Reduction of Regular Faculty Sample Clauses

Reduction of Regular Faculty. (a) Reductions in force of regular faculty following a period of furloughs will first affect regular faculty on term appointments, followed by regular faculty on continuing appointments. Reductions will be made in order of seniority. For purposes of this Article, seniority will be measured from the faculty member’s initial date of hire into a regular faculty position for the most recent period of continuous service. Any ties in seniority shall be resolved by the toss of a coin. (b) Regular faculty members will receive at least one (1) quarter’s notice of their layoff.
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Reduction of Regular Faculty. If voluntary layoffs, reduction of post- retirement contracts, reduction of adjunct faculty and retirements do not sufficiently reduce the size of the faculty, the College will move to a reduction of regular faculty positions. The College will determine the area(s) of the College, as described in Section 5.2, to be reduced though layoff. (1) In an area identified for reduction(s), all adjunct faculty will be eliminated before the elimination of regular faculty. A reduction-in-force of regular faculty will first affect regular faculty on term appointments in order of seniority (from least to greatest), followed by regular faculty on continuing appointments in order of seniority (from least to greatest). Seniority will be measured from the faculty member's initial date of hire into a regular faculty position for the most recent period of continuous service. Any ties in seniority will be resolved by the toss of a coin. (2) Regular faculty who are identified for xxxxxx may transfer to an open position established through the hiring process, or a position filled by an adjunct faculty member, in another area if the position is in an area for which the faculty member is qualified. (3) Faculty may request within 30 (thirty) days a hearing with the Xxxxxxx to appeal their layoff.
Sample 1Sample 2
Reduction of Regular Faculty. If voluntary layoffs, reduction of adjunct faculty, reduction of post-retirement contracts and retirements do not sufficiently reduce the size of the faculty, the College will move to a reduction of regular faculty positions. a. The Xxxxxxx will determine which of the academic units established through the process described in paragraphs 4 and 5 above will be subject to reduction and the extent of the necessary reductions. In reaching his decisions, the Xxxxxxx will consider the prioritization recommended by the CRT as outlined in paragraph 6 above. b. In an academic unit identified for reduction(s), all adjunct faculty will be eliminated before the elimination of regular faculty. A reduction in force of regular faculty will first affect regular faculty on term appointments in order of seniority (from least to greatest), followed by regular faculty on continuing appointments in order of seniority (from least to greatest). Seniority will be measured from the faculty member's initial date of hire into a regular faculty position for the most recent period of continuous service. Any ties in seniority will be resolved by the toss of a coin. c. Regular faculty who are identified for layoff may transfer to an open position established through the hiring process, or a position filled by an adjunct faculty member, in another academic unit if the position is in an area for which the faculty member is qualified. d. Faculty to be laid off will be notified at least one quarter prior to termination of their positions and may request within 30 (thirty) days a hearing with the Xxxxxxx to appeal their termination.
Sample 1
Reduction of Regular Faculty. Reductions in forceIn an area identified for reduction(s), all adjunct faculty will be eliminated before the elimination of regular faculty following a period of furloughs. A reduction-in- force of regular faculty will first affect regular faculty on term appointments in order of seniority (from least to greatest), followed by regular faculty on continuing appointments. Reductions will be made in order of seniority. For purposes of this Article, seniority (from least to greatest). Seniority will be measured from the faculty member’smember's initial date of hire into a regular faculty position for the most recent period of continuous service. Any ties in seniority shallwill be resolved by the toss of a coin.
Sample 1

Related to Reduction of Regular Faculty

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  • Reduction of Compensation If the Firm fails to meet the submission date by less than thirty days for the draft report and/or working papers submitted to the Office of the State Auditor for review and approval or by less than thirty days from the completion date for the final reports and/or corrections to the working papers prescribed herein, the District may, with the consent of the Office of the State Auditor, reduce the agreed compensation by an amount not to exceed ten percent of the total contract price for the applicable fiscal year. If reports and/or corrections to the working papers are overdue by 30 days or more, the District may reduce, with the consent of the Office of the State Auditor, the agreed compensation by an amount not to exceed twenty percent of the total contract price for the Rev. 10/20 applicable fiscal year.

  • Definition of Regular Straight Time Rate of Pay The regular straight time rate of pay is that prescribed in wage schedule of the Collective Agreement.

  • REDUCTION OF STAFF A. In the event that the Board decides to reduce the number of employees through layoff of employment, or to reduce the number of teachers in a given subject area, field or program, or eliminate or consolidate a position or positions, the Board shall lay off last those teachers with a Michigan Teaching Certificate or appropriate credential having longest service in the District and who are qualified to teach the positions remaining. 1. The phrases "longest service in the District" or "number of years in the system" shall be computed from the last day of hire and shall not be interrupted by leaves of absence approved by the Board or transfer to administrative positions, subject, however, to Paragraph H(4). 2. Qualified teachers are those teachers who meet the minimum requirements under ESEA/NCLB and the Michigan Department of Education. 3. In cases where teachers are equally qualified and have the same number of years in the system, the Board shall have the right to determine who is laid off, provided, however, such action shall not be contrary to the priorities established under the Teachers' Tenure Act or its successor law. 4. The Board shall give twenty-one (21) or more calendar days' notice of such layoff to the Association and to the employees involved. B. A teacher laid off pursuant to this Article shall not be entitled to pay for fringe benefits while on layoff, it being understood that layoff will terminate individual contracts. A teacher that has taught the full school year and is laid off at the end of the year will continue to be covered by health, vision, and dental insurance for the months of June, July and August as per Article 15(E). C. The Board shall have no obligation to recall any nontenure teacher laid off pursuant to this Article or to recall any tenured teacher who has been laid off for three (3) or more years. D. Tenure teachers shall be recalled in the opposite manner as described in Paragraph A for layoff. E. The Board shall give written notice of recall from layoff by sending a registered or certified letter to said teacher at his/her last known address. It shall be the responsibility of the teacher to notify the Board of any change in address. The teacher's address, as it appears in the Board's records, shall be conclusive when used in connection with layoffs, recall, or any other notice to the teacher. If a teacher fails to provide notice of intent to return within five (5) days from the date of receipt of the written recall document, said teacher shall be considered a voluntary quit or resignation. If a teacher fails to report for work within five (5) days of receipt of notification to report to work, unless an extension is granted in writing by the Board, said teacher shall be considered a voluntary quit and shall thereby completely terminate the individual employment contract and any other employment relationship with the Board. F. In the event of a necessary reduction in staff, the Board agrees to grant requests for voluntary leaves of absence provided that the teaching position(s) or the leave applicant(s) can be filled by another bargaining unit member. Such leave of absence shall not exceed one (1) school year. G. The Board shall publish a seniority list and distribute it to all teachers by October 15 of each year. 1. Teachers shall be listed in order, starting with the teacher with the longest service in the bargaining unit. 2. The seniority list shall also list the teacher's longevity credit and certification with majors/minors. H. Seniority shall accrue from the first day of work as a bargaining unit member. 1. A part-time teacher shall accrue seniority on a prorated basis. 2. A teacher in a job-share position, under the terms of Article 18, shall accrue seniority as if employed full time. 3. A teacher on an approved unpaid leave of absence under terms of this Agreement shall not accrue seniority while on leave, except as provided in this Agreement. 4. Administrators shall not accrue seniority while in administrative positions. If a teacher becomes an administrator and later returns to the bargaining unit, he/she shall be reinstated with the seniority he/she had at the time he/she left the bargaining unit. I. Seniority shall be lost upon severance of the employment relationship between the teacher and the District.

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