RIF Procedure Sample Clauses

RIF Procedure. A. In the event it becomes necessary to RIF employees, the following procedure will be implemented: 1. Prior to implementing RIF procedures, the employment of temporary employees and long-term substitutes shall be terminated. 2. The staff requirements and projected student enrollment for all schools in the District will be listed by building. 3. Staff selection to fill staffing requirements will be made from the seniority list in descending order from highest to lowest position; provided that where teaching assignments require special certification by state regulations or ethnic preference as required by funding source, such assignments shall be filled with employees currently holding such special certificates. 4. Employees currently assigned in full-time teaching positions shall be first assigned to all full- time teaching positions consistent with their individual seniority and shall not be obligated to any part-time teaching position but may choose to accept such a position on a voluntary basis. 5. Employees currently assigned in part-time teaching positions shall be assigned to part-time teaching positions only consistent with their individual seniority and shall not be assigned to any part-time teaching position unless such a position is declined by all employees (full and part-time) with greater seniority. 6. Individual employees not slotted into a teaching position will be notified of RIF in accordance with the aforementioned provisions of the Article and will be recalled as requirements permit. 7. Employees RIFed shall be placed in a re-hiring pool and ranked by seniority therein. It is understood and agreed that although employees properly RIFed pursuant to the terms hereof and in compliance with applicable law may not have a continuing contract guaranteeing them a teaching position and a salary for the forthcoming fiscal year, each RIFed employee’s record of seniority and accrued benefits shall be maintained as of the effective date of the layoff.
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RIF Procedure. The above order and/or application of seniority may be interrupted in the event that strict adherence would result in no qualified individual being available to fully perform the duties of remaining courses or support services.
RIF Procedure. When by reason of decreased enrollment of pupils, return to duty of regular teachers after leave of absence, shortage of revenue, by reasons of suspension of schools or territorial changes affecting the district, or for other reasons approved by Ohio Revised Code section 3319.17 , the Board finds that it is necessary to reduce the number of teachers, it may make a reasonable reduction. In making such reduction, the Board shall act in accordance with recommendation of the Superintendent of Schools. The Board shall not give preference to any teacher based on seniority, except when making a decision between teachers who have comparable evaluations The Superintendent shall within each teaching field affected, give preference to the retention of teachers on continuing contracts. Such continuing contract teachers shall be laid off or retained on the basis of evaluations, certification/licensure, and special qualifications. For purposes of this provision, “special qualifications” shall mean specialized skills or significant training (this does not include attending a two-hour workshop) needed to maintain an established DocuSign Envelope ID: 22C4B649-47B2-43A6-94B5-1EF2E9B1A864 academic program or course, foreign language proficiency needed to teach in an immersion or ESL program, whether the teacher is highly qualified, or other specialized training such as is required to teach advanced placement courses or to teach in the IB programs. No teacher with a continuing contract shall have his/her contract suspended until all limited contract teachers in that certification/licensure area shall have been laid off. After giving preferences as set forth above to teachers on continuing contracts, the Superintendent shall give preference for retention to teachers on limited contracts on the basis of evaluations, certification/licensure, and special qualification. For purposes of this provision, “special qualification” shall mean specialized skills or significant training (this does not include attending a two-hour workshop) needed to maintain an established academic program or course, foreign language proficiency needed to teach in an immersion or ESL program, or other specialized training such as is required to teach advanced placement courses or to teach in the IB programs. Seniority shall be determined by the number of continuous years of teaching experience in the Springfield City Schools. For a teacher initially employed on or after June 1, 1995, seniority will commenc...
RIF Procedure. In the event it becomes necessary to lay off employees, the following procedure will be implemented prior to May 1:
RIF Procedure. In the event it becomes necessary to lay off employees, the following procedures will be implemented. 1. The staff requirements and projected student enrollment for all schools in the District will be listed by building. 2. Staff selection to fill all staffing requirements will be made from the seniority list in descending order from highest to lowest position; provide, that where teaching assignments require special certification by state regulations, such assignments shall be filled with employees currently holding such special certificates or a junior employee may be retained if elimination of said employee would result in the elimination of a program and there is no senior employee qualified to fill the position(s)
RIF Procedure. If in the judgment of the Board, layoff becomes necessary in a job classification due to abolishment of positions, lack of funds or lack of work, the following procedure shall govern such layoff: A. In so far as is practical, the number of people affected by reduction in force will be kept to a minimum by not employing replacements of employees who resign, retire or otherwise vacate a position. B. Whenever it becomes necessary to lay off employees by reasons as stated above, affected employees shall be laid off according to seniority within affected classifications, with the least senior employee laid off first. Seniority shall be determined pursuant to Article 31, Section B2 of this Agreement. C. The following classifications shall be used for the purpose of defining classifications in the event of a layoff: 1. Cafeteria 7. Health Aides 13. LPNs 2. Custodial 8. Clerical Aides 14. RNs 3. Secretarial 9. Library Aides 4. Maintenance 10. Special Education Aides 5. Bus Drivers 11. Student Monitors 6. Mechanics 12. Hearing Interpreter The seniority list shall reflect the “primary responsibility” of the Employee. D. The Board shall determine in which classifications the layoff shall occur and the number of employees to be laid off. An employee who is laid off in a classification and has accumulated seniority in another classification may bump an employee in that classification with less classification seniority. Employees wishing to exercise these bumping rights must notify the Superintendent in writing within seven (7) calendar days of the posting of the list of employees who are to be laid off. Employees who elect to bump into another classification as provided above, shall be paid in accordance with the salary schedule of the classification into which they elect to bump pursuant to this provision. Employees who have bumping rights and who fail to exercise them shall be placed on a recall list. E. Prior to the effective date of layoffs, the Board shall prepare and post for inspection in a conspicuous place, a list containing the names, seniority date, and classification of employees who are to be laid off. F. For the classification in which layoffs occur, the Board shall prepare a reinstatement list and the name of all employees who have been suspended shall be placed on a reinstatement list in the reverse order of layoff. Reinstatement shall be made from the list before any new employees are hired in that classification. G. Vacancies which occur in the classi...
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RIF Procedure. In the event of the elimination of a position due to a RIF the least senior non probationary GESPA employee within the affected level may be honorably dismissed.
RIF Procedure. In the event of the elimination of a position within a level due to a RIF in a bargaining unit category, the least senior non-probationary GESSA employee within the affected level may be honorably dismissed, subject to the following: 1. If such GESSA employee has retained seniority in another level within the category due to previous service within the level, the GESSA employee shall be reassigned to a position held by the least senior GESSA employee within the level. 2. If the affected GESSA employee does not have such seniority in another level within the category, he/she may be reassigned to either a vacant position or the position in a lesser level within the category that is held by the GESSA employee with the least district seniority; however, the GESSA employee will be reassigned only if the GESSA employee is qualified and can currently perform all of the duties and responsibilities of the position as determined by the Assistant Superintendent for Human Resources. 3. The GESSA employee displaced by a reassignment under subsection B.1. may be reassigned to another position within his/her category pursuant to subsection B.2.
RIF Procedure. 1. In the event a bargaining unit position is eliminated due to a RIF, the employee will be presented the options listed below in sequential order. However, in the event a nurse or security position is eliminated, the decision to RIF will be made on the basis of seniority, after which subparagraphs 2 and 8, below, will apply. 2. The employee will fill a vacancy for which the person is qualified in the same or higher level per the category chart. If the employee does not accept an offered vacant position, the employee will be released and the RIF process will not be enacted. 3. If there are no vacant position(s) in the same or higher level within an occupational category as described in paragraph 2, the following steps (a., b, and c.) of the RIF process would occur in sequential order. a. Bump the least senior employee as defined by the seniority list within the same occupational category per the category chart for which the employee is qualified. b. Bump the least senior employee as defined by the seniority list within one (1) category lower for which the employee is qualified, per the category chart. c. Bump the least senior employee as defined by the seniority list in any lower-level occupational category for which employee is qualified, per the category chart. The employee being bumped must have less GESSA seniority. d. In the event the above do not apply or the employee chooses not to bump as described above, the administration may offer a vacant position in a lower level in any occupational category per the category chart for which the employee is qualified. 4. An employee affected by a RIF situation will be informed of their placement options in person by the Human Resources department, with the understanding that the employee may request GESSA representation at this meeting. The employee will notify the Human Resources department in writing of their preferences to accept a vacancy referenced above within five (5) workdays of notification of the options available. 5. Placement decisions will be made in order of seniority. The Human Resources department will fully consider the GESSA Executive Board's input when determining an employee's qualifications and will be provided information to memorialize the placement preferences and placement decisions. 6. When an employee is considered for a vacancy, a qualification interview may be conducted by the hiring supervisor. The District will not post or recruit from outside the bargaining unit for any vacant GE...
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