RIF Procedures. If the Board, in its sole discretion, determines to decrease the number of employees employed or to discontinue some particular type of teaching service, the Board shall notify, in writing, the affected employee(s) no later than forty-five (45) days prior to the last day of the current school year. In addition, the Board shall honorably dismiss the affected employee(s) according to the Joint RIF Committee procedures.
RIF Procedures. Teachers whose jobs are in jeopardy due to reduction in force shall be notified in writing 15 days prior to recommendation to the Board for RIF procedures to be implemented for the next school year.
1. Teachers on limited contracts shall have their contracts suspended first.
2. If the appropriate number of reduction of staff is not accomplished, then teachers on continuing contracts shall be suspended.
3. During the term of this Master Contract, teachers with evaluation ratings of ‘Developing’, ‘Skilled’ and ‘Accomplished’ will be considered to have comparable evaluation results. If evaluation results are comparable, seniority will be a factor in determining retention or suspension of limited and continuing contract personnel.
RIF Procedures. In the event that the Board determines it to be necessary to reduce the number of certificated employees in the school system or to discontinue some particular type of teaching service, then written notice is to be mailed to the teacher and also given to the teacher either by certified mail, return receipt requested, or personal delivery with receipt at least 45 days before the end of the school term together with a statement of honorable dismissal and the reasons therefore. The sequence of dismissal shall be provided in Section 24-12 of the Illinois School Code and any agreements negotiated by the parties pursuant to law.
RIF Procedures. If the Board, in its sole discretion, determines to decrease the number of employees employed or to discontinue a particular type of position, the Board shall notify, in writing, the affected employee(s) no later than 30 calendar days before the employee is removed or dismissed or the hours he or she works are reduced. However, if the hours are reduced due to an unforeseen reduction in the student population, then the written notice may be given to the employee no later than 10 business days before the hours are reduced. The Board shall conduct any Reduction in Force (RIF) according to inverse seniority within the above categories of position.
RIF Procedures. A. These procedures shall be applied to identify those employees who will be retained to implement such reduced program and those employees, if any, who must be non-renewed. All such non-renewals shall be accomplished in accordance with RCW 28A.405.210 or, where applicable, RCW 28A.405.220.
B. To ensure that the employees recommended for retention will be qualified to implement the educational program determined by the Board, all employees must possess such valid Washington State certificate as may be required for the position(s) under consideration. Employees will be grouped District-wide according to seniority.
C. Prior to implementing RIF procedures, the employment of temporary employees and long- term substitutes shall be terminated.
RIF Procedures. Management will:
RIF Procedures. 1. The Parties will meet to discuss the situation at least 5 business days prior to announcement of a RIF
2. Within 3 business days of this meeting, USDBEA will provide written feedback regarding the proposed competitive areas and groups.
3. USDB will carefully assess all pertinent qualifications of the affected educators, including but not limited to: performance, modality, discipline, qualifications, credentials, and seniority.
4. USDB will prioritize educators according to performance and qualifications and student needs.
5. If a choice must be made between two or more educators determined to be equally qualified the educator with the greatest full time seniority without a break in service at USDB shall be retained, consistent with UCA §53A-8A-505.
6. If the seniority is the same, the original hire date shall be used as a secondary determination.
7. USDB shall inform educators who are affected by the RIF of other available positions with USDB.
8. If an educator accepts a position that is not equivalent to his or her position before the RIF, benefits and wages will be adjusted accordingly.
RIF Procedures. The parties hereto recognize the existence of N.J.S.A. 18A:28-9 et seq. with respect to reduction in force and agree to be governed by those statutes and amendments thereto and the decisions of the Commissioner with respect to reduction in force.
RIF Procedures. The Agency agrees to follow the reduction in force (RIF) procedures provided in this Master Agreement and applicable regulations where bargaining unit employees are to be separated from service. Employees may use statutory appeals procedures to appeal any RIF action.
RIF Procedures. The Employer agrees to negotiate appropriate arrangements for bargaining unit employees adversely affected by implementation of this article, in accordance with 32 USC §709(f)(3-4). This shall be accomplished by establishing a RIF committee to discuss the procedures that will be used to accomplish the RIF. Composition of the RIF Committee will be determined by representatives of the Union and Management.
a. Prior to RIF implementation
(1) Prior to conducting a RIF of bargaining unit employees, management should consider the following to eliminate or lessen the impact:
(a) Hiring Freeze.
(b) Release of Temporary Employees
(c) Voluntary Separation Incentive Pay (VSIP), if appropriate funding is available.
