Section 3 Layoff and Recall Sample Clauses

Section 3 Layoff and Recall. 1. In the event that the District determines/has probable cause for lay-off based on the lack of sufficient funds or loss of levy election, the determination of those employees to be laid off will be identified by the use of the following procedure. Those employees so identified will receive a notice of non-renewal as provided by statute. 2. The District will determine the reduced program that is to be offered. The reduced program will be identified by classes/programs and the number of FTE employees within each to be reduced. Each employee will be considered for retention within classes/programs to which they are assigned at the time of the determination of the need for layoff. 3. Each employee shall be ranked in accordance to their Washington State Seniority and those employees with the least seniority within the identified classes/programs and those employees in classes/programs which are eliminated will be initially identified for layoff to the extent of the identified reductions. Seniority shall be defined as total years of service working in the State of Washington as documented and credited in District records. Any ties that may exist will be resolved through seniority within the Crescent School District. If ties still exist, then such will be resolved by determining the employee with the most credit hours beyond the BA degree as used for placement on the salary schedule. 4. Employees initially identified for layoff may be retained within classes/programs that have not been identified for reduction if they have more seniority than an employee that is to be retained and are qualified for such position. Qualification shall be determined by application of the following criteria in the order in which they are listed: a. An employee must possess an appropriate and valid Washington State certificate/endorsement for a retained position. b. An employee must have the equivalent of a major or minor in the particular field in which the majority of his/her teaching time will be devoted for a secondary position. An employee must have at least eight quarter hours of college credit in the field of elementary reading, elementary language arts, or children’s literature and at least one college level course in at lease three of the following six areas: elementary mathematics, elementary science, elementary social studies, elementary arts, elementary music or elementary health and physical education for a teaching position in a primary or intermediate grade. The requi...

Section 3 Layoff and Recall. 1. In the event that the District determines/has probable cause for lay-off based on the lack of sufficient funds or loss of levy election, those employees to be laid off will be identified by the use of the following procedure. Those employees so identified will receive a notice of non- renewal as provided by statute. Regularly throughout the lay-off process, the District will meet with the Association leadership to assure consistency with this Agreement and to solicit feedback and recommendations on programs to be retained or reduced. 2. The District will make the final determination of the reduced program that is to be offered. The reduced program will be identified by classes/programs and the number of FTE employees within each to be reduced. Each employee will be considered for retention within classes/programs to which they are assigned at the time of the determination of the need for layoff. 3. Prior to laying off any certificated CEA members, the District will first: a. Provide to the Association the names and total number of certificated staff leaving the District for reasons of retirement, resignation, discharge, or non-renewal for reasons other than insufficient financial resources. b. Employees on “one year only” or leave replacement contracts shall not be rehired for the subsequent year unless the assignment is to be continued and no current employee is qualified for the position. 4. Each employee shall be ranked in accordance to their Washington State Seniority and those employees with the least seniority within the identified classes/programs and those employees in classes/programs which are eliminated will be initially identified for layoff to the extent of the identified reductions. Seniority shall be defined as total years of service working in the State of Washington as documented and credited on the S-275 report from OSPI. Any ties that may exist will be resolved through seniority within the Crescent School District. If ties still exist, then such will be resolved by determining the employee with the highest degree obtained. If ties still exist, then such will be resolved by a drawing of lot, which means the name of each employee with tied seniority will be written on a slip of paper, all slips shall be the same size, and placed in a receptacle, a neutral employee of the District shall draw the names from the receptacle and the order in which the names are drawn shall establish the employees’ seniority from greatest to least. 5. Employe...