Staff Reduction and Recall. A. Not later than May 15th of each year, or if the omnibus appropriations act has not passed the legislature by May 15th, then no later than June 15th, the Board of Directors shall determine whether the financial resources of the District will be adequate to permit the District to maintain its educational program and services substantially at the same level for the next year. If the Board determines that the financial resources are not reasonably sufficient for the following school year, the Board shall adopt a modified educational program and identify those certificated employees who will be retained to implement such a modified program and certificated employees, if any, whose contract will not be renewed.
B. In adopting a reduced educational program which will require reduction, modification or elimination of positions involving certificated employees, the certificated employees required to implement the modified or reduced educational programs or services shall be selected as hereinafter provided:
1. In an effort to eliminate unnecessary non-renewals or involuntary terminations, reasonable effort shall be made to ascertain the number of certificated positions which will be open as a result of (a.) voluntary or mandatory retirements, (b.) normal resignations, (c.) other transfers, and (d.) leaves of absence.
2. Certificated employees retained shall possess valid Washington State certificates and endorsements as may be required of the position being filled.
3. Certificated employees will be retained for available positions on the basis of seniority (years of experience in public school teaching within the state of Washington), as long as the employee meets the needs of the District’s modified or reduced educational program. To meet the needs of such a program, an employee must possess one of the following qualifications:
a) Able to document that the necessary endorsement will be obtained prior to the first day of the school year for the succeeding school year as established by the school calendar.
b) If seniority rankings for a given position are equal, the preference will be given to employees the farthest to the right in horizontal placement on the current salary schedule, if still equal, then preference will be given to the employee with the most in-district seniority. If after such consideration employees are still equally ranked, the position will be filled by administrative evaluation.
c) If it is necessary to give notice of non-renewal to employee...
Staff Reduction and Recall. Following a notice of lay-off, a part-time Employee may exercise bumping rights, but will only be entitled to displace another part-time Employee.
Staff Reduction and Recall. 15.1 Not less than four working days' advance notice will be given when regularly assigned positions are to be abolished, except in the event of a strike or work stoppage by employees in the Railway Industry, in which case a shorter notice may be given.
15.2 Except as otherwise provided in Clauses 14.4 and 14.10, an employee whose position is abolished or who is displaced or notified he is to be displaced due to a reduction in staff must displace a junior employee in his/her classification. If unable to hold work in his/her own class or group he/she shall, within five (5) calendar days, if qualified, displace a junior employee in a lower class or group in which he/she had established seniority. An employee failing to exercise his/her seniority in accordance with this
15.3 When staff is increased or when vacancies of twenty-two days or more occur, laid off employees shall be recalled to service in seniority order in their respective classifications. Failure to respond to such call within fifteen days of the date an employee is notified at his/her last known address shall result in severance of employment relationship, unless satisfactory reason is given.
15.4 Temporary positions or temporary vacancies of under twenty-two days' duration shall be filled in seniority order by qualified laid off employees living at or near the work location, provided they are immediately available. Laid off employees shall not be required to accept recall to vacancies of less than twenty-two days when they have steady employment elsewhere.
15.5 A laid off employee who desires to return to the service when work is available for him/her must keep the proper officer advised of his address and telephone number, in order that he may be readily located.
Staff Reduction and Recall. Section A
Staff Reduction and Recall. 11.1 Not less than ten (10) working days’ advance notice will be given when regularly assigned positions and
11.2 The Company will provide employees working on seasonal work crews with monthly updates including best possible projection on the expected duration of work programs. It is anticipated that work schedules may change. Such changes and the contents of these updates will not be grieved.
11.3 An affected employee must within fifteen (15) calendar days, exclusive of any scheduled annual vacation or approved banked time, fulfill their obligations under Articles 11.3(a) and 11.3(b).
(a) Except as otherwise provided in Article 10.13, or 10.14, in the event of displacement or lay off from a temporary position or at the conclusion of
(1) Displace a junior employee working a temporary position in any classification or group in which he holds seniority, or
(2) Revert to their permanent position, or
(3) May fill a vacancy in any class or group in which they hold seniority.
(b) In the event of displacement or lay off from a permanent position, an employee must, do any of the following:
(1) Displace a junior employee working a temporary position in any classification or group in which they hold seniority, such employee must declare to a permanent position unless covered under Article 7.9 of the JSA when a declaration is
(2) displace any junior employee working a permanent position in the class or group in which they held a permanent position, or
(3) may fill a vacancy in any class or group in which they hold seniority, subject to the same declaration process as in item 1 above.
Note 1: In situations where the employee is unable to exercise any of the above options, such employee will be allowed to exercise their established seniority to displace a junior Note 2: Regardless of the above, in E.S. situations, an employee will be required to exercise all established seniority, on a senior may junior Note 3: Other than what is currently contained within the Collective Agreement, it is intended that employees will not be laid off when work is available.
(c) An employee failing to exercise their seniority within fifteen (15) days*, unless prevented by illness or other cause for which bona fide leave of absence has been granted, shall result in severance of their employment relationship, unless satisfactory reason is given. Note: The fifteen (15) day time limit starts at the conclusion of any scheduled annual vacation or approved banked time.
(d) Employees need not exe...
Staff Reduction and Recall. It is recognized that the Board has the role and exclusive prerogative to eliminate administrative positions consistent with the provisions of the General Statutes. Elimination of administration positions may result from decreases in the student enrollment, changes in curriculum, financial restraints, or other circumstances as determined by the Board.
Staff Reduction and Recall. A. Seniority Defined
Staff Reduction and Recall. Section A. Staff Reduction 1. Prior to May 15 of each year, the Board shall determine whether the financial resources of the District will be adequate to permit the District to maintain its educational programs and services substantially at the same level for the next school year. If the Board determines that financial resources are not reasonably sufficient for the following school year, the Board shall adopt a modified educational program and the Superintendent shall identify those employees who will be retained to implement such a modified program, and those employees, if any, whose contracts will not be renewed for the next school year. In the event the Board determines that financial resources will not be sufficient to maintain the educational program at the same level, the Superintendent shall notify the Association in writing of such determination as soon thereafter as possible.
Staff Reduction and Recall. Section A The Employer agrees to inform the Association as far in advance as possible of any impending reductions in force and the reasons thereof. When details of the ultimate effect of the reduction are available, the infor- mation will be provided to the Association.
Section B For employees hired prior to July 1, 2013, Bargain- ing Unit Longevity shall be used to determine layoff and recall. For employees hired or transferred on or after July 1, 2013, Seniority shall be used to determine layoff and recall. There will be no bumping up. number of foremen or lead men.
Section C Employees shall be recalled in reverse order of layoff and/or returned to their former classifications in the reverse order of reduction.
Section D An affected employee may move into a position he/ she has formerly held in another department by Bargaining Unit Longevity. If an affected employee has previously held positions in multiple departments, he/ she may only move into the most recently held position in another department by Bargaining Unit Longevity, not the previously held position with the highest cur- rent pay scale.
Section E During a period of layoff, no bargaining unit position will be filled from outside of the District as long as there are laid-off or reduced personnel within the bargaining unit who are qualified to fill the position.
Section F Sick days, seniority, and longevity will be retained for the duration of the recall period.
Section G The pay will be for the job held after reduction. There will be no carryover of prior position pay.
Section H All qualified employees in a given classification and those who have been reduced from a given classifica- tion may apply for open and/or new positions. Such positions will be advertised within the District and filled by Bargaining Unit Longevity.
Section I The recall period will be for two years. The Employer is responsible for sending notices to the most senior qualified employee. A copy of this article will be enclosed with the notice. Notice will be sent to the last address of record on file with the Employer. The employee must give a written response postmarked within seven (7) days of receipt of the notice of vacancy. Any employee who fails to respond to a proper notice of vacancy will be placed at the bottom of the recall list as it exists at the time of such failure to respond.
Section K An employee may elect to be passed over, in which case the employee retains his/her position on the recall list, and the Emplo...
Staff Reduction and Recall. Section One Should it be necessary because of declining enrollment, closing of a building, financial limitations or other serious and legitimate business or legal reasons, or because of a serious natural disaster to decrease the administrative staff, the Board shall, individual contracts notwithstanding, have the authority to layoff, demote, or reassign principals to achieve the necessary reduction in staff Section Two Reductions of staff shall be accomplished by seniority within the classification affected. Section Three A principal, subject to action under this Article, who has served in another principal classification, shall have the right to claim a position in that classification if he/she has greater length of service than a principal currently serving in that classification.
