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...
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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.
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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.
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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.
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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.
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Staff Reduction Policy. The authority for determining program(s), numbers, and assignments rests exclusively with the Employer.
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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.
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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.).
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Staff Reduction Policy 
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Related to Staff Reduction Policy

  • Vacation Policy The Executive shall be entitled to a paid vacation of four weeks during each year of the Term.

  • Distribution Policy Notwithstanding any other provision of this Agreement, distributions will be made only to Member(s) with positive Adjusted Capital Account Balances (calculated following all allocations for the period ending immediately prior to the distribution) and then to each such Member only to the extent of such Member’s positive Adjusted Capital Account Balance.

  • Staff Reduction 11.1 When a reduction within the District is needed, the affected employee(s) and the Association will be notified as to which position(s) will be eliminated or reduced at least fourteen (14) calendar days prior to the reduction. 11.2 When a reduction within the District is needed, the Board will determine which position(s) will be eliminated or reduced. An employee whose position will be eliminated or reduced shall have the right to displace an employee in his/her present job classification or another job classification in accordance with the following: a. The laid off or reduced employee has greater seniority than the employee to be displaced. b. The laid off or reduced employee had an equal or greater number of hours in his/her regular schedule than the employee to be displaced. c. The laid off or reduced employee presently has the necessary qualifications to perform the work. d. The laid off or reduced employee elects to exercise his/her displacement rights within five (5) working days of notification of his/her layoff or reduction. An employee displaced under this section is also entitled to displacement rights under this section. 11.3 When filling vacancies which occur after a reduction in staff, laid off bargaining unit members who have been released less than two (2) years, shall be recalled in the order of seniority, with the most senior member being recalled first to any position for which he/she is qualified. Effective July 1, 1991, newly hired bargaining unit members shall be subject to recall for two (2) years. If the employee fails to report to work within ten (10) working days from the receipt of the recall notice via certified or registered mail, that person shall be considered a voluntary terminated employee. However, if an employee is recalled to a position of lesser hours, he/she shall have the option to refuse the position and shall not be removed from the recall list as a result of this action. 11.4 An employee may elect to accept layoff rather than exercise his/her bumping rights. 11.5 For the purposes of this agreement, qualified shall be defined as capable of skillfully and efficiently performing the job duties as summarized in the job description in a competent manner with minimal instruction. The District reserves the right to test employees as needed. Qualified includes the following: a. Any licenses, certification and training necessary to perform the job, and b. demonstrated skills and merits. The most senior qualified employee shall be selected, excepting that a less senior candidate may be selected if he/she has greatly superior training and skills. The burden of proof of greatly superior training and skills shall be on the Board.

  • Cancellation Policy In the event that you must cancel your reservation, please be aware that cancellations must occur at least 30 days prior to the arrival date. If cancellation occurs 30 days or more prior to arrival date all monies will be refunded with the exception of a $100.00 administrative fee.

  • Change in Credit and Collection Policy At least thirty (30) days prior to the effectiveness of any material change in or material amendment to the Credit and Collection Policy, a copy of the Credit and Collection Policy then in effect and a notice (A) indicating such change or amendment, and (B) if such proposed change or amendment would be reasonably likely to adversely affect the collectibility of the Receivables or decrease the credit quality of any newly created Receivables, requesting the Agent's consent thereto.

  • Credit and Collection Policy The Servicer has complied in all material respects with the Credit and Collection Policy with regard to each Pool Receivable and the related Contracts.

  • Return Policy Subject to the requirements of this Agreement, Customer may return standard Hardware and Software within thirty (30) days of the invoice date. NI reserves the right to charge Customer a fifteen percent (15%) restocking fee for any Products returned to NI. No returns will be accepted after the thirty (30) day period has expired. A Return Material Authorization (RMA) number is required for Customer to return any Products. Acceptance of returns of customized Products and Non-NI Branded Products is in the sole discretion of NI.

  • NO LEMON POLICY This Agreement provides that following the expiration of the term of the Covered Product’s manufacturer’s warranty, and subject to Our Limit of Liability, after three (3) service repairs have been completed for the Covered Product for the same problem, as determined in Our sole discretion, in lieu of performing a fourth (4th) repair on the Covered Product, We may replace it with a product of like kind or similar features, or issue a check to You in an amount not to exceed the remaining limit of liability as determined in accordance with the section titled “LIMIT OF LIABILITY.” If We replace the Covered Product, all Our obligations for the Covered Product under this Agreement terminate.

  • Union Policy Grievance The Union may institute a grievance consisting of an allegation of a general misinterpretation or a violation by the Employer of this Agreement in writing at Step Number 2 of the grievance procedure, providing that it is presented within ten (10) working days after the circumstances giving rise to the grievance have originated or occurred. However, it is expressly understood that the provisions of this clause may not be used to institute a grievance directly affecting an employee or employees which such employee or employees could themselves initiate as an individual or group grievance and the regular grievance procedure shall not be thereby bypassed.

  • Credit and Collection Policies Comply in all material respects with its Credit and Collection Policy in connection with the Receivables that it generates and all Contracts and other agreements related thereto.

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