REDUCTIONS IN FORCE. Sec. 2401
REDUCTIONS IN FORCE. A. General Provisions: Seniority is the deciding factor in reduction in force within an employee classification. Reduction in force will be initiated as follows:
1. Affected unit member(s) and the Association shall be notified, if possible, prior to the reduction in force.
2. The least senior unit member(s) in the employee classification being reduced shall be the first to be laid off until the total number of unit member(s) necessary are laid off.
3. The unit member(s) in the position(s) being eliminated will have the right to replace the unit member(s) with the less seniority in the same employee classification. However, first assignment will be in any vacant or newly created position(s) in the same employee classification. When more than one position is being eliminated, replacement will be done in accordance with seniority, with the individual with greatest seniority having first selection.
4. The unit member(s) having no position to accept shall be placed on the recall list.
5. When a unit member is permanently assigned to a lower-paying position, the unit member shall be paid the wage rate of that employee classification.
6. Unit member(s) may decline to bump and will be placed on the recall list.
7. The right to recall shall exist for a two (2) year period. Unit members on layoff will keep the Office of Human Resources and Employee Relations informed of current address and status of employment.
8. When a position becomes available for which a unit member on layoff is qualified, the position will be offered by verbal notification with the unit member, and will be documented with a follow- up letter to the appropriate unit member on the basis of seniority. The offer is valid for a period of ten (10) days. Failure of the unit member to respond to such an offer within that period will be regarded as a refusal. Unit members refusing such an offer will be removed from the recall list.
9. A person who is on the recall list is eligible to continue insurance benefits in accordance with the Consolidated Omnibus Budget Reconciliation Act (COBRA).
REDUCTIONS IN FORCE. In the event an employee's position is abolished, an employee shall be permitted to bump as follows, providing the employee is qualified to perform the work and meets the skills, knowledge and ability requirements for the position which have been designated in existing classification specifications by the Bureau of Human Resources:
14.5.1 into a vacancy in the same classification in the employee's assigned bureau with the same shift(s) and days off; if none, then, provided the affected employee has greater seniority:
14.5.2 into the position held by the least senior person within the employee's current classification within the bureau with the same shift(s) and days off; if none, then
14.5.3 into a vacancy in the same classification in the employee's assigned bureau; if none, then:
14.5.4 into the position held by the least senior person within the employee’s current classification within the bureau; if none, then
14.5.5 into a vacancy in the employee's current classification City-wide; if none, then
14.5.6 into the position held by the least senior person within the employee's current classification City-wide; if none, then
14.5.7 at the full-time employee's option, into a part-time or job share position in the employee's current classification, in the bumping sequence as defined in
14.5.1 through 14.5.6 above; if not, then
14.5.8 into previous classifications in inverse chronological order, where the employee held permanent status, in the bumping sequence as defined in 14.5.1 through 14.5.6 above.
14.5.9 A part-time or job share employee shall have bumping rights as described in 145 above except that a part-time or job share employee shall not displace a full-time employee.
14.5.10 No layoffs or reduction to a lower classification shall be executed so long as there are temporary employees serving within the affected classification.
REDUCTIONS IN FORCE. 10.1 When the COMMITTEE determines that the number of employees covered by the Agreement must be reduced, the affected employee(s) will, if possible, be so notified in writing no later than June 1 but in no event later than July 1.
10.2 Groups
(a) For purposes of reduction-in-force within the Wayland Educational Secretaries’ Association bargaining unit, the following groups of non-certified personnel are established:
(b) The Administration will make a determination as to which positions need to be filled in order to deliver the total educational program. A list will be developed of those positions to be eliminated, along with their appropriate Groups. Subsequently, two additional lists will be compiled: a seniority list for each of the above-mentioned Groups and a list of the junior-most employees in the affected Groups, equal in number to positions to be reduced in that group. If an employee's name appears on both additional lists, then said employee shall be laid off.
(c) Employees whose positions have been eliminated but who have not been laid off will then be offered vacancies in other positions within their Group. More senior employees will be transferred to the vacant positions on the basis of their qualifications and interviews with the supervisors involved.
(d) Ten-month employees may not bump junior twelve-month employees.
(e) Should no vacancies exist, then the employee whose job has been eliminated shall have the right to bump the junior-most employee within that group only, provided she/he is qualified for said position.
(f) Seniority means an employee's length of uninterrupted service in years, months, and calendar days in the Wayland Public Schools. Leaves of absence shall not be considered breaks in service; however, time spent on an unpaid leave shall not be counted toward seniority. Ties in length of service will be resolved by lot.
(g) An employee whose position has been eliminated who refuses to transfer to a vacant position shall be laid off.
10.3 Employees who have been laid off as opposed to dismissed will be given preference in the reverse order of their layoff in filling vacancies in the classification from which they were laid off for one year following the effective date of their layoff.
10.4 All employees who have been laid off will be sent notices of all vacancies which occur within one year in positions covered by this Agreement. An employee who has been laid off and who is offered recall will have five (5) business days in whi...
REDUCTIONS IN FORCE. Sec. 2401 LAYOFF PROCEDURES: Whenever there is a reduction in force, one or more of the following, at the discretion of the appointing authority, may occur until the situation which necessitated the reduction in force has been eliminated.
A. Except for emergency situations, as declared by the appointing authority, no overtime shall be authorized.
B. All merit increases may be delayed up to twenty-six (26) pay periods.
C. Employees shall be laid off in the following order:
1. Extra help employees 2. Provisional employees
REDUCTIONS IN FORCE. In the event of layoff, the City shall lay off in inverse order of employment in the class and department involved. The Department head shall give written notice to the employees affected by a layoff four (4) weeks before the effective date of the action. If there is a recall within fourteen (14) months for positions made vacant by a layoff, available laid-off employees shall be recalled according to classification and seniority. Seniority and accumulated leave (if not paid to the employee upon layoff) shall be restored to the level attained at the time of layoff if recalled within fourteen (14) months. Employees who are eligible for recall shall be sent a recall notice by registered mail, return receipt requested. The employee must notify the City Manager within three (3) weeks after receiving the notice of recall of their intention to return to work. Failure by the employee to so notify the City Manager shall represent a decision not to accept the recall. The City shall be deemed to have fulfilled its obligations under this section by mailing the recall notice by registered mail, return receipt requested, to the last address provided by the employee. It shall be the obligation and responsibility of the employee to immediately notify the City Manager of any changes in mailing address during the fourteen (14) month period from layoff provided by this section, or extension thereof.
REDUCTIONS IN FORCE. Should reductions-in-force become necessary, the Company will retain employees with the best performance or as warranted by business need in each job classification.
REDUCTIONS IN FORCE. In all cases of layoff, system-wide seniority shall prevail where the senior employee holds a first-class certificate appropriate for the subject field and/or grade level of a remaining position. When the teacher holds a second-class certificate, the Board may disregard seniority except as between two (2) or more such senior employees holding the same type certificate. Seniority shall include uninterrupted service and approved leave time computed from the date on which the employee signed his/her individual professional contract of employment.
1. Recall is accepted before August 15 preceding the school year for which the position is offered; or
2. The other school system provides written notice of the possibility of an unconditional release of the Unit I member. The twenty (20) days provided below for reporting to a recalled position shall be extended by up to thirty (30) days to accommodate the needs of the other school system in replacing the Unit I member. If the provisions of this paragraph result in forfeiture of recall rights during the first year of the two-year recall period, eligibility shall be restored for the second year. While a layoff continues, no new hires shall be permitted except where: (a) there are no Unit I members on layoff qualified as specified above to fill a vacant Unit I position; or (b) all qualified Unit I members on layoff decline the offer to fill the vacancy. Teachers shall: (a) receive written notice at least five (5) days in advance of the deadline for determining whether to exercise recall rights; (b) be available to begin work within twenty (20) days following exercise of recall rights; and 8 retain recall rights for a period of two (2) years. Except for proven medical disability, a Unit I member who declines a job offer for which he/she is certificated shall forfeit recall rights. Disputes over a Unit I member’s seniority status arising under this section shall be subject to the grievance procedure.
REDUCTIONS IN FORCE. Subject to its obligations under pre-existing labor agreements and applicable municipal and state laws and regulations, School District shall use reasonable efforts not to terminate any employed Teacher from his/her teaching position in the event of a reduction in force (RIF), layoffs, “leveling” or other elimination or consolidation of teaching positions within School District. School District shall treat any Teacher employed in connection with this Agreement whose teaching position is eliminated at least as favorably as other teachers with the same job classification, certification status, and/or seniority rights. For the avoidance of doubt, this obligation is limited and controlled by any obligations that the School District has under any pre-existing collective bargaining agreements and applicable municipal and state laws and regulations.
REDUCTIONS IN FORCE. 11.1 The Superintendent or their designee shall notify the teaching staff on or before April 1 that reductions in force may be necessary. The Superintendent shall provide the Association President with all pertinent information supporting the anticipated need to reduce staff. Prior to a final decision, the Superintendent shall meet with the Association President to discuss the proposed reductions in force.
11.2 Reductions in force are a result of a justifiable decrease in teaching positions due to financial, budget and programmatic considerations. The district shall meet with the Association to review and determine budget and programmatic related conditions prior to implementation of this article.
11.3 When the Board, consistent with State law, deems it necessary to reduce the certified/licensed staff, such reduction shall be administered in accordance with Appendix E.
11.4 Normal attrition shall be considered prior to any reductions in force.
11.5 In the event of reductions in force as described in Article 11.2, educators shall be reduced by non-renewal as required by law.
11.6 The Board shall notify the educators affected by the required reduction not later than June 1 of that academic year. The reasons for this reduction shall be clearly stated and the educators shall be notified of their right to appeal through the Grievance Procedure and/or the Colorado Teacher Employment, Compensation and Dismissal Act of 1990.
11.7 The Board shall determine the order of reductions in force and provide such a list to the educators affected and the Association not later than June 1 of that academic year.
11.7.1 Prior to any reductions in force, the Administration shall investigate all possible assignments for which all affected educators are endorsed.
11.8 Any non-probationary educator whose position has been eliminated due to reduction in force shall be offered a substitute position and paid at the current long-term substitute rate for each day worked. Such educator may apply for any available vacancy for which they have an endorsement or equivalent.
11.9 The temporary separation due to a reduction in force shall be considered an approved leave of absence and will not affect accumulated benefits listed below if the educator is rehired within eighteen (18) months of the date of termination:
11.9.1 Accumulated temporary leave and status in the sick leave bank, provided no previous reimbursement has occurred.
11.9.2 Position on the salary schedule.
11.9.3 Non-probationa...
