Staff Recall. 21.9.1 Staff employees shall remain on the recall list for six months from date of layoff. Recall shall occur in reverse order of layoff, provided the employee has the minimum qualifications to perform the duties of the vacant position. Term employees are not entitled to be recalled to continuing positions.
21.9.2 Employees are required to notify the Employer of their current address and telephone number to maintain their status on the recall list.
21.9.3 Staff employees may refuse recall to work if given less than one week to report to work.
21.9.4 Upon being notified of an anticipated vacancy, the recalled employee will have 14 calendar days in which to accept the position. If the employee fails to notify the Manager of Human Resources and Facilities in writing within the fourteen days of being notified, the employee will have been deemed to have refused the offered position.
Staff Recall. A. Any teacher on layoff shall be recalled in inverse order of layoff, for up to five (5) years following the date of layoff, provided s/he is certified and qualified for the vacancy. Employees who have been laid off for more than five (5) years will have their employment, and seniority, automatically terminated as of the end of such five (5) years.
B. The Board shall give written notice of recall from a layoff by registered mail or certified mail addressed to the said teacher at his last known address. It shall be the responsibility of each teacher to notify the Board of any change in address and also to notify the Board whether or not they intend to accept the offered position. If a teacher fails to report for work within twenty (20) calendar days from date of sending of the recall, unless an extension is granted in writing by the Board, said teacher shall be considered as a voluntary quit and shall thereby terminate his individual employment contract and any other employment relationship with the Board.
C. A laid-off employee shall upon application and at his/her option be granted priority status on the substitute list, where practicable, according to his/her seniority.
Staff Recall. 1. All employees who are not recommended for retention in accordance with these procedures, and who are given notice of non- renewal of contract, shall be placed in an employment "pool" for possible re-employment for a period of one year. Employment pool personnel will be given the first opportunity to fill open positions within their qualifications under the guidelines hereinbefore set forth. Members of the "pool" shall have first priority for substitute positions for which they are qualified.
2. When a vacancy occurs for which any person in the employment pool is qualified, notification to such individual will be made by certified mail, email and/or personal contact by the Superintendent or designee. Such person will have ten (10) calendar days from the email date stamp or personal contact to accept the position prior to August 1st, and five (5) days after August 1st up to the first day of school. After the corresponding timeline has expired, the District has the right to offer the position to another recall employee (should one exist), follow the timelines for other recall employee(s), or follow contract language to post and fill the opening.
3. If an employee in the employment pool fails to accept a position for which he/she is eligible, pursuant to the criteria hereinbefore set forth, such individual shall be dropped from the employment pool.
4. Employees within the employment pool may pay the premiums for medical and/or dental and/or vision insurance to the District, and in turn, the District will forward the money to the appropriate payment center so that the member of the employment pool and/or their dependents will be included within the appropriate group insurance plan(s) to the extent permitted by the insurance carrier.
Staff Recall a) In the event that a vacancy still exists after all surplus Teachers have been placed and transfer decisions have been made, the Board shall first offer positions to the qualified Teacher with the highest seniority on the List of Recall. The Teacher shall have a maximum of forty-eight (48) hours to accept or reject the position offered.
b) Teachers reinstated shall be granted full recognition for accumulated seniority as if their employment with the Board had not been terminated. Employees who accept an offer of recall shall be eligible for all postings and transfers from the date the recall was accepted. Full benefits shall be provided upon the date of re-hire, without any waiting period.
c) Teachers who refuse an offer of employment under clause 15:02.3 shall lose all seniority and shall have their names removed from the List of Recall.
d) A Teacher declared redundant in the elementary panel may be offered a position in the secondary panel after all secondary Teachers have been transferred or recalled provided the redundant elementary Teacher holds the necessary qualifications.
Staff Recall a) In the event that a vacancy still exists after all surplus teachers have been placed and transfer decisions have been made, the Board shall first offer positions to the qualified Teacher with the highest seniority on List of Recall. The Teacher shall have a maximum of 48 hours to accept or reject the position offered.
b) Teachers reinstated shall be granted full recognition for accumulated seniority as if their employment with the Board had not been terminated. Employees who accept an offer of recall shall be eligible for all postings and transfers from the date the recall was accepted. Full benefits shall be provided upon the date of rehire, without any waiting period.
c) Teachers who refuse an offer of employment under clause 15:02.3 shall lose all seniority and shall have their names removed from the List of Recall.
Staff Recall. 21.9.1 Staff employees shall remain on the recall list for six months from date of layoff. Recall shall occur in reverse order of layoff, provided the employee has the minimum qualifications to perform the duties of the position. Term employees are not entitled to be recalled to continuing positions.
21.9.2 Employees are required to notify the Employer of their current address and telephone number to maintain their status on the recall list.
21.9.3 Staff employees may refuse recall to work if given less than one week to report to work.
21.9.4 Upon being notified of the upcoming vacancy, the recalled employee has 14 calendar days in which to accept the position. If the employee fails to notify the Vice President Corporate Services in writing within the fourteen days of being notified, the employee will have been deemed to have refused the recall.
Staff Recall a) In the event that a vacancy still exists after all surplus Teachers have been placed and transfer decisions have been made, the Board shall first offer positions to the qualified Teacher with the highest seniority on the List of Recall. The Teacher shall have a maximum of forty-eight (48) hours to accept or reject the position offered.
b) Teachers reinstated shall be granted full recognition for accumulated seniority as if their employment with the Board had not been terminated. Employees who accept an offer of recall shall be eligible for all postings and transfers from the date the recall was accepted. Full benefits shall be provided upon the date of re-hire, without any waiting period.
c) Teachers who refuse an offer of employment under clause 15:02.3 shall lose all seniority and shall have their names removed from the List of Recall. A Teacher declared redundant in the elementary panel may be offered a position in the secondary panel after all secondary Teachers have been transferred or recalled provided the redundant elementary Teacher holds the necessary qualifications. 16:01 Surplus Teachers
.1 Surplus Teachers are Teachers not required at a school, as determined by the Board.
.2 Surplus List is a list of Surplus Teachers. .3 Vacancy is an available teaching position to which no Teacher has been assigned.
.4 Vacancy List is a list of available teaching positions.
.5 When staff reductions are necessary in a particular school, the Principal shall advise the staff of the surplus situation by April 27th and shall advise any Teacher wishing a transfer to notify the Principal by May 8th. Surplus Teachers shall be determined on the basis of the programme needs of the schools, as determined by the Principal and the Superintendent of Schools. If required, seniority shall be a determining factor. A Teacher may indicate to the Principal that s/he wishes to be designated surplus where a designation may be required. The Principal shall advise the Surplus Teacher verbally and in writing, prior to May 10th, of the reason(s) for the Teacher being declared surplus. The letter shall include an explanation of the criteria as stated above, which is applicable to the Teacher being declared surplus. A list of Surplus Teachers shall be made available on May 12th to the Local Teacher Bargaining Unit .
.6 The Board shall prepare a Vacancy List of all known unfilled teaching positions by May 12th. Such list shall be made available to the Local Teacher Bargaining Unit and ...
Staff Recall. 1. All employees who are not recommended for retention in accordance with these procedures, and who are given notice of non- renewal of contract, shall be placed in an employment "pool" for possible re-employment for a period of one year. Employment pool personnel will be given the first opportunity to fill open positions within their qualifications under the guidelines hereinbefore set forth. Members of the "pool" shall have first priority for substitute positions for which they are qualified.
2. When a vacancy occurs for which any person in the employment pool is qualified, notification to such individual will be made by certified mail or personal contact by the Superintendent. Such person will have ten calendar days from the receipt of the letter or from the date of personal contact to accept the position.
3. If an employee in the employment pool fails to accept a position for which he/she is eligible, pursuant to the criteria hereinbefore set forth, such individual shall be dropped from the employment pool.
4. Employees within the employment pool may pay the premiums for medical and/or dental and/or vision insurance to the District, and in turn, the District will forward the money to the appropriate payment center so that the member of the employment pool and/or their dependents will be included within the appropriate group insurance plan(s) to the extent permitted by the insurance carrier.
