date of the posting for consideration. H. Employees on lay-off shall be afforded the opportunity to substitute if they so desire and shall be paid the regular substitute rate. I. Employees seniority at the time of lay-off shall be frozen after one year of lay-off. J. When on lay-off, an employee (when permitted by the insurance company) may continue insurance benefits providing the school with a check or reject money order for the placementproper amount made out to the insurance company involved. K. The President and stewards shall be retained in their classification during layoffs, regardless of seniority. L. If a layoff would affect an employee on leave, sick or personal, that employee’s seniority shall also be frozen. If Employees on sick or personal leave shall be covered by the office employee rejects a placement, her/his name is removed from the recall listReduction in Staff Article 13.

REDUCTION IN STAFF. In A. Before the event that the District determines Board makes any reduction in personnel, hours or runs because of finances or student enrollment, 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 will first consult with 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 effects of such reductions. X. Xxxxxx and recall of employees shall be by job classification seniority and 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 following 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:followed. 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.Temporary employees 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.Probationary employees 3. If the When more than one employee is hired on the least senior employee in the Category or Subcategorysame day, she/he seniority shall be considered on layoff from District employmentdetermined by the original lottery, except in Transportation. 4. If An employee on scheduled layoff shall have the right to displace an employee does not accept with lesser seniority in 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 DocuSign Envelope ID: AD6EF7B0-620C-43FD-A4A4-D78668AD2D16same job classification. 5. If The employee removed from that classification will be returned to his/her former classification, providing he/she has sufficient service to displace the employee does not accept in his former classification with a lesser amount of service. (The employee(s) bumped may then exercise their seniority right). 6. Remaining seniority employees within the placement as a result classification affected shall then be laid off in the order of bumping in #2 above when their classification seniority within the placement does affected classification. 7. Employees hired under Federal or does not result in a reduction of twenty percent (20%) or more in annual income, she/he State Job Training programs shall be placed on the layoff list laid off before any regular employee and have recall rights with the District. Affected employees will be notified of results of the placement process as outlined above within five (5) workdays of completion of the process. All employees whose assignment after the placement process is completed has resulted in a decreased number of hours shall be placed on a subject to recall list in order of seniority and Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) only for a period equal to the time employed under the Job Training Program. C. The order of two (2) calendar years. These recalling the laid off employee shall be in the reverse order in which the employees are laid off. X. Xxxx off seniority employees shall be recalled to vacant positions with the same their job classification equal to or higher in number of hours or rate to the job from which he/she was laid off. Failure to take such offered work shall result in loss of seniority and termination. E. Notices of recall shall be sent by certified or registered mail or telegram to the employee’s last known address as her/his original assignment as referenced in Article 5-7-3 in seniority ordershown on the Board’s records and it shall be the obligation of the employee to provide the Board with a current address and telephone number. The A recalled employee shall have give notice of his intent to return to work within three (3) consecutive working days of receipt of such notice and shall return within seven (7) working days or his/her employment shall be terminated without recourse to this agreement. F. In the right event an immediate recall is necessary, the Board may call upon the laid off employee(s) either personally or by telephone, until such an available employee is located and able to accept return to work immediately. Upon failure to contact, the procedure in sub-section (C) will govern. G. All employees on lay-off shall be notified at their last known address by U.S. mail of openings within the bargaining unit and those interested must respond by the closing date of the posting for consideration. H. Employees on lay-off shall be afforded the opportunity to substitute if they so desire and shall be paid the regular substitute rate. I. Employees seniority at the time of lay-off shall be frozen after one year of lay-off. J. When on lay-off, an employee (when permitted by the insurance company) may continue insurance benefits providing the school with a check or reject money order for the placementproper amount made out to the insurance company involved. K. Officers and stewards shall be retained in their classification during layoffs, regardless of seniority. L. If a layoff would affect an employee on leave, sick or personal, that employees seniority shall also be frozen. If Employees on sick or personal leave shall be covered by the office employee rejects a placement, her/his name is removed from the recall listReduction in Staff Article 13.

REDUCTION IN STAFF. In 10.01 When the event that the District Board determines it is necessary to reduce the number of bargaining unit positions because of lack of funds, lack of work, abolishment of positions, or combination of positions, the Board shall layoff employees on the basis of reverse order of seniority in the affected job classification. (The least senior people are to be laid off first.) 10.02 Should the Board determine to eliminate a position which is held by an employee who possess enough seniority to maintain a position of active employment in his/her classification, that employee shall be granted the right to displace any employee in the classification in which the layoff occurs who possess less seniority than the affected employee. Any employee displaced in accordance with this section shall in turn be granted the right to displace any less senior employee in the affected classification. 10.03 Should the displaced employee not possess enough seniority to maintain a position in his/her current classification, he/she may displace any employee who possesses less seniority and holds a position which the employee is qualified to fill. Any employee displaced in accordance with this section shall in turn be granted the right to displace any less senior employee first in his/her current classification and then in any other classification in which he/she is qualified to work. 10.04 Any vacant position, created due to job abolishment or lay off that exists once all qualified employees have moved into selected positions for which they hold seniority, shall be posted and filled in accordance with Article 8. 10.05 Employees laid off pursuant to this Article shall be recalled to positions in the workforce and/or decrease the number classification from which they are laid off in reverse order of hours layoff. An employee shall have recall rights for bargaining unit positions, the Employer two years after layoff. Notice of recall shall provide written notice be given by certified mail to the Union at least three last address the employee has given the Board. Failure to accept recall within five (35) weeks prior working days after notification of a job opening shall result in a waiver of recall rights. It is the employee's responsibility to implementing such reductioninform the District of his/her address. 10.06 Laid off employees without regard to classification, shall be recalled to vacancies in any classification on the basis of seniority and qualifications, provided all those employees laid off from the classification in which the vacancy exists have previously been recalled in accordance with Section 10.05. The District will provide Superintendent shall have the Union discretion to determine whether an employee is qualified for recall to a position in another classification. The Superintendent shall not act arbitrarily nor capriciously in making the opportunity decision. The Superintendent has the authority to meet and confer regarding administer an exam to any employee seeking employment outside of his/her classification. The employee must receive a passing grade on the procedure used test to implement be awarded the reduction in workforceposition. At such meetingsThe employee has the right to review his/her test score, with the Employer understanding that the test cannot be removed from the file or copied. This exam shall submit a list not contain any requirements beyond those expected 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 (already working in the case of Category I and IVclassification. 10.07 Should an employee's time be reduced sixty (60) minutes 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 5-7-3more, 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 DocuSign Envelope ID: AD6EF7B0-620C-43FD-A4A4-D78668AD2D16 5. If the employee does not accept the placement as a result of bumping in #2 above when the placement does or does not result in a reduction of twenty percent (20%) or more in annual income, she/he shall be placed on the layoff list and have recall rights with the District. Affected employees will be notified of results of the placement process as outlined above within five (5) workdays of completion of the process. All employees whose assignment after the placement process is completed has resulted in a decreased number of hours shall be placed on a recall list in order of seniority and Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) for a period of two (2) calendar years. These employees shall be recalled to vacant positions with the same number of hours as her/his original assignment as referenced in Article 5-7-3 in seniority order. The employee shall have granted the right to accept or reject displace, any less senior employee, in the placementreduced employee's classifications, who is assigned time which is greater than the reduced time of the reduced employee. If the office Any employee rejects a placementwho is displaced by this procedure shall, her/his name is removed from the recall listin turn, be granted this same right.

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 DocuSign Envelope ID: AD6EF7B0-620C-43FD-A4A4-D78668AD2D16. 5. If the employee does not accept the placement as a result of bumping in #2 above when the placement does or does not result in a reduction of twenty percent (20%) or more in annual income, she/he shall be placed on the layoff list and have recall rights with the District. Affected employees will be notified of results of the placement process as outlined above within five (5) workdays of completion of the process. All employees whose assignment after the placement process is completed has resulted in a decreased number of hours shall be placed on a recall list in order of seniority and Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) for a period of two (2) calendar years. These employees shall be recalled to vacant positions with the same number of hours as her/his original assignment as referenced in Article 5-7-3 in seniority order. The employee shall have the right to accept or reject the placement. If the office employee rejects a placement, her/his name is removed from the recall list.

REDUCTION IN STAFF. In A. Before the event that Board makes any reduction in personnel, hours or runs because of finances or student enrollment, it will first consult with the District determines it Union regarding the effects of such reductions. B. Xxxxxx and recall of employees shall be by job classification seniority and the following order shall be followed. A reduction of hours does not constitute a layoff. 1. Temporary employees 2. Probationary employees 3. When more than one employee is necessary hired on the same day, seniority shall be determined by the original lottery, except in Transportation. 4. An employee on scheduled layoff shall have the right to reduce the number of bargaining unit positions displace an employee with lesser seniority in the workforce and/or decrease same job classification. 5. The employee removed from that classification will be returned to his/her former classification, providing he/she has sufficient service to displace the employee in his/her former classification with less service time [The employee(s) bumped may then exercise their seniority right]. 6. Remaining seniority employees within the classification affected shall then be laid off in the order of their classification seniority within the affected classification. 7. Employees hired under Federal or State Job Training programs shall be laid off before any regular employee and shall be subject to recall only for a period equal to the time employed under the Job Training Program. C. The order of recalling the laid off employee shall be in the reverse order in which the employees are laid off. D. Laid off seniority employees shall be recalled to their job classification equal to or higher in number of hours for bargaining unit positions, the Employer shall provide written notice or rate to the Union at least job from which he/she was laid off. Failure to take such offered work shall result in loss of seniority and termination. E. Notices of recall shall be sent by certified or registered mail and email to the employee’s last known address as shown on the Board’s records and it shall be the obligation of the employee to provide the Board with a current email address, current address and telephone number. A recalled employee shall give notice of his/her intent to return to work within three (3) weeks prior to implementing consecutive working days of receipt of such reduction. The District will provide the Union the opportunity to meet notice 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 return within seven (7) working days or his/her employment shall be according terminated without recourse to seniority and Category (in the case of Category I and IV) or Subthis agreement. F. All employees on lay-category (in the case of Category II and III) regardless of full-time or part-time status. Each employee scheduled for reduction off shall be notified at least fourteen their last known address by U.S. mail of openings within the bargaining unit and those interested must respond by the closing date of the posting for consideration. G. Employees on lay-off shall be afforded the opportunity to substitute if they so desire and shall be paid the regular substitute rate. H. Employees seniority at the time of lay-off shall be frozen after one year of lay-off. I. When on lay-off, an employee (14when permitted by the insurance company and the Consolidated Omnibus Budget Reconciliation Act of 1985) calendar days prior may continue insurance benefits providing the District with a check or money order for the proper amount made out to the effective date insurance company involved. J. Employees who have a direct role in processing grievances shall be retained in their classification during layoffs, regardless of reductionseniority. Placement for any bargaining unit A list of those employees will be provided annually by the Union. K. If a layoff would affect an employee scheduled for such on leave, sick or personal, that employee’s seniority shall also be frozen. Employees on sick or personal leave shall be covered by Article 13 Reduction in Staff. L. If a reduction shall or increase in hours assigned to a specific position(s) becomes necessary, employees will 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 vacancyreduced/placement positionincreased within classification. If the employee rejects the placement, herposition(s) affected are reduced/his bumping rights shall be processed. 2. If no vacancy exists or placement in the vacancy would result in increased by more than a twenty percent thirty (20%30) reduction in annual income and the employee has rejected such placementminutes, the employee will bump employees may exercise his/her seniority to displace 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 vacancyDistrict within his/placement her job classification whose assignment is equal to, but not more than his/her present position. 3. If the employee is the least senior employee in the Category or SubcategoryM. Volunteers, she/he co-op and student assistants shall not be considered used to displace AFSCME employees from existing positions when there are Union employees on layoff from District employmentlayoff. 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 DocuSign Envelope ID: AD6EF7B0-620C-43FD-A4A4-D78668AD2D16 5. If the employee does not accept the placement as a result of bumping in #2 above when the placement does or does not result in a reduction of twenty percent (20%) or more in annual income, she/he shall be placed on the layoff list and have recall rights with the District. Affected employees will be notified of results of the placement process as outlined above within five (5) workdays of completion of the process. All employees whose assignment after the placement process is completed has resulted in a decreased number of hours shall be placed on a recall list in order of seniority and Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) for a period of two (2) calendar years. These employees shall be recalled to vacant positions with the same number of hours as her/his original assignment as referenced in Article 5-7-3 in seniority order. The employee shall have the right to accept or reject the placement. If the office employee rejects a placement, her/his name is removed from the recall list.

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 DocuSign Envelope ID: AD6EF7B0-620C-43FD-A4A4-D78668AD2D16BBF9C147513A 5. If the employee does not accept the placement as a result of bumping in #2 above when the placement does or does not result in a reduction of twenty percent (20%) or more in annual income, she/he shall be placed on the layoff list and have recall rights with the District. Affected employees will be notified of results of the placement process as outlined above within five (5) workdays of completion of the process. All employees whose assignment after the placement process is completed has resulted in a decreased number of hours shall be placed on a recall list in order of seniority and Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) for a period of two (2) calendar years. These employees shall be recalled to vacant positions with the same number of hours as her/his original assignment as referenced in Article 5-7-3 in seniority order. The employee shall have the right to accept or reject the placement. If the office employee rejects a placement, her/his name is removed from the recall list.

REDUCTION IN STAFF. In 10.01 When the event that the District Board determines it is necessary to reduce the number of bargaining unit positions because of lack of funds, lack of work, abolishment of positions, or combination of positions, the Board shall layoff employees on the basis of reverse order of seniority in the affected job classification. (The least senior people are to be laid off first.) 10.02 Should the Board determine to eliminate a position which is held by an employee who possess enough seniority to maintain a position of active employment in his/her classification, that employee shall be granted the right to displace any employee in the classification in which the lay off occurs who possess less seniority than the affected employee. Any employee displaced in accordance with this section shall in turn be granted the right to displace any less senior employee in the affected classification. 10.03 Should the displaced employee not possess enough seniority to maintain a position in his/her current classification, he/she may displace any employee who possesses less seniority and holds a position which the employee is qualified to fill. Any employee displaced in accordance with this section shall in turn be granted the right to displace any less senior employee first in his/her current classification and then in any other classification in which he/she is qualified to work. 10.04 Any vacant position, created due to job abolishment or lay off that exists once all qualified employees have moved into selected positions for which they hold seniority, shall be posted and filled in accordance with Article 8. 10.05 Employees laid off pursuant to this Article shall be recalled to positions in the workforce and/or decrease the number classification from which they are laid off in reverse order of hours layoff. An employee shall have recall rights for bargaining unit positions, the Employer two years after layoff. Notice of recall shall provide written notice be given by certified mail to the Union at least three last address the employee has given the Board. Failure to accept recall within five (35) weeks prior working days after notification of a job opening shall result in a waiver of recall rights. It is the employee’s responsibility to implementing such reductioninform the District of his/her address. 10.06 Laid off employees without regard to classification, shall be recalled to vacancies in any classification on the basis of seniority and qualifications, provided all those employees laid off from the classification in which the vacancy exists have previously been recalled in accordance with Section 10.05. The District will provide Superintendent shall have the Union discretion to determine whether an employee is qualified for recall to a position in another classification. The Superintendent shall not act arbitrarily nor capriciously in making the opportunity decision. The Superintendent has the authority to meet and confer regarding administer an exam to any employee seeking employment outside of his/her classification. The employee must receive a passing grade on the procedure used test to implement be awarded the reduction in workforceposition. At such meetingsThe employee has the right to review his/her test score, with the Employer understanding that the test cannot be removed from the file or copied. This exam shall submit a list not contain any requirements beyond those expected 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 (already working in the case of Category I and IVclassification. 10.07 Should an employee’s time be reduced sixty (60) minutes 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 5-7-3more, 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 DocuSign Envelope ID: AD6EF7B0-620C-43FD-A4A4-D78668AD2D16 5. If the employee does not accept the placement as a result of bumping in #2 above when the placement does or does not result in a reduction of twenty percent (20%) or more in annual income, she/he shall be placed on the layoff list and have recall rights with the District. Affected employees will be notified of results of the placement process as outlined above within five (5) workdays of completion of the process. All employees whose assignment after the placement process is completed has resulted in a decreased number of hours shall be placed on a recall list in order of seniority and Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) for a period of two (2) calendar years. These employees shall be recalled to vacant positions with the same number of hours as her/his original assignment as referenced in Article 5-7-3 in seniority order. The employee shall have granted the right to accept or reject displace, any less senior employee, in the placementreduced employee’s classifications, who is assigned time which is greater than the reduced time of the reduced employee. If the office Any employee rejects a placementwho is displaced by this procedure shall, her/his name is removed from the recall listin turn, be granted this same right.

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 or IV) or Sub-category (in the case of Category II and or 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 5-5- 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 or IV) or Sub-category (in the case of Category II and or 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 SubcategorySub- category, 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 considered to have recall rights resigned their employment with the District. DocuSign Envelope ID: 3A252C75-496F-42EE-AC80-BBF9C147513A DocuSign Envelope ID: AD6EF7B0-620C-43FD-A4A4-D78668AD2D16. 5. If the employee does not accept the placement as a result of bumping in #2 above when the placement does or does not result in a reduction of twenty percent (20%) or more in annual income, she/he shall be placed on the layoff list and have recall rights with the District. Affected employees will be notified of results of the placement process as outlined above within five (5) workdays of completion of the process. All employees whose assignment after the placement process is completed has resulted in a decreased number of hours shall be placed on a recall list in order of seniority and Category (in the case of Category I and or IV) or Sub-category (in the case of Category II and or III) for a period of two (2) calendar years. These employees shall be recalled to vacant positions with the same number of hours as her/his original assignment as referenced in Article 5-7-3 in seniority order. The employee shall have the right to accept or reject the placement. If the office employee rejects a placement, her/his name is removed from the recall list.

REDUCTION IN STAFF. In 10.01 When the event that the District Board determines it is necessary to reduce the number of bargaining unit positions because of lack of funds, lack of work, abolishment of positions, or combination of positions, the Board shall layoff employees on the basis of reverse order of seniority in the affected job classification. (The least senior people are to be laid off first.) 10.02 Should the Board determine to eliminate a position which is held by an employee who possess enough seniority to maintain a position of active employment in his/her classification, that employee shall be granted the right to displace any employee in the classification in which the lay off occurs who possess less seniority than the affected employee. Any employee displaced in accordance with this section shall in turn be granted the right to displace any less senior employee in the affected classification. 10.03 Should the displaced employee not possess enough seniority to maintain a position in his/her current classification, he/she may displace any employee who possesses less seniority and holds a position which the employee is qualified to fill. Any employee displaced in accordance with this section shall in turn be granted the right to displace any less senior employee first in his/her current classification and then in any other classification in which he/she is qualified to work. 10.04 Any vacant position, created due to job abolishment or lay off that exists once all qualified employees have moved into selected positions for which they hold seniority, shall be posted and filled in accordance with Article 8. 10.05 Employees laid off pursuant to this Article shall be recalled to positions in the workforce and/or decrease the number classification from which they are laid off in reverse order of hours layoff. An employee shall have recall rights for bargaining unit positions, the Employer two years after layoff. Notice of recall shall provide written notice be given by certified mail to the Union at least three last address the employee has given the Board. Failure to accept recall within five (35) weeks prior working days after notification of a job opening shall result in a waiver of recall rights. It is the employee's responsibility to implementing such reductioninform the District of his/her address. 10.06 Laid off employees without regard to classification, shall be recalled to vacancies in any classification on the basis of seniority and qualifications, provided all those employees laid off from the classification in which the vacancy exists have previously been recalled in accordance with Section 10.05. The District will provide Superintendent shall have the Union discretion to determine whether an employee is qualified for recall to a position in another classification. The Superintendent shall not act arbitrarily nor capriciously in making the opportunity decision. The Superintendent has the authority to meet and confer regarding administer an exam to any employee seeking employment outside of his/her classification. The employee must receive a passing grade on the procedure used test to implement be awarded the reduction in workforceposition. At such meetingsThe employee has the right to review his/her test score, with the Employer understanding that the test cannot be removed from the file or copied. This exam shall submit a list not contain any requirements beyond those expected 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 (already working in the case of Category I and IVclassification. 10.07 Should an employee's time be reduced sixty (60) minutes 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 5-7-3more, 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 DocuSign Envelope ID: AD6EF7B0-620C-43FD-A4A4-D78668AD2D16 5. If the employee does not accept the placement as a result of bumping in #2 above when the placement does or does not result in a reduction of twenty percent (20%) or more in annual income, she/he shall be placed on the layoff list and have recall rights with the District. Affected employees will be notified of results of the placement process as outlined above within five (5) workdays of completion of the process. All employees whose assignment after the placement process is completed has resulted in a decreased number of hours shall be placed on a recall list in order of seniority and Category (in the case of Category I and IV) or Sub-category (in the case of Category II and III) for a period of two (2) calendar years. These employees shall be recalled to vacant positions with the same number of hours as her/his original assignment as referenced in Article 5-7-3 in seniority order. The employee shall have granted the right to accept or reject displace, any less senior employee, in the placementreduced employee's classifications, who is assigned time which is greater than the reduced time of the reduced employee. If the office Any employee rejects a placementwho is displaced by this procedure shall, her/his name is removed from the recall listin turn, be granted this same right.