Common use of Retention by Employment Category Clause in Contracts

Retention by Employment Category. Each employee shall, in accordance with the criteria set forth in "Selection Within Employment Categories" hereof, be considered for retention in the category or specialty appropriate to the position held at the time of the implementation of these procedures. For the purpose of this paragraph, an employee is currently performing in any given category or specialty if one teaching period or more of such employee's assignment is devoted to such category or specialty. Employees shall be qualified in accordance with the criteria set forth in paragraph "Selection Within Employment Categories" hereof, for retention in such additional categories or specialties as any such employee may designate in writing to the Superintendent or his/her designee, provided, that in order to qualify for any such additional category, the certificated employee: 1. Must have had a minimum of one (1) year of full-time professional experience with at least one teaching period in each additional category; or 2. Must have a college major or minor in each additional category with appropriate certification or 25 quarter hours in an endorsed teaching area as determined by the Office of Superintendent of Public Instruction. Note: *Employees who, by part-time assignments under a single written contract have accumulated the equivalent of one (1) year of experience in an additional category satisfy the requirement of this paragraph with respect to such additional category. 3. Must possess the required endorsement(s) for the category. a. An employee cannot better himself/herself in the RIF’ing/bumping process. (i.e. A .5 employee cannot bump to a position of more than .5 FTE.) b. A teacher XXX’xx from a full-time position may take less than a full-time position if qualified and next in line in seniority. c. Refusal to accept an offered position does not remove the RIF’ed employee from the pool. All written designations for consideration in additional categories shall be submitted in writing within fifteen (15) working days after any request for such information is made by the Superintendent or his/her designee. Employees shall be considered for additional categories only if they do not qualify for retention in the category appropriate to the position held at the time of implementation of these procedures.

Retention by Employment Category. A prerequisite for retention in a category shall be possession of a properly endorsed Washington state teaching credential required by the position. Each certificated employee shall, in accordance with the criteria set forth in "Selection Within Employment Categories" hereofparagraph D hereafter, be considered for retention in the category or specialty appropriate to the position held at the time of the implementation of these procedures. For the purpose of this paragraph, an paragraph a certificated employee is currently performing in any given category or specialty if one teaching period or more of such employee's assignment is devoted to such category or specialty. Employees Certificated employees shall also be qualified in accordance with the criteria set forth in paragraph "Selection Within Employment Categories" hereof, considered for retention in such additional categories or specialties as any such employee may designate in writing to the Superintendent or his/her his designee, provided, that in order to qualify for consideration in any such additional category, the certificated employee: (1. ) Must have had a minimum of one (1) year professional experience* of full-time professional experience with at least one (1) teaching period in each such additional category; or (2. ) Must have a college major major, minor, or minor endorsement in each such additional category with appropriate certification or 25 quarter hours in an endorsed teaching area as determined by the Office of Superintendent of Public Instructioncategory. Note: *Employees who, by part-time assignments under a single written contract assignments, have accumulated the equivalent of one (1) year of year, or major fraction thereof, experience in an additional category satisfy the requirement requirements of this paragraph with respect to such additional category. (3) Must be considered “highly qualified” in a category in order to displace a highly qualified employee in that category. Must possess In the required endorsement(s) for event that the category. a. An employee cannot better himself/herself in No Child Left Behind Act and/or the RIF’ing/bumping process. (i.e. A .5 employee cannot bump to a position of more than .5 FTE.) b. A teacher XXX’xx from a full-time position may take less than a full-time position if qualified and next in line in seniority. c. Refusal to accept an offered position does not remove the RIF’ed employee from the pool. “highly qualified” requirement is repealed, this limitation shall no longer apply All written designations for consideration in additional categories shall be submitted in writing within fifteen (15) working days after any request for such information is made by the Superintendent or his/her his designee. Employees shall be considered for additional categories only if they do not qualify for retention in the category appropriate to the position held at the time of the implementation of these procedures. No certificated employee shall be considered for retention in a position of higher rank than the position held by such employee at the time of the implementation of these procedures. The District salary structure as of the time of the implementation of these procedures shall determine whether a position is "of higher rank" than the position currently held by the employee.

Retention by Employment Category. Each employee shall, in accordance with the criteria set forth in "Selection Within Employment Categories" hereof, be considered for retention in the category or specialty appropriate to the position held at the time of the implementation of these procedures. For the purpose of this paragraph, an employee is currently performing in any given category or specialty if one teaching period or more of such employee's assignment is devoted to such category or specialty. Employees shall be qualified in accordance with the criteria set forth in paragraph "Selection Within Employment Categories" hereof, for retention in such additional categories or specialties as any such employee may designate in writing to the Superintendent or his/her designee, provided, that in order to qualify for any such additional category, the certificated employee: 1. A. Must have had a minimum of one (1) year of full-time professional experience with at least one teaching period in each additional category; or 2. B. Must have a college major or minor in each additional category with appropriate certification or 25 quarter hours in an endorsed teaching area as determined by the Office of Superintendent of Public Instruction. Note: *Employees who, by part-time assignments under a single written contract have accumulated the equivalent of one (1) year of experience in an additional category satisfy the requirement of this paragraph with respect to such additional category. 3. C. Must possess the required endorsement(s) for the category. a. 1. An employee cannot better himself/herself in the RIF’ing/bumping process. (i.e. A .5 employee cannot bump to a position of more than .5 FTE.) b. 2. A teacher XXX’xx RIF’ed from a full-time position may take less than a full-time position if qualified and next in line in seniority. c. 3. Refusal to accept an offered position does not remove the RIF’ed employee from the pool. 4. All written designations for consideration in additional categories shall be submitted in writing within fifteen (15) working days after any request for such information is made by the Superintendent or his/her designee. Employees shall be considered for additional categories only if they do not qualify for retention in the category appropriate to the position held at the time of implementation of these procedures.

Retention by Employment Category. A prerequisite for retention in a category shall be possession of a properly endorsed Washington state teaching credential required by the position. Each certificated employee shall, in accordance with the criteria set forth in "Selection Within Employment Categories" hereofparagraph D hereafter, be considered for retention in the category or specialty appropriate to the position held at the time of the implementation of these procedures. For the purpose of this paragraph, an paragraph a certificated employee is currently performing in any given category or specialty if one teaching period or more of such employee's assignment is devoted to such category or specialty. Employees Certificated employees shall also be qualified in accordance with the criteria set forth in paragraph "Selection Within Employment Categories" hereof, considered for retention in such additional categories or specialties as any such employee may designate in writing to the Superintendent or his/her his designee, provided, that in order to qualify for consideration in any such additional category, the certificated employee: (1. ) Must have had a minimum of one (1) year professional experience* of full-time professional experience with at least one (1) teaching period in each such additional category; or (2. ) Must have a college major major, minor, or minor endorsement in each such additional category with appropriate certification or 25 quarter hours in an endorsed teaching area as determined by the Office of Superintendent of Public Instructioncategory. Note: *Employees who, by part-time assignments under a single written contract assignments, have accumulated the equivalent of one (1) year of year, or major fraction thereof, experience in an additional category satisfy the requirement requirements of this paragraph with respect to such additional category. (3. ) Must possess meet any other state or federal legal requirements for hire into the required endorsement(s) for the category. a. An employee cannot better himself/herself in the RIF’ing/bumping process. (i.e. A .5 employee cannot bump to a position of more than .5 FTE.) b. A teacher XXX’xx from a full-time position may take less than a full-time position if qualified and next in line in seniority. c. Refusal to accept an offered position does not remove the RIF’ed employee from the poolposition. All written designations for consideration in additional categories shall be submitted in writing within fifteen (15) working days after any request for such information is made by the Superintendent or his/her his designee. Employees shall be considered for additional categories only if they do not qualify for retention in the category appropriate to the position held at the time of the implementation of these procedures. No certificated employee shall be considered for retention in a position of higher rank than the position held by such employee at the time of the implementation of these procedures. The District salary structure as of the time of the implementation of these procedures shall determine whether a position is "of higher rank" than the position currently held by the employee.