Common use of XXX-OFF PROCEDURE Clause in Contracts

XXX-OFF PROCEDURE. The following guidelines will be utilized whenever an ancillary staff lay- off becomes necessary due to financial and/or student count reasons. 1. When it becomes apparent that lay-offs may be necessary, representatives of the Employer and the Association will meet to permit the Employer to outline the need for the proposed reduction in ancillary staff. 2. To the extent permitted by law, probationary ancillary staff employees shall be laid off before non-probationary ancillary staff employees. Written notification of potential lay-off will be given to all affected tenured and non-tenured employees at least sixty (60) days prior to lay-off. 3. The identification of the positions to be eliminated will be determined by the employer. 4. After all reinstatements, retirements, or any other new positions are examined, the ancillary staff affected by the reduction in the number of positions the district has will be allowed to fill the open positions on a basis of seniority. 5. In the event that there still is not an open position for which the ancillary staff is certified, the district will examine, beginning with the least senior ancillary staff in the district, employees who may be certified to fill open positions where such transfer would result in an opening appropriate for the ancillary staff who is displaced. (Example: a middle school teacher has lost her position due to a reduction in the number of music sections. She/he is also certified to teach at the elementary level. A teacher will either be laid off at the elementary level – up to the point of her seniority – or transferred to another position, i.e., regular ed. teacher moved to special ed. to make a position open for that teacher to move to the elementary.) 6. In the event that a new opening should occur due to a resignation or retirement or identification of a new position that is needed, the entire process shall be repeated, beginning with the most senior displaced ancillary staff, with the consideration that no one will receive an assignment that could result in someone else losing a position. This process is followed until all laid-off employees are recalled.

XXX-OFF PROCEDURE. The following guidelines will be utilized whenever an ancillary a staff lay- lay-off becomes necessary due to financial and/or student count reasons. 1. When it becomes apparent that lay-offs may be necessary, representatives of the Employer and the Association will meet to permit the Employer to outline the need for the proposed reduction in ancillary staff. 2. To the extent permitted by law, probationary ancillary staff employees shall be laid off before non-probationary ancillary staff tenured employees. Written notification of potential lay-off will be given to all affected tenured and non-tenured employees at least sixty (60) days prior to lay-off. 3. The identification of the positions to be eliminated will be determined by the employer. 4. After all reinstatements, retirements, or any other new positions are examined, the ancillary staff teachers affected by the reduction in the number of positions the district has will be allowed to fill the open positions on a basis of seniority. 5. In the event that there still is not an open position for which the ancillary staff teacher is certified, the district will examine, beginning with the least senior ancillary staff teachers in the district, employees who may be certified to fill open positions where such transfer would result in an opening appropriate for the ancillary staff teacher who is displaced. (Example: a middle school teacher has lost her position due to a reduction in the number of music sections. She/he is also certified to teach at the elementary level. A teacher will either be laid off at the elementary level – up to the point of her seniority – or transferred to another position, i.e., regular ed. teacher moved to special ed. to make a position open for that teacher to move to the elementary.) 6. In the event that a new opening should occur due to a resignation or retirement or identification of a new position that is needed, the entire process shall be repeated, beginning with the most senior displaced ancillary staffteacher, with the consideration that no one will receive an assignment that could result in someone else losing a position. This process is followed until all laid-off employees are recalled.

XXX-OFF PROCEDURE. The following guidelines will be utilized whenever an ancillary staff lay- lay-off becomes necessary due to financial and/or student count reasons. 1. When it becomes apparent that lay-offs may be necessary, representatives of the Employer and the Association will meet to permit the Employer to outline the need for the proposed reduction in ancillary staff. 2. To the extent permitted by law, probationary ancillary staff employees shall be laid off before non-probationary ancillary staff employees. Written notification of potential lay-off will be given to all affected tenured and non-tenured employees at least sixty (60) days prior to lay-off. 3. The identification of the positions to be eliminated will be determined by the employer. 4. After all reinstatements, retirements, or any other new positions are examined, the ancillary staff affected by the reduction in the number of positions the district has will be allowed to fill the open positions on a basis of seniority. 5. In the event that there still is not an open position for which the ancillary staff is certified, the district will examine, beginning with the least senior ancillary staff in the district, employees who may be certified to fill open positions where such transfer would result in an opening appropriate for the ancillary staff who is displaced. (Example: a middle school teacher has lost her position due to a reduction in the number of music sections. She/he is also certified to teach at the elementary level. A teacher will either be laid off at the elementary level – up to the point of her seniority – or transferred to another position, i.e., regular ed. teacher moved to special ed. to make a position open for that teacher to move to the elementary.) 6. In the event that a new opening should occur due to a resignation or retirement or identification of a new position that is needed, the entire process shall be repeated, beginning with the most senior displaced ancillary staff, with the consideration that no one will receive an assignment that could result in someone else losing a position. This process is followed until all laid-off employees are recalled.

XXX-OFF PROCEDURE. The When there is a definite reduction in force in any department (classification), the following guidelines will be utilized whenever an ancillary staff lay- off becomes necessary due to financial and/or student count reasonsshall govern: (This shall not prevent the Union and the City from negotiating a reduced work week). 1. When it becomes apparent that lay-offs may be necessary, representatives of the Employer Seasonal and the Association temporary employees will meet to permit the Employer to outline the need for the proposed reduction in ancillary staff. 2. To the extent permitted by law, probationary ancillary staff employees shall be laid off before non-probationary ancillary staff employees. Written notification of potential lay-off will be given to all affected tenured and non-tenured employees at least sixty (60) days prior to lay-off. 3. The identification of in any order within the positions to be eliminated will be determined by the employer. 4. After all reinstatements, retirements, or any other new positions are examined, the ancillary staff department affected by the reduction in force, providing the number remaining seniority employees are able to perform the work with normal instructions and supervision. At no time will a temporary employee perform duties of positions a displaced or laid off seniority employee, except provisional employees may be used as allowed in Articles 8 and 9. 2. Probationary employees are the district has next to be laid off in any order within the department affected by the reduction in force, providing the remaining seniority employees are able to perform the work with normal instructions and supervision. 3. If it is necessary to layoff additional employees, they will be allowed laid off in department and classification seniority order, providing the remaining seniority employees are able to fill perform the open positions work with normal instructions and supervision. 4. If the employee does not have seniority to hold in his department (classification) he will exercise his unit-wide seniority to displace a lesser seniority employee on a basis job, providing he is able and capable of seniorityperforming the work of the employee being displaced with the minimum supervision and normal instruction that had previously been given to the employee being displaced, and providing the seniority employee has the same licenses and/or certifications that were required of the employee being displaced. (Provision regarding same licenses and/or certifications not applicable to current mechanics grandfathered in accordance to Article 35). a. Employees hired on or after January I, 1987, holding positions classified as "inside" may displace a lesser seniority employee holding an "inside" position in accordance with Paragraph 4. b. Employees hired on or after January 1, 1987, holding positions classified as "outside" may displace a lesser seniority employee holding an "outside" position in accordance with Paragraph 4. 5. In the event that there still is not an open position for which the ancillary staff is certifiedof a layoff or reduction of Local 1602 Bargaining Unit employees, other than probationary employees, the district City will examine, beginning with furnish the Union President written notification of such pending action and hold a meeting at least senior ancillary staff in ten (10) working days prior to said layoff or reduction. The Union shall have the district, employees who may be certified right to fill open positions where discuss: a. Area and classifications involved b. Ramification of such transfer would result in an opening appropriate for the ancillary staff who is displaced. (Example: a middle school teacher has lost her position due to a reduction in the number layoff or reduction c. Possible alternatives d. Seniority of music sections. She/he is also certified to teach at the elementary level. A teacher will either be laid off at the elementary level – up to the point of her seniority – or transferred to another position, i.e., regular ed. teacher moved to special ed. to make a position open for that teacher to move to the elementary.)individuals involved 6. In During a bumping procedure, an employee cannot disqualify himself in the event that he takes a new opening should occur due different job during said procedure. The seniority employee shall be permitted to a resignation or retirement or identification of a new position that is neededbump in accordance with paragraph 4. 7. During any bumping procedure, the entire process Union will be represented by the President and his designated representative. 8. Management shall be repeated, beginning with able to disqualify an employee during a four (4) week period but not earlier than the most senior displaced ancillary staff, with end of the consideration first (1st) work day when it is obvious that no one will receive an assignment that could result in someone else losing a position. This process is followed until all laid-off employees are recalledemployee cannot perform the normally required work assignments of the job.