Common use of RIF - Reduction in Force Clause in Contracts

RIF - Reduction in Force. If there is a necessity to reduce staff, occasioned by a decrease in the school attendance or an anticipated reduction in school district revenue, the following reduction in force procedures will be followed: 1. The School Board, prior to conducting a Reduction in Force, will consider all other areas of the District budgeting for reduction. The School Board further agrees that a committee composed of two association members, two Board members and the Superintendent will meet to make Budget recommendations prior to any final Reduction in Force action. 2. The School District shall give a teacher placed on layoff status at least thirty (30) calendar days written notice before the layoff takes effect. 3. If the Board determines a layoff is to take place, the teachers to be placed on the layoff list shall be determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. 4. A teacher on layoff status does not accrue sick leave or personal leave. Time spent on layoff status does not count toward acquisition of tenure. However, layoff status does not constitute a break in service for: a. Determining the eligibility of tenure. b. Retaining acquired tenure rights. c. Retaining accrued sick leave. d. Years credited on the salary schedule. 5. At the time of layoff, the District shall provide for laid off teachers to express, in writing, a desire to return to the District. At that time, the District shall develop a recall list of teachers on layoff status who have informed the District that they desire to return. While on the recall list, it will be the teacher’s responsibility to ensure that the District Personnel Officer is kept informed of current mailing addresses, contact information, and certification/endorsement information. 6. When a teaching position becomes available, the District may not offer that position to a teacher who is not on layoff status until it has recalled each teacher on layoff status, who is identified as possessing the certification, endorsements and experience desired. 7. The recall procedure outlined below will be followed. The recall procedure will recall teachers as determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual continuous employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. c. In the event of a recall, the District shall notify the teacher of the recall by certified mail, return receipt requested, sent to the last address given by the teacher to the District Personnel Officer. The teacher will have thirty (30) calendar days from the date of receipt to notify the District of intent to return. The teacher must thereafter be available to return to employment within thirty (30) calendar days from the date the recall notice was received or if employed elsewhere, at a time mutually agreed upon by the District and employee. Failure of the teacher to respond within thirty (30) calendar days herein specified shall terminate a teacher's employment as a voluntary resignation. d. Teachers covered by this article will receive the District health plan, as described in Article 20, for a twelve month period of time beginning at the date of layoff, if approved by the insurance carrier. In the event the teacher rejects an offer of employment from the district, or becomes eligible for another health plan, this coverage will end. e. A teacher on layoff status who refuses two (2) offers of employment from the District will be dropped from the layoff list and considered to have voluntarily resigned. If Alaska Statute and/or regulations, regarding the reduction in force of teachers, are placed into effect during the life of this Agreement, those statutes and/or regulations will supercede this Agreement. Those statutes and/or regulations will supercede this article effective July 1, of the fiscal year following the effective date of the statute and/or regulation.

RIF - Reduction in Force. If there is a necessity to reduce staff, occasioned by a decrease in the school attendance or an anticipated reduction in school district revenue, the following reduction in force procedures will be followed: 1. The School Board, prior to conducting a Reduction in Force, will consider all other areas of the District budgeting for reduction. The School Board further agrees that a committee composed of two association members, two Board members and the Superintendent will meet to make Budget recommendations prior to any final Reduction in Force action. 2. The School District shall give a teacher placed on layoff lay off status at least thirty (30) calendar days written notice before the layoff lay off takes effect. 3. If the Board determines a layoff lay off is to take place, the teachers to be placed on the layoff lay off list shall be determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. 4. A teacher on layoff lay off status does not accrue sick leave or personal leave. Time spent on layoff lay off status does not count toward acquisition of tenure. However, layoff lay off status does not constitute a break in service for: a. Determining the eligibility of tenure. b. Retaining acquired tenure rights. c. Retaining accrued sick leave. d. Years credited on the salary schedule. 5. At the time of layofflay off, the District shall provide for laid off teachers to express, in writing, a desire to return to the District. At that time, the District shall develop a recall list of teachers on layoff lay off status who have informed the District that they desire to return. While on the recall list, it will be the teacher’s responsibility to ensure that the District Personnel Officer is kept informed of current mailing addresses, contact information, and certification/endorsement information. 6. When a teaching position becomes available, the District may not offer that position to a teacher who is not on layoff lay off status until it has recalled each teacher on layoff lay off status, who is identified as possessing the certification, endorsements and experience desired. 7. The recall procedure outlined below will be followed. The recall procedure will recall teachers as determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual continuous employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. c. In the event of a recall, the District shall notify the teacher of the recall by certified mail, return receipt requested, sent to the last address given by the teacher to the District Personnel Officer. The teacher will have thirty (30) calendar days from the date of receipt to notify the District of intent to return. The teacher must thereafter be available to return to employment within thirty (30) calendar days from the date the recall notice was received or if employed elsewhere, at a time mutually agreed upon by the District and employee. Failure of the teacher to respond within thirty (30) calendar days herein specified shall terminate a teacher's employment as a voluntary resignation. d. Teachers covered by this article will receive the District health plan, as described in Article 20, for a twelve month period of time beginning at the date of layofflay off, if approved by the insurance carrier. In the event the teacher rejects an offer of employment from the district, or becomes eligible for another health plan, this coverage will end. e. A teacher on layoff lay off status who refuses two (2) offers of employment from the District will be dropped from the layoff lay off list and considered to have voluntarily resigned. If Alaska Statute and/or regulations, regarding the reduction in force of teachers, are placed into effect during the life of this Agreementagreement, those statutes and/or regulations will supercede this Agreementagreement. Those statutes and/or regulations will supercede this article effective July 1, of the fiscal year following the effective date of the statute and/or regulation.

RIF - Reduction in Force. If there is a necessity to reduce staff, occasioned by a decrease in the school attendance or an anticipated reduction in school district revenue, the following reduction in force procedures will be followed: 1. The School Board, prior to conducting a Reduction in Force, will consider all other areas of the District budgeting for reduction. The School Board further agrees that a committee composed of two association members, two Board members and the Superintendent will meet to make Budget recommendations prior to any final Reduction in Force action. 2. The School District shall give a teacher placed on layoff lay off status at least thirty (30) calendar days written notice before the layoff lay off takes effect. 3. If the Board determines a layoff lay off is to take place, the teachers to be placed on the layoff lay off list shall be determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. 4. A teacher on layoff lay off status does not accrue sick leave or personal leave. Time spent on layoff lay off status does not count toward acquisition of tenure. However, layoff lay off status does not constitute a break in service for: a. Determining the eligibility of tenure. b. Retaining acquired tenure rights. c. Retaining accrued sick leave. d. Years credited on the salary schedule. 5. At the time of layofflay off, the District shall provide for laid off teachers to express, in writing, a desire to return to the District. At that time, the District shall develop a recall list of teachers on layoff lay off status who have informed the District that they desire to return. While on the recall list, it will be the teacher’s responsibility to ensure that the District Personnel Officer is kept informed of current mailing addresses, contact information, and certification/endorsement information. 6. When a teaching position becomes available, the District may not offer that position to a teacher who is not on layoff lay off status until it has recalled each teacher on layoff lay off status, who is identified as possessing the certification, endorsements and experience desired. 7. The recall procedure outlined below will be followed. The recall procedure will recall teachers as determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual continuous employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. c. In the event of a recall, the District shall notify the teacher of the recall by certified mail, return receipt requested, sent to the last address given by the teacher to the District Personnel Officer. The teacher will have thirty (30) calendar days from the date of receipt to notify the District of intent to return. The teacher must thereafter be available to return to employment within thirty (30) calendar days from the date the recall notice was received or if employed elsewhere, at a time mutually agreed upon by the District and employee. Failure of the teacher to respond within thirty (30) calendar days herein specified shall terminate a teacher's employment as a voluntary resignation. d. Teachers covered by this article will receive the District health plan, as described in Article 20, for a twelve month period of time beginning at the date of layofflay off, if approved by the insurance carrier. In the event the teacher rejects an offer of employment from the district, or becomes eligible for another health plan, this coverage will end. e. A teacher on layoff lay off status who refuses two (2) offers of employment from the District will be dropped from the layoff lay off list and considered to have voluntarily resigned. If Alaska Statute and/or regulations, regarding the reduction in force of teachers, are placed into effect during the life of this Agreement, those statutes and/or regulations will supercede this Agreement. Those statutes and/or regulations will supercede this article effective July 1, of the fiscal year following the effective date of the statute and/or regulation.regulation.‌

RIF - Reduction in Force. If there is a necessity to reduce staff, occasioned by a decrease in the school attendance or an anticipated reduction in school district revenue, the following reduction in force procedures will be followed: 1. The School Board, prior to conducting a Reduction in Force, will consider all other areas of the District budgeting for reduction. The School Board further agrees that a committee composed of two association members, two Board members and the Superintendent will meet to make Budget recommendations prior to any final Reduction in Force action. 2. The School District shall give a teacher placed on layoff status at least thirty (30) calendar days written notice before the layoff takes effect. 3. If the Board determines a layoff is to take place, the teachers to be placed on the layoff list shall be determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. 4. A teacher on layoff status does not accrue sick leave or personal leave. Time spent on layoff status does not count toward acquisition of tenure. However, layoff status does not constitute a break in service for: a. Determining the eligibility of tenure. b. Retaining acquired tenure rights. c. Retaining accrued sick leave. d. Years credited on the salary schedule. 5. At the time of layoff, the District shall provide for laid off teachers to express, in writing, a desire to return to the District. At that time, the District shall develop a recall list of teachers on layoff status who have informed the District that they desire to return. While on the recall list, it will be the teacher’s responsibility to ensure that the District Personnel Officer is kept informed of current mailing addresses, contact information, and certification/endorsement information. 6. When a teaching position becomes available, the District may not offer that position to a teacher who is not on layoff status until it has recalled each teacher on layoff status, who is identified as possessing the certification, endorsements and experience desired. 7. The recall procedure outlined below will be followed. The recall procedure will recall teachers as determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual continuous employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. c. In the event of a recall, the District shall notify the teacher of the recall by certified mail, return receipt requested, sent to the last address given by the teacher to the District Personnel Officer. The teacher will have thirty (30) calendar days from the date of receipt to notify the District of intent to return. The teacher must thereafter be available to return to employment within thirty (30) calendar days from the date the recall notice was received or if employed elsewhere, at a time mutually agreed upon by the District and employee. Failure of the teacher to respond within thirty (30) calendar days herein specified shall terminate a teacher's employment as a voluntary resignation. d. Teachers covered by this article will receive the District health plan, as described in Article 20, for a twelve month period of time beginning at the date of layoff, if approved by the insurance carrier. In the event the teacher rejects an offer of employment from the district, or becomes eligible for another health plan, this coverage will end. e. A teacher on layoff status who refuses two (2) offers of employment from the District will be dropped from the layoff list and considered to have voluntarily resigned. If Alaska Statute and/or regulations, regarding the reduction in force of teachers, are placed into effect during the life of this Agreement, those statutes and/or regulations will supercede supersede this Agreement. Those statutes and/or regulations will supercede supersede this article effective July 1, of the fiscal year following the effective date of the statute and/or regulation.

RIF - Reduction in Force. If there is a necessity to reduce staff, occasioned by a decrease in the school attendance or an anticipated reduction in school district revenue, the following reduction in force procedures will be followed: 1. The School Board, prior to conducting a Reduction in Force, will consider all other areas of the District budgeting for reduction. The School Board further agrees that a committee composed of two association members, ; two Board members and the Superintendent will meet to make Budget recommendations prior to any final Reduction in Force action. 2. The School District shall give a teacher placed on layoff lay off status at least thirty (30) calendar days written notice before the layoff lay off takes effect. 3. If the Board determines a layoff lay off is to take place, the teachers to be placed on the layoff lay off list shall be determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. 4. A teacher on layoff lay off status does not accrue sick leave or personal leave. Time spent on layoff lay off status does not count toward acquisition of tenure. However, layoff lay off status does not constitute a break in service for: a. Determining the eligibility of tenure. b. Retaining acquired tenure rights. c. Retaining accrued sick leave. d. Years credited on the salary schedule. 5. At the time of layofflay off, the District shall provide for laid off teachers to express, in writing, a desire to return to the District. At that time, the District shall develop a recall list of teachers on layoff lay off status who have informed the District that they desire to return. While on the recall list, it will be the teacher’s responsibility to ensure that the District Personnel Officer is kept informed of current mailing addresses, contact information, and certification/endorsement information. 6. When a teaching position becomes available, the District may not offer that position to a teacher who is not on layoff lay off status until it has recalled each teacher on layoff lay off status, who is identified as possessing the certification, endorsements and experience desired. 7. The recall procedure outlined below will be followed. The recall procedure will recall teachers as determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual continuous employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. c. In the event of a recall, the District shall notify the teacher of the recall by certified mail, return receipt requested, sent to the last address given by the teacher to the District Personnel Officer. The teacher will have thirty (30) calendar days from the date of receipt to notify the District of intent to return. The teacher must thereafter be available to return to employment within thirty (30) calendar days from the date the recall notice was received or if employed elsewhere, at a time mutually agreed upon by the District and employee. Failure of the teacher to respond within thirty (30) calendar days herein specified shall terminate a teacher's employment as a voluntary resignation. d. Teachers covered by this article will receive the District health plan, as described in Article 20, for a twelve month period of time beginning at the date of layoff, if approved by the insurance carrier. In the event the teacher rejects an offer of employment from the district, or becomes eligible for another health plan, this coverage will end. e. A teacher on layoff status who refuses two (2) offers of employment from the District will be dropped from the layoff list and considered to have voluntarily resigned. If Alaska Statute and/or regulations, regarding the reduction in force of teachers, are placed into effect during the life of this Agreement, those statutes and/or regulations will supercede this Agreement. Those statutes and/or regulations will supercede this article effective July 1, of the fiscal year following the effective date of the statute and/or regulation.thirty

RIF - Reduction in Force. If there is a necessity to reduce staff, occasioned by a decrease in the school attendance or an anticipated reduction in school district revenue, the following reduction in force procedures will be followed: 1. The School Board, prior to conducting a Reduction in Force, will consider all other areas of the District budgeting for reduction. The School Board further agrees that a committee composed of two association members, two Board members and the Superintendent will meet to make Budget recommendations prior to any final Reduction in Force action. 2. The School District shall give a teacher placed on layoff lay off status at least thirty (30) calendar days written notice before the layoff lay off takes effect. 3. If the Board determines a layoff lay off is to take place, the teachers to be placed on the layoff lay off list shall be determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. 4. A teacher on layoff lay off status does not accrue sick leave or personal leave. Time spent on layoff lay off status does not count toward acquisition of tenure. However, layoff lay off status does not constitute a break in service for: a. Determining the eligibility of tenure. b. Retaining acquired tenure rights. c. Retaining accrued sick leave. d. Years credited on the salary schedule. 5. At the time of layofflay off, the District shall provide for laid off teachers to express, in writing, a desire to return to the District. At that time, the District shall develop a recall list of teachers on layoff lay off status who have informed the District that they desire to return. While on the recall list, it will be the teacher’s responsibility to ensure that the District Personnel Officer is kept informed of current mailing addresses, contact information, and certification/endorsement information. 6. When a teaching position becomes available, the District may not offer that position to a teacher who is not on layoff lay off status until it has recalled each teacher on layoff lay off status, who is identified as possessing the certification, endorsements and experience desired. 7. The recall procedure outlined below will be followed. The recall procedure will recall teachers as determined by: a. Seniority: tenure for seniority shall be considered from the first contract day of actual continuous employment of the teacher. b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs. c. In the event of a recall, the District shall notify the teacher of the recall by certified mail, return receipt requested, sent to the last address given by the teacher to the District Personnel Officer. The teacher will have thirty (30) calendar days from the date of receipt to notify the District of intent to return. The teacher must thereafter be available to return to employment within thirty (30) calendar days from the date the recall notice was received or if employed elsewhere, at a time mutually agreed upon by the District and employee. Failure of the teacher to respond within thirty (30) calendar days herein specified shall terminate a teacher's employment as a voluntary resignation. d. Teachers covered by this article will receive the District health plan, as described in Article 20, paid medical insurance for a twelve month period of time beginning at the date of layofflay off, if approved by the insurance carrier. In the event the teacher rejects an offer of employment from the district, or becomes eligible for another health plan, this coverage will end. e. A teacher on layoff lay off status who refuses two (2) offers of employment from the District will be dropped from the layoff lay off list and considered to have voluntarily resigned. If Alaska Statute and/or regulations, regarding the reduction in force of teachers, are placed into effect during the life of this Agreementagreement, those statutes and/or regulations will supercede this Agreementagreement. Those statutes and/or regulations will supercede this article effective July 1, of the fiscal year following the effective date of the statute and/or regulation.