Seniority/Reduction in Force. 1. Reductions in force, recall from Preferred Eligibility Lists, and consideration of transfers shall be made pursuant to the applicable provisions of the New York State Education Law.
2. Seniority shall also govern those situations where District-wide reductions in force occur, or when staffing levels or programs are reduced in a particular school.
3. Where seniority is equal, the date of appointment and subsequently the placement on the list of appointees shall be the determining factors.
4. No period of service which is not full-time service in Unit 1 shall be included for purposes of calculating seniority.
5. Continuity of appointed service shall not be interrupted by any period of unpaid, approved leave of absence. The period of such leaves, however, shall not be included for purposes of calculating seniority.
6. Any period of paid leave of absence shall be included for purposes of calculating seniority.
7. The District shall maintain an accurate and timely seniority list of all teachers during the school year. Copies of, or revisions to, such lists shall be provided to the Association upon request.
Seniority/Reduction in Force. Section 1. Seniority shall be the sole and controlling factor for lay-off and recall of employees within job categories in the bargaining unit, as the terms seniority and job categories are defined in this Agreement.
Section 2. Seniority shall be defined as the length of full-time service in the District, commencing with the employee’s first working day as a regular employee based on the regular school year. Ties in seniority among employees shall be broken in the following order:
(a) The date the employee started employment;
(b) Total continuous and non-continuous District working experience, and
(c) Drawing of lots witnessed by the affected employees and an authorized Union representative. Job categories shall be defined as: custodian, nurse, secretary, parent educator, and paraprofessional.
Section 3. Seniority terminates upon the following:
(a) Voluntary quitting or resignation,
(b) Discharge for just cause,
(c) Retirement, or
(d) Failure of the employee to return to work at the expiration of an approved leave of absence or recall when appropriately served with notice.
Section 4. Seniority is retained, but does not accrue, during leaves of absence or layoff with the recall period.
Section 5. A Seniority List shall be prepared annually by the Board in accordance with this Article. No later than February 1, the Board shall post the list in each building and in the Administration Office and shall deliver a copy to the Union. To be effective, protests over seniority rankings must be made in writing to the Superintendent within fourteen (14) calendar days after the list is posted.
Section 6. Lay-offs or decreases in the number of employees within a job category covered by this Agreement shall be made in reverse order of seniority with the least senior employee within the category being laid-off first.
Section 7. Any employee whose position has been eliminated who has not been not laid- off (displaced) shall have the right to be notified of any openings. If said employee requests in writing, he/she shall be interviewed, and considered for any position for which that employee is qualified within the classification prior to filling the vacancy. All such employees shall be placed in positions prior to hiring or recalling other individuals.
Seniority/Reduction in Force. A. Seniority
1. Seniority shall be defined as the length of continuous service (including scheduled breaks and approved leave) within the office staff bargaining unit. Said service shall be computed from the first day of current uninterrupted employment within the unit. The "first day" shall be defined as the day upon which duties are first performed. Seniority credit will not accrue during any leave-of-absence without pay in excess of ninety (90) work days. Employees who are promoted or work out of the office staff bargaining unit for up to ninety (90) work days and subsequently return to the office staff bargaining unit without a break in service in the District shall have their seniority computed from their first day of original employment. Employees transferring into the office staff unit shall retain their accrued seniority for all purposes and will be placed in the new classification step commensurate with their existing salary step.
2. If the length of continuous service in the School District is equal between two or more employees, then seniority shall be determined by total service in the School District, whether or not continuous.
3. If the total service in the School District is equal between two or more employees, then seniority shall be determined by lot.
4. On or before February 1st, the Superintendent or his designee in consultation with the Union shall develop and deliver to the President of the Union a Seniority List (“List”) by categories of positions, which sets forth the seniority of all employees. This List shall provide the following information for each employee:
a. Name;
b. Category of Position;
x. Xxxx of employment (without break in service).
5. The District shall recognize seniority as per the categories below:
a. Secretary III
b. Secretary II
c. Secretary I
d. Clerical
e. Elementary Legend
Seniority/Reduction in Force. Section 1. The decision to reduce the work force shall be the exclusive authority of the Employer.
Section 2. Layoffs will occur according to seniority within the applicable job classification to which individuals are assigned only if skills, performance, and abilities are equal. The Employer will have sole discretion to determine skills, performance, and abilities of its employees so long as such determinations are not arbitrary or capricious.
Section 3. Employees laid off in accordance with the provisions of this Article will be eligible for rehire in the inverse order or layoff for a period of eighteen (18) months following layoff.
Section 4. Except in cases or emergencies, power failure, or Acts of God, written notice shall be provided to each employee scheduled for layoff at least ten (10) work days prior to layoff.
Section 5. In the event an employee is eligible for recall as in Section 3, above, the Employer will notify the employee by certified mail, return receipt requested, at the last address provided in writing by the employee. The employee must accept the recall within two weeks of notification. Failure either to respond or to accept the recall releases the Employer from all further obligation to the employee. The Employer may use temporary employee(s) until such time as the employee accepts or rejects the recall.
Section 6. A seniority roster will be provided annually to the Union.
Section 7. The parties recognize the necessity for the Company to employ temporary employees to augment the regular full-time work force during periods of increased production. Temporary employees are not covered by this Agreement. Temporary employees may be employed for up to (180) days in a twelve (12) month period. If a temporary employee is employed for more than 180 days in a 12 month period without mutual agreement by the parties, such employee shall become a regular full-time employee of the Company.
Section 8. As regular full-time vacancies occur, regular full-time employees shall be given first consideration to fill vacancies that constitute a promotion within the bargaining unit. Following first consideration of regular full-time personnel, should a vacancy remain, next consideration to fill such a vacancy will be given to temporary employees. Upon acceptance to full-time positions and following successful completion of the ninety (90) day probationary period, temporary employees shall be credited seniority from the first day of their most recent continuo...
Seniority/Reduction in Force. When the Board of Trustees determines that a reduction in the number of teaching staff is appropriate, Butte Teachers' Union, Local 332 shall be notified and the provisions of this Article shall apply.
Seniority/Reduction in Force. 1. All secretarial staff shall be granted seniority upon gaining tenure in the district.
2. When the Board of Education deems it necessary to reduce the secretarial force, said Reduction In Force (RIF) shall be implemented on the basis of seniority according to job category.
3. There shall be two (2) job categories for said determination:
a. Category
1. All School Based Secretaries, Attendance Officer, and the Secretary to the Director of Special Services.
b. Category 2. The Accounts Payable Secretaries, Assessment Manager Processor, Associate Secretary to the Superintendent, Payroll Clerk, Receptionist/Switchboard Operator, and the School Security Monitor.
4. All secretaries affected by a Reduction In Force (RIF) shall be entitled to collect their vacation days.
5. Any secretary who moves from one category to another will continue to accrue seniority in the previous category while beginning to accrue seniority in the new category.
Seniority/Reduction in Force. 9.1 Seniority/Reduction-In-Force as required by the Performance Evaluation Reform Act (commonly known as S.B. 7) will be implemented in accordance with the Illinois School Code (5 ILCS 10/24A-5) and ISBE rules and regulations, as determined by the District’s Performance Evaluation Reform Act Joint Committee. As required by the Act, a Sequence of Honorable Dismissal List shall be distributed to the union at least 75 calendar days prior to the end of the school term.
9.2 If a teacher in contractual continued service is removed or dismissed as a result of a decision of the Board to decrease the number of teachers employed by the Board or to discontinue some particular type of teaching service, written notice shall be given the teacher by certified mail at least sixty (60) days before the end of the school term, together with a statement of honorable dismissal and the reason therefore.
9.3 If the Board has any vacancies or newly created positions for the following school term or within one (1) calendar year from the beginning of the following school term, the selection of a candidate for the new or vacant position must be based upon the consideration of factors that include without limitation certifications, qualifications, merit and ability (including performance evaluations if available) and relevant experience, provided that the length of continuing service with the school district [ie. seniority with the school district] must not be considered as a factor, unless all other factors are determined by the school district to be equal. (105 ILCS 5/24-1.5)
Seniority/Reduction in Force. A. Seniority
1. Seniority shall be defined as the length of continuous service (including scheduled breaks and approved leave) within the office staff bargaining unit. Said service shall be computed from the first day of current uninterrupted employment within the unit. The "first day"
Seniority/Reduction in Force. A. Seniority - The Employer and the Union shall jointly establish a seniority list by job title. Seniority shall be the most important factor in filling vacant jobs in the School District and in transfers within existing jobs. The Em ployer shall have the authority to m ake involuntary transfers w hen xxxx xx necessary by the School District for program m atic reasons. If it becomes necessary to reduce the work force, the last person on the seniority list for each job title shall be laid-off first and when the force is again increased, the laid-off person shall be returned to work in reverse order in which lay-offs occurred. Such recall rights shall exist for one year following any lay-offs for all non-competitive class employees.
B. For the purposes of this provision, there shall be two job titles: (a) teacher aides and
Seniority/Reduction in Force. RIF") Reductions In Force
