Seniority Determination. The Board and the Union agree that increased length of service in the employment of the Board entitles employees to commensurate increase in security of teaching employment.
a. In Article C.2 and C.23 “seniority” means a teacher’s length of continuous present teaching service in the employment of the Board, inclusive of part-time teaching, temporary service, and long-term substituting pursuant to B.2.7 Teacher Teaching on Call Pay and Benefits.
Seniority Determination. Seniority for the purpose of a layoff is defined as length of continuous employment within DCSO.
Seniority Determination. A teacher’s seniority standing shall first be determined by the number of years and months that the teacher has been a member of the appropriate unit as defined in Article III, Section 2, while continuously employed in the District. If two or more teachers have the same number of years and months in the appropriate unit, then their respective seniority standing shall be determined by the earliest date on which each teacher executed their initial individual contract involving continuous service in the School District. If two or more teachers executed such individual contract on the same date, the earliest in time shall be considered the senior employee.
Seniority Determination. Seniority is defined as the length of regular service within the District as an employee under contract in this Unit. If two (2) or more new members begin new employment on the same date, their seniority order shall be determined by the earliest birth date.
Seniority Determination. Seniority shall be determined by an employee's full- time continuous time of service within the Police Department. It is understood that the phrase "time of service" is a reference to employment within the employee's job classification.
Seniority Determination. 1. Seniority shall be determined by the day, month, and year and time the teacher signed a regular or provisional contract with the Board or the date of a letter of assignment within each of the categories indicated in D.1 of this article.
2. Approved leaves of absence and leave under Article 17, Section A, B, or D will neither count toward years of service for seniority purposes nor be considered as a break in service (i.e. a teacher signed a contract on August 1, 2000 and taught through June 30, 2005 in the Xxxxxx County Public School System, had three years of child rearing leave, and has been teaching continuously in the Xxxxxx County Public School System since returning from leave in September 2008, will have ten (10) years of continuous service, thus ten (10) years of seniority on June 30, 2013).
Seniority Determination. Seniority shall be District-wide and shall be computed from the date the employee signed his/her individual contract. Employees who work more than half-time shall receive full seniority. Employees who work half-time or less shall receive prorated seniority. If two (2) or more employees have the same seniority date, the relative order of seniority, for purposes of this Agreement, shall be determined by drawing lots.
Seniority Determination. Seniority shall be defined as total years of continuous service in the District within the respective category of position computed from the first date of continuous employment. Full year and school year service shall be considered equal (i.e., 1 full-year of service and 1 school year of service shall both equal 1 year of seniority). Pro-rata seniority credit shall be given for less than full year/school year service and/or less than full-time service. Unpaid leaves of absence of sixty (60) consecutive days or more shall not be counted in determining seniority, but shall not be deemed a break in continuing service. If the total years of continuous service in the District are equal between two or more employees, then seniority shall be determined by reference to the following tie-breakers:
1. Total service in the District, whether or not continuous;
2. Lottery as determined cooperatively between the Superintendent and Association.
Seniority Determination. Seniority standing in each classification (Secretarial, Lunch room, Custodian/ Maintenance, Bus Drivers) shall be determined by:
A. Total length of service with the Board in a particular job classification. In the event that this service was interrupted by a transfer to another classification, no more than five years shall have elapsed for consideration of total service and uninterrupted length of continuous service shall be the determining force.
B. Date of hire by the Board according to Board minutes. If more than one employee in the classification has the same date of hire, then
X. Xxxx service with NAS begins. If more than one employee in the classification has the same beginning date of service, then
D. Date employee's application was received. Authorized leaves of absence do not constitute an interruption in continuous service. Current seniority lists of each classification will be maintained by the Board and be available to the Association. Unless the bargaining unit member is employed in two classifications, the employee's name will be listed only on the active classification. For the purposes of reduction in force, only the employee's active classification will be considered.
Seniority Determination. Within the limits of an individual educator’s certification, educators with greater seniority will be given preference in employment. An employee’s seniority shall be determined by his/her total number of years in education as established by application of rules used in crediting experience on the salary schedule. The person having the larger number of years will have the higher seniority, and the person having the smaller number of years will have the lower seniority. Educators shall be considered to have seniority for all positions in which s/he has the experience, education, or certification to fulfill the requirements of the position. In the case of two (2) persons having an equal number of years, seniority shall be determined by placement on the salary schedule, with the person placed in the higher pay column for education/training having the higher seniority and the person placed in the lower pay column for education/training having the lower seniority. In the case of two (2) persons having an equal number of years and equal placement on the salary schedule for education/training, the tie shall be broken with the rules set forth in the order below.
1. The individual with the earliest hire date will have seniority
2. The individual with the highest TPEP Annual Summative Score (unsatisfactory, basic, proficient, or distinguished) for those individuals evaluated using TPEP
3. Number of years of experience working at a “high needs school” as defined by the CBA
4. The toss of a coin Administrators facing layoff from their bargaining unit may only be placed in the BEA bargaining unit if there is not a lay off in the BEA unit. For purposes of such placement, returning administrators may be credited only with seniority based upon experience they earned in a position which would be eligible for inclusion in the bargaining unit. Thereafter, such an employee’s seniority will be based upon the first paragraph of this section.
