Common use of Selection and Order of Layoff Clause in Contracts

Selection and Order of Layoff. The selection of members to be laid off pursuant to this Article shall be made from among the members within the layoff unit(s). In order to protect full-time positions, layoffs shall first include the elimination of adjunct and/or part-time positions to the fullest extent possible prior to the reduction of full-time positions. A. The order in which full-time faculty members within the affected unit(s) are laid off shall take place as follows: 1. Probationary members 2. Regular members B. The order of layoff within each faculty category listed in subsection A above, except non-bargaining unit faculty members, shall be by inverse order of length of continuous service from the first employment date recorded in their first annual probationary contract (seniority as shown in Appendix E). a. Full-time faculty members who remain outside the bargaining unit for more than twenty-four (24) (not employed by the College) consecutive months shall relinquish all seniority rights and shall be terminated from the faculty bargaining unit. b. A layoff for up to two (2) years with or without salary shall not be deemed an interruption of continuous service for the purpose of continued accumulation of seniority. c. No faculty member may earn more than three (3) terms of seniority during any fiscal year. C. If a professional position is identified for reduction, the member in that position will displace the member with the lowest seniority within the layoff unit. D. In the event a decision to lay off is to be made between two (2) faculty members who are equal in seniority and who are equally qualified to teach the remaining courses, the decision of who shall be retained or given a full workload assignment shall be made on the basis of merit (e.g., evaluation of performance, potential for service in other areas). If not determinable by qualifications or merit, the final decision will be by lot. E. Layoff of a unit member is not subject to the grievance procedure, but a regular member affected by a layoff may appeal the decision to arbitration as provided in Article 25. F. Units recognized for the purpose of implementing reduction in force shall include courses and/or activities as described in Appendix E. G. FAMAT, as part of its deliberations, may prepare a grid for each of the layoff units involved in the proposed layoff as described in Appendix X. X. X xxxxx/contract member whose position has been terminated or reduced due to discontinued or reduced funding shall: 1. Be reduced in force by inverse order of date of hire within the specific grant/contract program that has been reduced, provided the remaining members within that grant/contract funded program have the necessary qualifications to teach the remaining courses and/or perform the remaining duties; and, 2. For a one-year period following the reduction in force, be granted an interview by the screening committee for any full-time position for which they apply and meet the minimum qualifications.

Selection and Order of Layoff. ‌ The selection of members to be laid off pursuant to this Article shall be made from among the members within the layoff unit(s). In order to protect full-time positions, layoffs shall first include the elimination of adjunct and/or part-time positions to the fullest extent possible prior to the reduction of full-time positions. A. The order in which full-time faculty members within the affected unit(s) are laid off shall take place as follows: 1. Probationary members 2. Regular members B. The order of layoff within each faculty category listed in subsection A above, except non-bargaining unit faculty members, shall be by inverse order of length of continuous service from the first employment date recorded in their his/her first annual probationary contract (seniority as shown in Appendix E). a. Full-time faculty members who remain outside the bargaining unit for more than twenty-four (24) (not employed by the College) consecutive months shall relinquish all seniority rights and shall be terminated from the faculty bargaining unit. b. A layoff for up to two (2) years with or without salary shall not be deemed an interruption of continuous service for the purpose of continued accumulation of seniority. c. No faculty member may earn more than three (3) terms of seniority during any fiscal year. C. If a professional position is identified for reduction, the member in that position will displace the member with the lowest seniority within the layoff unit. D. In the event a decision to lay off is to be made between two (2) faculty members who are equal in seniority and who are equally qualified to teach the remaining courses, the decision of who shall be retained or given a full workload assignment shall be made on the basis of merit (e.g., evaluation of performance, potential for service in other areas). If not determinable by qualifications or merit, the final decision will be by lot. E. Layoff of a unit member is not subject to the grievance procedure, but a regular member affected by a layoff may appeal the decision to arbitration as provided in Article 25. F. Units recognized for the purpose of implementing reduction in force shall include courses and/or activities as described in Appendix E. G. FAMAT, as part of its deliberations, may prepare a grid for each of the layoff units involved in the proposed layoff as described in Appendix X. X. X xxxxx/contract member whose position has been terminated or reduced due to discontinued or reduced funding shall: 1. Be reduced in force by inverse order of date of hire within the specific grant/contract program that has been reduced, provided the remaining members within that grant/contract funded program have the necessary qualifications to teach the remaining courses and/or perform the remaining duties; and, 2. For a one-year period following the reduction in force, be granted an interview by the screening committee for any full-time position for which they apply and meet the minimum qualifications.

Selection and Order of Layoff. ‌ The selection of members to be laid off pursuant to this Article shall be made from among the members within the layoff unit(s). In order to protect full-time positions, layoffs shall first include the elimination of adjunct and/or part-time positions to the fullest extent possible prior to the reduction of full-time positions. A. The order in which full-time faculty members within the affected unit(s) are laid off shall take place as follows: 1. Probationary members 2. Regular members B. The order of layoff within each faculty category listed in subsection A above, except non-bargaining unit faculty members, shall be by inverse order of length of continuous service from the first employment date recorded in their first annual probationary contract (seniority as shown in Appendix E). a. Full-time faculty members who remain outside the bargaining unit for more than twenty-four (24) (not employed by the College) consecutive months shall relinquish all seniority rights and shall be terminated from the faculty bargaining unit. b. A layoff for up to two (2) years with or without salary shall not be deemed an interruption of continuous service for the purpose of continued accumulation of seniority. c. No faculty member may earn more than three (3) terms of seniority during any fiscal year. C. If a professional position is identified for reduction, the member in that position will displace the member with the lowest seniority within the layoff unit. D. In the event a decision to lay off is to be made between two (2) faculty members who are equal in seniority and who are equally qualified to teach the remaining courses, the decision of who shall be retained or given a full workload assignment shall be made on the basis of merit (e.g., evaluation of performance, potential for service in other areas). If not determinable by qualifications or merit, the final decision will be by lot. E. Layoff of a unit member is not subject to the grievance procedure, but a regular member affected by a layoff may appeal the decision to arbitration as provided in Article 25. F. Units recognized for the purpose of implementing reduction in force shall include courses and/or activities as described in Appendix E. G. FAMAT, as part of its deliberations, may prepare a grid for each of the layoff units involved in the proposed layoff as described in Appendix X. X. X xxxxx/contract member whose position has been terminated or reduced due to discontinued or reduced funding shall: 1. Be reduced in force by inverse order of date of hire within the specific grant/contract program that has been reduced, provided the remaining members within that grant/contract funded program have the necessary qualifications to teach the remaining courses and/or perform the remaining duties; and, 2. For a one-year period following the reduction in force, be granted an interview by the screening committee for any full-time position for which they apply and meet the minimum qualifications.

Selection and Order of Layoff. 1. The selection of members to be laid off pursuant to this Article article shall be made from among the members within the layoff unit(s). In order to protect full-time faculty positions, layoffs shall first include the elimination of adjunct and/or part-time positions to the fullest extent possible prior to the reduction of full-time faculty positions. A. 2. The order in which full-time faculty members within the affected unit(s) are laid off shall take place as follows: 1. a. Probationary members 2. b. Regular members B. 3. The order of layoff within each faculty category listed in subsection A 2 above, except non-bargaining unit faculty members, shall be by inverse order of length of continuous service from the first employment date recorded in their his/her first annual probationary contract (seniority as shown in Appendix ED). a. Full-time faculty members who remain outside the bargaining unit for more than twenty-four (24) (not employed by the College) consecutive months shall relinquish all seniority rights and shall be terminated from the faculty bargaining unit. b. A layoff for up to two (2) years with or without salary shall not be deemed an interruption of continuous service for the purpose of continued accumulation of seniority. c. No faculty member may earn more than three (3) terms of seniority during any fiscal year. C. If a professional position is identified for reduction, the member in that position will displace the member with the lowest seniority within the layoff unit. D. 4. In the event a decision to lay off is to be made between two (2) faculty members who are equal in seniority and who are equally qualified to teach the remaining courses, the decision of who shall be retained or given a full workload assignment shall be made on the basis of merit (e.g., evaluation of performance, potential for service in other areas). If not determinable by qualifications or merit, the final decision will be by lot. E. 5. Layoff of a unit member is not subject to the grievance procedure, but a regular member affected by a layoff may appeal the decision to arbitration as provided in Article 25. F. 6. Units recognized for the purpose of implementing reduction in force shall include courses and/or activities as described in Appendix E.D. G. 7. FAMAT, as part of its deliberations, may prepare a grid for each of the layoff units involved in the proposed layoff as described in Appendix X.E. X. X xxxxx8. A grant/contract member whose position has been terminated or reduced due to discontinued or reduced funding shall: 1. a. Be reduced in force by inverse order of date of hire within the specific grant/contract program that has been reduced, provided the remaining members within that grant/contract funded program have the necessary qualifications to teach the remaining courses and/or perform the remaining duties; and, 2. b. For a one-year period following the reduction in force, be granted an interview by the screening committee for any full-full- time faculty position for which they apply and meet the minimum qualifications.

Selection and Order of Layoff. ‌ The selection of members to be laid off pursuant to this Article shall be made from among the members within the layoff unit(s). In order to protect full-time positions, layoffs shall first include the elimination of adjunct and/or part-time positions to the fullest extent possible prior to the reduction of full-time positions. A. The order in which full-time faculty members within the affected unit(s) are laid off shall take place as follows: 1. Probationary members 2. Regular members B. The order of layoff within each faculty category listed in subsection A above, except non-bargaining unit faculty members, shall be by inverse order of length of continuous service from the first employment date recorded in their first annual probationary contract (seniority as shown in Appendix E). a. Full-time faculty members who remain outside the bargaining unit for more than twenty-four (24) (not employed by the College) consecutive months shall relinquish all seniority rights and shall be terminated from the faculty bargaining unit. b. A layoff for up to two (2) years with or without salary shall not be deemed an interruption of continuous service for the purpose of continued accumulation of seniority. c. No faculty member may earn more than three (3) terms of seniority during any fiscal year. C. If a professional position is identified for reduction, the member in that position will displace the member with the lowest seniority within the layoff unit. D. In the event a decision to lay off is to be made between two (2) faculty members who are equal in seniority and who are equally qualified to teach the remaining courses, the decision of who shall be retained or given a full workload assignment shall be made on the basis of merit (e.g., evaluation of performance, potential for service in other areas). If not determinable by qualifications or merit, the final decision will be by lot. E. Layoff X. Xxxxxx of a unit member is not subject to the grievance procedure, but a regular member affected by a layoff may appeal the decision to arbitration as provided in Article 25. F. Units recognized for the purpose of implementing reduction in force shall include courses and/or activities as described in Appendix E. G. FAMAT, as part of its deliberations, may prepare a grid for each of the layoff units involved in the proposed layoff as described in Appendix X. X. X xxxxx/contract member whose position has been terminated or reduced due to discontinued or reduced funding shall: 1. Be reduced in force by inverse order of date of hire within the specific grant/contract program that has been reduced, provided the remaining members within that grant/contract funded program have the necessary qualifications to teach the remaining courses and/or perform the remaining duties; and, 2. For a one-year period following the reduction in force, be granted an interview by the screening committee for any full-time position for which they apply and meet the minimum qualifications.