SENIORITY, REDUCTION IN FORCE, RECALL. 9-1 Employees shall attain seniority in their respective job classification, effective their date of hire onto that list. When employees have identical hire dates, seniority shall be determined by:
a. The electronic drawing of lots by the affected members. The seniority date of an employee who returns to employment within a previous job classification where the employee previously holds seniority shall be adjusted to accurately reflect the total seniority in that job classification except as it pertains to 9-2-2. An Employee with a work year of less than twelve (12) months shall not be considered to have suffered a break in service during the months, which are not included in the Employee’s work year. An employee on the recall list shall not be considered to have suffered a break in service.
9-2 The seniority lists shall be maintained on a shared Google Folder that can be accessed by NCSSO President, Vice President, and Secretary at all times. Copies of the lists shall be provided to site secretaries to be posted at each work site no later than September 30th and March 1st of each year. Paraprofessionals shall be identified in one of two categories: 1:1 Paraprofessional and Classroom Paraprofessional. This separation of classifications is to ensure the consistency of the Paraprofessional, particularly for 1:1 Paraprofessionals.
SENIORITY, REDUCTION IN FORCE, RECALL.
7-1 Seniority shall be an employee's length of continuous service in paid status in his/her current job class since the most recent date of his/her employment. Time served as a substitute does not count toward seniority. An employee’s date of employment shall be adjusted by the number of scheduled work days on which the employee was on unpaid leave of absence when the leave of absence exceeds one (1) week. (Modified 2015)
7-2 The seniority list shall be brought up to date in October of each school year and within thirty (30) days of any personnel action. The employee with the greatest seniority listed first. Employees shall be listed on the seniority list for all job classes in which the employee has worked since his/her most recent date of employment by the District. Seniority in a job class will only be the time actually employed in that job class. Seniority in a job class from which an employee transfers shall continue to accrue. (Note: If a voluntary transfer occurs, the employee must work a minimum of three (3) months in the job class from which the employee is transferred in order for seniority to continue to accrue in the former job classification. Copies of the list shall be provided to the Association and posted at each work site. (Modified 2006)
7-3 Definitions: Reduction in force (RIF) shall mean the discontinuance of employment (layoff) of a bargaining unit member because of lack of work or lack of funds, or as a result of restructuring of programs or the means of program delivery. For purposes of this Article, promotion shall be defined as movement to a different job class assigned to a higher salary range. For purposes of this Article, transfer shall be defined as movement to a different job class. (Modified 2002)
7-4 In the event it becomes necessary to lay off employees for any reason, employees shall be laid off based on seniority. The lowest ranked employee(s) in the applicable job class(es) shall be terminated in order to achieve the required reduction in force. The District may vary from seniority order of layoff when it can show that ability and/or qualifications of an employee with less seniority in a class are necessary for the District to maintain programs in a cost-effective manner. If two (2) employees have equal seniority, the District shall consider job-related factors such as an employee's job knowledge, skill, and ability to do the required work; previous work experience including the ability to perform other jobs which the ...
SENIORITY, REDUCTION IN FORCE, RECALL. Section 8.1 Seniority and Probationary Period Probationary Period Duration: Employees shall be regarded as probationary employees for the first ninety (90) calendar days of their employment and shall have no seniority standing until the completion of a ninety (90) calendar day period in any single employment year. Probationary Period Modification: Time lost by a probationary employee for personal or health reasons shall be excluded from the ninety (90) calendar day period. No Just Cause in Probation: The retention or termination of a probationary employee during this ninety (90) calendar day period shall be at the sole discretion of the District and not subject to the Grievance Procedure.
SENIORITY, REDUCTION IN FORCE, RECALL. 9-1 Seniority shall be the Employee’s length of service since the date of his or her employment in their job classification. An Employee with a work year of less than twelve (12) months shall not be considered to have suffered a break in service during the months, which are not included in the Employee’s work year.
9-2 The seniority lists shall be brought up to date no later than September 30th and January 30th of each year. Copies of the lists shall be provided to the Organization and posted at each work site.
9-2 1
9-2 3
SENIORITY, REDUCTION IN FORCE, RECALL. In the event that it becomes necessary to reduce the number of employees covered by this agreement, seniority will be a factor in determining this reduction, however, it will not be the only factor. Performance, knowledge of the position, attendance and demonstrated skills associated with job performance will also be factors.
SENIORITY, REDUCTION IN FORCE, RECALL. Section A. Seniority and Probationary Period
SENIORITY, REDUCTION IN FORCE, RECALL.
12.01 Seniority
(a) Seniority shall be defined as the length of continuous full or part-time service as an employee in the bargaining unit under a limited or continuing contract in the district.
(b) The accrual of seniority shall begin from the date of regular full-time or part-time employment as verified by official Board of Education minutes, and continue for all time the employee is working and receiving regular paychecks, is receiving Workers' Compensation benefits, or is in military service.
(c) Time spent on inactive pay status of one or more years, after September 1, 1992 (unpaid leave, suspended contract, or the initial five years of disability retirement), shall not contribute to the accrual of seniority, but shall not constitute a break in seniority. Such employees will be given an adjusted seniority date to reflect the time off work on such unpaid leave, suspended contract, or disability retirement.
(d) Seniority shall be terminated when an employee resigns, retires, or his/her contract with the BOARD is terminated or is non-renewed. If two or more employees have the same seniority or adjusted seniority date, as computed using the foregoing procedures, or if conflicts develop over seniority, seniority will be determined:
1. By the date of Board of Education hiring as stated in the BOARD minutes and then by;
2. Previous days of regular teaching experience outside the employment of the Springboro School District, then by;
3. Number of days of substitute teaching in the Springboro School District, then by:
4. Broken by lot using a procedure mutually established by the ASSOCIATION and the BOARD.
SENIORITY, REDUCTION IN FORCE, RECALL. Seniority shall be an employee’s length of continuous service within the employee’s job classification and begins the date of hire as a classified employee with the District. In the case of a break in service (termination, resignation) seniority will commence with the rehire date or return to work date, whichever is the later date. In the event two or more employees in the same classification have the same seniority, the following determination of seniority will take place: date of hire, date of application, draw lots. Any resignation or termination of employment shall constitute a “break” in seniority. For the purpose of classified employee reduction, seniority shall be computed from the first working day subsequent to the most recent break in service, if any.
SENIORITY, REDUCTION IN FORCE, RECALL. Section A - Whenever it is deemed necessary by the Board to reduce (i.e. honorably dismiss or reduce the number of hours/days worked) non-certified employees, the reductions shall be made pursuant to the following:
1. The least senior employee in the affected categories of position shall be honorably dismissed/reduced first. This process shall be repeated until the reduction in force is completed.
2. A more senior qualified (as determined by job description) employee may displace (bump) an employee in another category of position as a part of any reduction in force.
3. If, between two (2) or more employees, the length of service (i.e. seniority) within the affected category of position is the same, the tie will be broken by the drawing of lots.
Section B - If the Board has any vacancies for the following school term or within one (1) calendar year from the beginning of the following school term, the positions thereby becoming available within a specific category of position shall be tendered in writing to qualified (as determined by job description) employee(s) honorably dismissed/reduced in accordance with the following recall principles:
1. An employee can be recalled to any vacant position for which she/he is qualified (as determined by job description(s)).
2. All recall offers will be based on district wide seniority (i.e. most senior called back first) subject to the restrictions of paragraphs 3 and 4.
3. If an employee is offered a position in a category other than her/his primary category of position and rejects the offer, the employee retains her/his full recall rights but she/he moves to the bottom of her/his primary category of position recall list.
4. If an employee is offered a position in her/his primary category of position and rejects the offer, the employee loses her/his right to recall in her/his primary category of position.
5. If an employee is recalled to a position in a category other than his/her primary category of position, the employee retains her/his recall rights to a position in her/his primary category of position.
6. If an employee becomes qualified (as determined by job description) in a category other than her/his primary category while in the recall pool, the employee is also then eligible for recall to a vacant position in that category.
7. All recall offers shall be sent by certified mail, return receipt requested, to the employee's address on file with the Board.
Section C - When the Board tenders an offer pursuant to Se...
SENIORITY, REDUCTION IN FORCE, RECALL. A. Definitions of Seniority
