Staff Reduction Policy Sample Clauses
Staff Reduction Policy. The Board may make a reasonable reduction in force (RIF) by reason of decreased enrollment of pupils, return to duty of regular teachers after Board approved leaves of absence, by reason of suspension of schools or territorial changes affecting the district, or financial reasons. Such reduction shall only be made by suspending contracts.
1. If the Board is contemplating the reduction of any teachers, it will notify the Association in writing no later than April 10 during the year the RIF is to be implemented. Such notice will be in writing and will include the specific positions to be affected, the proposed time schedule, and the reasons for the proposed action.
2. Any teacher who is to be laid off will be so notified in writing no later than April 20 of the year of implementation. Such notice will include the proposed time schedule and the reasons for the proposed action.
3. Seniority will be computed from a teacher’s most recent date of continuous hire by the Board and will begin to accrue as of his/her first day of actual service. Seniority will continue to accrue during all paid leaves of absence. Seniority will not be broken by unpaid leaves of absence, but such time will not be counted in computing seniority. Preference will be given to tenured teachers in calculating seniority. If teachers have the same length of continuous service, seniority shall be determined by:
a. the date of the Board of Education meeting at which the teacher was hired, and then by,
b. the date the teacher submitted a completed job application.
4. On or about September 30 of each school year, the Superintendent will provide the Association with a list showing the seniority in area(s) of certification of each teacher employed by the Board and will notify the Association of any changes in said list.
5. Should a reduction in force be necessary, teachers will be laid off in accordance with ORC Section 3319.17.
6. If a vacancy occurs, laid off teachers who are certified for that position shall be recalled, teachers with continuing contracts given preference. Seniority shall not be the basis for rehiring a teacher, except when making a decision between teachers who have comparable evaluations.
7. Notice of recall shall be sent by certified mail to the last address given to the Board of Education by the teacher. A copy of the recall notice shall be given or mailed to the Association President. If a teacher fails to respond within fifteen (15) days, excluding Saturdays, Sundays, and H...
Staff Reduction Policy. In the event the school board determines that a staff reduction is necessary the following procedure will be observed in the order listed:
A. Before the board effectuates any reduction in teaching staff it will first notify in writing and discuss with the Association president or other available MEA officers the cause and projected plans for such a reduction.
B. In the event of reduction of staff, effort will be made to effect the reduction through normal attrition.
C. Persons who have been in the district long enough to be under the continuing contract law will have priority over those without this stature.
D. If reductions are necessary the school board or its designee will determine which employees are to be released using the following criteria: (not necessarily in order of importance) - level of education attained - status as highly qualified
E. A teacher whose employment has been affected by a reduction shall be classified as temporarily relieved from active employment (i.e. laid off) by the district and awaiting recall to active employment.
F. Teachers on layoff shall be entitled to preferential treatment for substitute teaching positions for a period of one year upon notifying the board of a desire to be placed on the list of substitute teachers. Entry on this list will insure consideration for any position for which former employee is qualified during said year.
G. A teacher who is returned to active employment through recall shall return at no less than previous salary.
Staff Reduction Policy. A licensed staff member’s contract may need to be terminated because of declining enrollment, program changes, reductions and other factors. Where attrition has not accomplished this purpose, the following guidelines will be used:
A. In the event of staff reductions, a licensed staff member’s contract will be terminated pursuant to current statutes, fair dismissal procedures and center procedures established herein.
Staff Reduction Policy. A certified staff member’s contract may need to be terminated because of declining enrollment, program changes, reductions and other factors. Where attrition has not accomplished this purpose, the following guidelines will be used:
A. In the event of staff reductions, a certified staff member’s contract shall be terminated pursuant to current statutes, fair dismissal procedures and district procedures established herein.
B. Necessary certified staff reduction will be made known at the earliest possible date, but no later than April 15.
C. When seniority is equal for two or more certified staff, the center board should use the following criteria:
1. North Dakota certification.
2. Regulations of accrediting associations in which the center holds membership.
3. Special or advanced training, evidence of professional growth and/or contributions to the professional area.
4. Judgment based upon observation and written evaluation.
5. Extra curricular assignments.
Staff Reduction Policy. Whenever in the judgment of the Board it is advisable to reduce teaching staff in the district, the following procedure will be used.
8.1 The Board will use reasonable efforts to communicate the situation confronting the district to the staff as to allow the staff reasonable opportunity to present possible alternatives such as early retirement, normal attrition, part-time contract, contract for substitute teaching, and/or other alternatives which would accomplish the same goals.
8.2 No professional staff member protected by statutory continuing contract provision will be non-reemployed while qualified and certificated for a position held by a person temporarily or not fully certificated by the State Board of Education.
8.3 When fully certificated teachers with continuing contract status are to be laid off, the following criteria shall be used in determining which professional staff will be affected by the staff reductions: seniority, qualifications, evaluation records, priority of programs, and federal and state affirmative action requirements, as well as other relevant considerations.
8.4 The administration shall provide written notice to each teacher who may possibly be affected by reduction before the third Monday in April. Such notice shall provide written reasons for reduction in staff.
8.5 In making staff reductions involving professional staff members on continuing contract status, the Board will follow the provisions of SDCL 13-43-6.4.
8.6 The Board recognizes the right of the Wall Education Association to make recommendations to the Board as to whether reduction in force should take place and how it is to be implemented.
8.7 The Board shall not be bound by recommendations from the Wall Education Association.
8.8 Recall - If the Board increases the number of teachers, reinstates a positions or has any other vacancy within 1 year after serving notices of layoff to a teacher(s), the offer of reemployment shall be extended to teachers in those areas for which the teacher is certified and qualified. Said teacher(s) must respond in the affirmative to the Superintendent within 15 days of the receipt of the notice or recall or relinquish their recall rights. It will be the responsibility of the teacher to inform the Superintendent's office of changes in address or certification.
Staff Reduction Policy. The authority for determining program(s), numbers, and assignments rests exclusively with the Employer.
Staff Reduction Policy. Whenever in the judgment of the Board it is advisable to reduce staff in the district, the following procedure will be used:
1. The Board will use reasonable efforts to communicate the situations confronting the district to the staff so as to allow the staff a reasonable opportunity, not to exceed 10 days from the date of the communication, to present possible alternatives such as early retirement, normal attrition, part-time contract, contract for substitute teaching, and/or alternatives which could accomplish the same goals.
2. A certified staff member protected by statutory continuing contract provisions will not be released while qualified and certified for a position held by a person not fully certified by the State Board of Education.
3. When paragraph #2 does not apply in the district, the Board hereby establishes the following criteria (not necessarily in order of priority,) any of which may be used in determining which professional staff will be affected by staff reduction, student needs, financial condition of district, priority of programs, program elimination, recommendations of administrative staff, evaluation records, competency, qualifications, certification, longevity, educational background, salaries, federal and state affirmative action requirements, as well as any other relevant considerations.
4. In making staff reduction involving professional staff members on continuing contract status, the Board will follow the provisions of SDCL 13-43-9.1, 13-43-10, and 13-43-10.1.
Staff Reduction Policy. The board shall have the sole right to determine the necessity for and scope of a reduction in force for reasons including, but not limited to, lack of funds, uncertainty of funds, declining enrollment, or other reasons of necessity. Here under, and limited to the process of staff reduction only, no professional staff member will be non employed while qualified and certified for a position held by a person temporarily or not fully certified by the Education Standards and Practice Board. This policy provides that the Board, based upon data submitted by the superintendent, identifies student needs, priority of programs or areas, and elimination or reduction of programs or areas for staff reduction without regard to individual members of the staff. When programs or areas are to be reduced or eliminated, staff currently assigned to said programs or areas shall be subject to non-renewal. A program is an organizational plan designed to accomplish a predetermined set of objectives, such as but not limited to, elementary grades (K-6), secondary grades (7-12), vocational, Title programs, special education, library/media services, counseling services, music, physical education, adult education or community education. An area shall be defined as the resultant of a classification process relying on state licensure or accreditation requirements (i.e. math, English, history...etc.).
Staff Reduction Policy