Common use of Xxxxxx and Recall Clause in Contracts

Xxxxxx and Recall. In the event of a financial emergency that requires the District to consider a Reduction in Force (RIF) affecting employees, the District shall confer with the Association at the earliest possible date and shall continue to confer throughout the process. The Parties shall meet and discuss possible ways of avoiding a RIF and ways to minimize the potential negative impact of such action should it become necessary. If a RIF is still required, the District shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider lay-offs. If lay-offs are required, the District shall make every reasonable effort to retain the most senior employees first, taking into consideration the District need to offer a basic curriculum. Employees with seniority shall be laid-off only as a last resort. The Parties shall make every reasonable effort jointly and separately to minimize the impact of lay-off by helping to seek other employment for RIFed employees and by rehiring laid-off employees as soon as openings become available for which they qualify. All employees being laid off shall be placed in a re-employment pool for a period of two (2) years. Such employees shall be offered any new or open jobs for which they are qualified. While in the re-employment pool, laid-off employees may continue participation in District insurance programs by paying the regular monthly premium to the district, subject to carrier approval. In the event a RIF process is instituted, the District shall post an updated seniority list and shall provide the President with a copy. The list shall be predicated upon the most recent date of hire for each employee, his/her current assignment and the bargaining unit positions for which the employee is certified. Such most recent date of hire shall be that employee’s seniority date. Ties in the seniority date of employees shall be resolved in the following priority: 1. Date employment began (for most employees this will be the first day of school in the year for which they were hired) 2. Date of Board approval of their employment 3. Date they returned their employment contract to the District 4. By lot

Xxxxxx and Recall. If it becomes necessary to reduce the number of employees and job classifications, the following shall apply: 1. Before anyone on a continuing contract is affected, layoffs shall be kept to a minimum by not employing replacements for employees who retire or leave the system or whose contracts are not renewed. In the event of a financial emergency that requires the District to consider a Reduction in Force (RIF) affecting employees, the District shall confer with the Association at the earliest possible date and shall continue to confer throughout the process. The Parties shall meet and discuss possible ways of avoiding a RIF and ways to minimize the potential negative impact of such action should it become necessary. If a RIF is still required, the District shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider lay-offs. If lay-offs substitutes are required, those employees on layoff shall be offered the District substitute assignment within their job classification first (in reverse order of layoff) and shall make every reasonable effort to retain be paid at the employee's regular rate of pay for the position, rather than the substitute rate of pay. 2. Layoff shall be by Job Classification as defined in Appendix A of this Agreement with the least senior employee within the affected Job Classification being laid off before the most senior employees first, taking into consideration employee within that affected Job Classification is laid off. The order of layoff shall proceed by seniority so that the District need to offer a basic curriculum. Employees with seniority last person affected shall be laid-off only the most senior employee in that Job Classification. a. For purposes of layoff, seniority means Job Classification seniority. b. Any employee affected by layoff may bump into a lower position within the same Job Area as set forth on Appendix A displacing an employee with less seniority. If there is no opportunity for downward bumping within the affected job area the employee affected may bid on vacancies in other job areas provided he/she is qualified and a last resortvacancy exists. c. A seniority list, along with a notice of the effected cuts, shall be posted and mailed to the employees affected with copies to the Local. The Parties In the case of two or more employees with equal seniority, the employees shall make every reasonable effort jointly draw lots to determine the order of layoff. d. Employees affected by layoff shall be notified by mail at least sixty (60) days prior to layoff and separately to minimize the impact of lay-off by helping to seek other employment for RIFed employees and by rehiring laid-off employees as soon as openings become available for which they qualify. All employees being laid off shall be placed on a list and recalled in a re-reverse order of layoff. They shall retain all seniority rights and be provided with similar employment pool for a period of if they are recalled within two (2) yearsyears of the layoff. Such The employees shall be offered required to provide the administration with their most recent address including any new or open jobs for which they are qualifiedchange of address. While in the re-employment pool, laid-off employees may continue participation in District insurance programs The notice to return will be sent by paying the regular monthly premium certified mail to the district, subject last known address and the employee will have ten (10) work days to carrier approvalreply. In the event a RIF process If no reply is institutedmade within that time, the District shall post an updated seniority employee will be removed from the recall list and shall provide the President with a copynext name on the list will be used and the same procedure followed. The list administration shall keep the Local Union and its Officers informed of all actions undertaken as part of this Article. e. Employees on layoff shall be predicated upon provided the most recent date opportunity to pay the Board's rate for health care benefits provided to other employees of hire for each employeethe system as long as the health carrier permits except that if the Board is self insured, his/her current assignment and the bargaining unit positions for which the employee is certified. Such most recent date of hire no bar shall be that employee’s seniority date. Ties in the seniority date of employees shall be resolved in the following priority: 1. Date employment began (for most employees this will be the first day of school in the year for which they were hired) 2. Date of Board approval of their employment 3. Date they returned their employment contract deemed to the District 4. By lotexist except if specifically provided by law.

Xxxxxx and Recall. In a probationary employee weeks notice a regular with less than years seniority notice a regular employee with years seniority months notice a regular employee with years or more seniority months notice. Any employee is subject to layoff shall have the event right to bump only into a position in the village where is employed in accordance with seniority provided that possesses the ability to perform the duties of the new An employee cannot bump into a financial emergency position with a higher salary rate. A laid off employee shall maintain seniority for one (1)year layoff,but shall not accumulate any further seniority during that requires After the District to consider a Reduction in Force said one (RIF1) affecting employeesyear period, the District employee will be considered to be terminated. Employee benefits shall confer with the Association cease at the earliest possible date end of the month in which the layoff occurs and shall continue be reinstated upon recall. Notice of layoff shall not apply Board can establish that the layoff results from an act of God, fire or flood. A laid off employee may be recalled within one (1)year layoff to confer throughout fill a vacant position in order of seniority, provided such employee has the processnecessary ability to the duties of the position, on the basis of last off-first on. The Parties Board shallgive seven (7) calendar days written notice of recall to the laid off employee to fill the vacant position and shall meet and discuss possible ways keep the Board advised at all times of avoiding current address. A laid off employee failing to report for work for a RIF and ways position referred to minimize in Article within seven (7) calendar days of the potential negative impact receipt of such action should it become necessary. If a RIF is still required, the District notice shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider laybe considered to have abandoned right to re-offs. If lay-offs are required, the District shall make every reasonable effort to retain the most senior employees first, taking into consideration the District need to offer a basic curriculumemployment. Employees with seniority shall be laid-off only as a last resort. The Parties shall make every reasonable effort jointly and separately required to minimize the impact of lay-off by helping to seek other employment for RIFed employees and by rehiring laid-off employees as soon as openings become available for which they qualify. All employees being laid off shall be placed in a re-employment pool for a period of give two (2) years. Such employees weeks notice another employer shall be offered any new or open jobs for which they are qualifieddeemed to be in compliance with the seven (7) day provision. While in If no employee on lay off possesses the re-employment pool, laid-off employees may continue participation in District insurance programs by paying ability to perform the regular monthly premium to the district, subject to carrier approval. In the event a RIF process is institutedjob, the District shall post an updated seniority list and shall provide the President vacant position be posted in accordance Article (job An recalled to a vacant position with a copy. The list higher salary rate shall be predicated upon the most recent date of hire for each employee, his/her current assignment and the bargaining unit positions for which considered a qualifying employee pursuant to Article If the employee is certified. Such most recent date of hire found to be unsatisfactory in the qualifyingperiod, shall be that employee’s seniority datereturned to the recall list. Ties An employee on lay off may register to work on a casual basis as provided in the seniority date of employees Article (Casual Employees) and in so doing she shall not be resolved considered to have been recalled to work under this Article Job training and skill upgrading matters be referred to the Union Committee up to three (3) times in any year for the following prioritypurposes: 1. Date employment began (for most employees this will be the first day of school in the year for which they were hired) 2. Date of Board approval of their employment 3. Date they returned their employment contract to the District 4. By lot

Xxxxxx and Recall. 12.01 Where the University determines to reduce the work force, the University will lay- off Instructors in reverse order of seniority, provided the remaining Instructors have the qualifications, skill, experience and ability to perform the work. All casual Instructors will be released from employment prior to laying off any full-time Instructors, provided that there is a full-time Instructor with the qualifications, skill, experience and ability to perform the work otherwise assigned to the casuals. All vacancies created by the release of casual Instructors will be made available first to full-time Instructors with the qualifications, skill, experience and ability to perform the work. Any vacancies not assigned in this process may be assigned to casual Instructors. 12.02 In the event of a financial emergency that requires the District to consider a Reduction in Force (RIF) affecting employeeslayoff, the District shall confer Employer will provide at least six (6) weeks’ notice to the Union and at the same time notify any potentially affected employee(s). Within five (5) days, the parties will meet to discuss possible alternatives to the scheduled layoff(s). Such alternatives may include but not be limited to an offer by an Instructor to be laid off in place of the Instructor scheduled for layoff. The parties may continue to meet throughout the notice period to explore alternatives to the layoff(s). 12.03 For a seniority Instructor who is laid off with the Association at amount of working notice required under the earliest possible Employment Standards Act, eligibility for all benefit coverage ceases effective the date and shall continue to confer throughout of layoff. In all other cases, a seniority Instructor who is laid off will remain eligible for benefit coverage for the process. The Parties shall meet and discuss possible ways period of avoiding a RIF and ways to minimize time from the potential negative impact date of such action should it become necessary. If a RIF is still requiredlayoff, if any, required under the District shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider lay-offs. If lay-offs are required, the District shall make every reasonable effort to retain the most senior employees first, taking into consideration the District need to offer a basic curriculumEmployment Standards Act. Employees with seniority shall be laid-off only as a last resort. The Parties shall make every reasonable effort jointly and separately entitled to minimize severance required under the impact of lay-off by helping to seek other employment for RIFed employees and by rehiring laid-off employees as soon as openings become available for which they qualify. All employees being Employment Standards Act. 12.04 Employees who are laid off shall be placed in on a re-employment pool for a period of two (2) years. Such employees shall be offered any new or open jobs for which they are qualified. While in the re-employment pool, laid-off employees may continue participation in District insurance programs by paying the regular monthly premium to the district, subject to carrier approval. In the event a RIF process is instituted, the District shall post an updated seniority recall list and shall provide retain, but not accrue, seniority for eighteen (18) months. 12.05 Where the President with a copyUniversity determines to recall Instructors who are laid off, the University will recall Instructors in order of seniority provided the Instructor has the qualifications, skill, experience and ability to perform the work. The list Notice of recall shall be predicated upon sent by registered mail to the most recent date last known address of hire for each the employee, his/her current assignment and the bargaining unit positions for which the employee is certified. Such most recent date of hire who shall be that employee’s seniority date. Ties in the seniority date of employees shall be resolved in the following priority: 1. Date employment began (for most employees this will be the first day of school in the year for which they were hired) 2. Date of Board approval of their employment 3. Date they returned their employment contract respond to the District 4. By lotrecall notice and report to work within ten (10) calendar days.

Xxxxxx and Recall. In the event of a financial emergency situation, enrollment declines, or programmatic changes that requires the District to consider a Reduction in In Force (RIF) affecting employees, the District shall confer with the Association at the earliest possible date and shall continue to confer throughout the process. The Parties shall meet and discuss possible ways of avoiding a RIF and ways to minimize the potential negative impact of such action should it become necessary. If a RIF is still required, the District shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider lay-offs. If lay-offs are required, the District shall make every reasonable effort to retain the most senior employees first, taking into consideration the District need to offer a basic curriculummeet the modified education program adopted by the School Board. Employees will be considered for retention within their endorsement, certifications, performance and the District staffing needs. The Employees with the least statewide seniority shall be laid-off only as a last resortnonrewed before more senior employee’s meeting the above criteria. The Parties shall also make every reasonable effort jointly and separately to minimize the impact of lay-off by helping to seek other employment for RIFed employees employees, and by rehiring laid-off employees as soon as openings become available for which they qualify. All employees being laid off shall be placed in a re-employment pool for a period of two one (21) yearsyear. Such employees shall be offered any new or open jobs for which they are qualified. While in Part-time employees shall not be retained or recalled over full-time staff, unless the reprogram calls for part-employment pool, laid-off employees may continue participation in District insurance programs by paying the regular monthly premium to the district, subject to carrier approvaltime staffing. In the event a RIF process is institutedOn or about each November 1, the District shall post an updated seniority list and shall provide the President with a copy. The list shall be predicated upon indicate the most recent date of hire for each employee, his/her current assignment and the bargaining unit positions for which the employee is certified. Such The date the employee was most recent date recently continuously hired in a certified position in the state of hire shall be Washington will become that employee’s seniority date. Ties in the seniority date of employees shall be resolved in the following priority: 1. Date ) date employment began (for most employees this will be the first day of school in the year for which they were hired) 2. Date ) date of Board approval of their employment 3. ) Date they returned their employment contract to the District district 4. By ) by lot

Xxxxxx and Recall. 13:01 In the event of a financial emergency layoff, employees shall be laid off in the reverse order of their seniority, within their classification provided that requires the District employees retained are qualified to consider a Reduction in Force (RIF) affecting employeesperform the work to be done. 13:02 If layoff is necessary, the District Employer shall confer with advise the Association Union of the proposed reduction and the employee(s) affected prior to the layoff notice(s) being issued. 13:03 Except in circumstances beyond the sole control of the Employer, an employee shall receive written notice from the Employer informing them of the date which they are to be laid off at least four (4) weeks prior to the earliest possible effective date and shall continue to confer throughout of the processlayoff. The Parties notice shall meet give the reasons for the layoff and discuss possible ways of avoiding a RIF and ways to minimize the potential negative impact of such action should it become necessaryexpected duration. If a RIF is still required, the District shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider lay-offs. If lay-offs are required, employee has not been given the District shall make every reasonable effort opportunity to retain work the most senior employees first, taking into consideration the District need to offer a basic curriculum. Employees with seniority days as provided in this Article they shall be laid-off only as a last resort. The Parties shall make every reasonable effort jointly and separately to minimize paid for the impact of lay-off by helping to seek other employment for RIFed employees and by rehiring laid-off employees as soon as openings become available days for which they qualify. All employees being work has not been made available. 13:04 Employees laid off shall be placed on the layoff list according to their seniority with a copy of the layoff list being provided to the Union. Laid off employees shall be called back to work to positions for which they are qualified beginning with the most senior employee on the layoff list and descending from there. 13:05 Notice of recall to an employee who has been laid off shall be made by registered mail to the last known address of such employee filed by the employee with the Employer. 13:06 New employees shall not be hired to fill positions formerly held by employees on layoff until those laid off have been recalled or have failed to respond to notice of recall. 13:07 Laid off employees that maintain casual status will be given preference in the awarding of shifts up to the FTE of their previous position, subject to the availability of such employees and provided they are qualified, competent and willing to perform the required work. Participation in the casual pool shall in no way negatively affect rights to recall. 13:08 There shall be no contracting out of bargaining unit work in a re-manner which would deprive any present employee of employment pool with the Employer. 13:09 To be eligible for recall, prior to the employee’s last shift before being placed on layoff status, the employee must provide the Employer with their current address and further, during the layoff period, must inform the Employer immediately of any address changes. 13:10 Upon receipt of a period notice of recall in accordance with Article 13:05 an employee shall communicate to the Employer their acceptance of recall within seven (7) days. Further, the employee must be prepared to begin work within two (2) years. Such employees weeks of receipt of notification. 13:11 The right of a person who has been laid off to be rehired under this Agreement will be forfeited and shall be offered any new or open jobs for which they are qualified. While in the re-employment pool, laid-off employees may continue participation in District insurance programs by paying the regular monthly premium to the district, subject to carrier approval. In the event a RIF process is instituted, the District shall post an updated seniority list and shall provide the President with a copy. The list shall be predicated upon the most recent date of hire for each employee, his/her current assignment and the bargaining unit positions for which the employee is certified. Such most recent date of hire shall be that employee’s seniority date. Ties in the seniority date of employees shall be resolved considered terminated in the following prioritycircumstances: 1. Date employment began (for most employees this will be a) If the first day of school person did not communicate with the Employer as specified in Article 13:10. (b) If the year for which they were hired) 2. Date of Board approval of their employment 3. Date they returned their employment contract person did not report to work when instructed to do so and fails to provide a written explanation acceptable to the District 4. By lotEmployer. (c) A twenty-four (24) month period has elapsed since the date of layoff as per Article 12:05 (d).

Xxxxxx and Recall. In Wherever practicable, it is the event intent of the Board to preserve the Employee’s current hours of work. 18.01 A layoff shall be defined as a reduction in an Employee’s regular hours of work or the elimination of an encumbered position. Where the layoff, due to a reduction in school secretarial hours, occurs, the bumping procedure once implemented will become effective as of January 1st or the start up of the following school year. An Employee shall not suffer a loss of hours while waiting to exercise the bumping process. 18.02 Notice of full or partial layoff shall be in writing, the greater of Employment Standards Act or thirty (30) calendar days before the layoff is to take place and signed by a duly authorized representative of the Board. 18.03 This layoff process is qualified with the provision that individuals have the necessary skill, ability and qualifications as specified in the job posting, for the job in question. Seniority shall be the determining factor in cases of layoff. (a) When the position occupied by an Employee has been identified as redundant, the Employee has the right to be considered for placement in an alternate position by way of a financial emergency that requires bumping procedure based on Seniority. The affected Employee will notify the District Board in writing within five (5) Business Days of the date of notification to consider exercise their rights to bump. Failure to give notice of intent to exercise their bumping rights within five (5) Business Days of notification shall result in a Reduction in Force (RIF) affecting employeesforfeiture of bumping rights for this layoff notice. The Board and the Union agree to work together throughout the bumping process. At any step of the bumping process, the District shall confer with Employee may accept layoff. (b) For Purposes of this Article, Occupational Group is defined as the Association at the earliest possible date and shall continue to confer throughout the process. The Parties shall meet and discuss possible ways of avoiding a RIF and ways to minimize the potential negative impact of such action should it become necessary. If a RIF is still required, the District shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider lay-offs. If lay-offs are required, the District shall make every reasonable effort to retain the most senior employees first, taking into consideration the District need to offer a basic curriculum. Employees with seniority shall be laid-off only as a last resort. The Parties shall make every reasonable effort jointly and separately to minimize the impact of lay-off by helping to seek other employment for RIFed employees and by rehiring laid-off employees as soon as openings become available for which they qualify. All employees being laid off shall be placed in a re-employment pool for a period of two (2) years. Such employees shall be offered any new or open jobs for which they are qualified. While in the re-employment pool, laid-off employees may continue participation in District insurance programs by paying the regular monthly premium to the district, subject to carrier approval. In the event a RIF process is instituted, the District shall post an updated seniority list and shall provide the President with a copy. The list shall be predicated upon the most recent date of hire for each employee, his/her current assignment and the bargaining unit positions for which the employee is certified. Such most recent date of hire shall be that employee’s seniority date. Ties in the seniority date of employees shall be resolved in the following priorityfollowing: 1. Date employment began i) Custodian, Xxxxxxx and Labourer ii) Educational Assistant iii) Clerical/Secretarial (for most employees this will be the first day of school in the year for which they were hiredBoard Office and School) 2. Date of Board approval of their employment 3. Date they returned their employment contract to the District 4. By lot

Xxxxxx and Recall. A. In the event of a financial emergency that requires the District to consider a Reduction in Force (RIF) affecting employeesstaff reduction is necessary, the District shall confer with the Association at the earliest possible date and shall continue to confer throughout the process. The Parties shall meet and discuss possible ways of avoiding a RIF and ways to minimize the potential negative impact of such action should it become necessary. If a RIF is still required, the District shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider lay-offs. If lay-offs are required, the District shall make every reasonable effort to retain the most senior employees first, taking into consideration the District need to offer a basic curriculum. Employees with seniority shall Union will be laid-off only as a last resort. The Parties shall make every reasonable effort jointly and separately to minimize the impact of lay-off by helping to seek other employment for RIFed employees and by rehiring laid-off employees notified as soon as openings become available the Board definitely determines to reduce staff. Employees to be laid off will be given thirty (30) calendar days written notice. Copies of the written notice shall be sent to the Association President. A staff reduction is defined as the loss of a position or the reduction in hours if that reduction in hours would result in a change in contribution toward insurance benefits. B. Should the Board determine the need for which they qualifyany layoffs of personnel, reductions will be first made by reviewing performance evaluations of employees within the classification being reduced. All If the terms of this Agreement in Article 23 have been followed, the employees with ineffective or minimally effective evaluations will be first considered for layoff. If all employees are determined to be equal, seniority will be used within each classification (see article 12A) after all probationary employees are laid off. However, seniority need not be followed or probationary employees laid off first in the event doing so would result in the remaining employees being laid unable to do the work. C. Employee’s most recent performance evaluation will be considered. It must be within a two (2) year period or else the employee’s performance will be considered effective. D. A bargaining unit member who is displaced from his/her position shall have the option of bumping into a position held by someone of lesser seniority within the classification provided he/she has an effective performance evaluation and is qualified or could become qualified within fifteen (15) working days. The displacements will be facilitated at a meeting of employees in the impacted classification. E. An employee who has seniority in more than one (1) bargaining unit classification and whose position is being effected by a staff reduction will be subject to assignment to the former classification if the employee is not reassigned within their present classification. X. Xxxx off bargaining unit members shall be placed in a re-employment pool entitled to recall for a period of two (2) years. Such employees shall be offered any new or open jobs for which they are qualified. While years to vacancies in the re-employment pool, laid-off employees may continue participation in District insurance programs by paying the regular monthly premium to the district, subject to carrier approval. In the event a RIF process is instituted, the District shall post an updated seniority list and shall provide the President with a copy. The list shall be predicated upon the most recent date of hire for each employee, his/her current assignment and the bargaining unit positions for which on the employee basis of seniority within that classification provided they have the ability and are physically able to perform the duties of the job that is certified. Such most recent date vacant and are otherwise qualified. X. Xxxxxx of hire shall be that employee’s seniority date. Ties in the seniority date of employees shall be resolved in the following priority: 1. Date employment began (for most employees this recall will be the first day of school in the year for which they were hired) 2. Date of Board approval of their employment 3. Date they returned their employment contract sent by certified mail to the District 4individual’s last known address. By lotIf the individual does not report to work within ten (10) workdays of receipt of this notice, he/she will be considered to be a voluntary resignation.

Xxxxxx and Recall. In the event of a financial emergency that requires the District to consider a Reduction in Force (RIF) affecting employees, the District shall confer with the Association at the earliest possible date and shall continue to confer throughout the process. The Parties shall meet and discuss possible ways of avoiding a RIF and ways to minimize the potential negative impact of such action should it become necessary1. If a RIF is still requiredpositions within the bargaining unit have been identified for layoff, the District shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider layall probationary employees will be laid-offsoff first. If lay-offs are required, the District shall make every reasonable effort to retain the most senior Permanent status employees first, taking into consideration the District need to offer a basic curriculum. Employees with seniority shall be laid-off only as by order of least seniority provided they are qualified to maintain a last resortposition under Article IX. In case of ties in seniority, the Association will determine seniority by a chance drawing procedure. 2. The Parties Association shall make every reasonable effort jointly and separately be notified at least thirty (30) calendar days prior to minimize the impact of lay-off by helping any layoff being effectuated. 3. Employees to seek other employment for RIFed employees and by rehiring be laid-off employees as soon as openings become available for which they qualify. All employees being laid off shall be placed in a re-employment pool for a period given at least thirty (30) calendar days notice prior to the effective date of two layoff. 4. Employees shall have bumping rights by seniority across the entire Bargaining Unit. (2a) years. Such When the identity of position to be eliminated has been determined, the President of the Association and the affected employees shall be offered any new or open jobs for which they are qualified. While notified immediately. (b) All employees with more seniority than the most senior person whose job is eliminated will maintain their current position and not be involved in the re-employment bumping process. All positions filled by persons with less seniority than the most senior person displaced shall be declared‌ open. These positions will be filled by seniority and qualification. The bumping process will continue to take place at a meeting which is known as the "pool" meeting. All Bargaining Unit Members may attend this meeting. A list of all"open" positions which will be filled at the pool meeting will be published to all unit members at least 48 hours prior to the meeting. Displaced members will select positions in order of seniority. 5. When the work force is increased, the vacancy will be posted. Bargaining Unit members who are actively employed at the time of the vacancy shall be eligible to bid on such vacancies in accordance with Article VI. Resulting vacancies shall be similarly posted to actively employed unit members. If no unit members apply for a position or are qualified for the position, then employees will be recalled by seniority. Notice of recall shall be sent to the employee ~t hislher last known address by certified mail, return receipt requested. The Association shall also receive notification of the recall at this time. If an employee fails to respond to the Board within fourteen (14) calendar days from the date certified as receipt of notice of recall during the summer or fails to report to work within ten (10) working days from the date of receipt of notice during the work year, shelhe shall have resigned. If an assistant is being recalled to a position with fewer hours than that which xxxxxx was laid-off employees off, the employee may continue participation elect to decline the recall without loss of seniority and recall status. 6. Notice of all employment status changes shall be given in District insurance programs by paying the regular monthly premium writing to the district, subject to carrier approval. In the event a RIF process is instituted, the District shall post an updated seniority list President and shall provide the President with a copy. The list shall be predicated upon the most recent date of hire for each employee, his/her current assignment and the bargaining unit positions for which the employee is certified. Such most recent date of hire shall be that employee’s seniority date. Ties in the seniority date of employees shall be resolved in the following priority: 1. Date employment began (for most employees this will be the first day of school in the year for which they were hired) 2. Date of Board approval of their employment 3. Date they returned their employment contract to the District 4. By lotTreasurer of the Association.

Xxxxxx and Recall. In the event of a financial emergency that requires the District to consider a Reduction in Force (RIF) affecting employees, the District shall confer with the Association at the earliest possible date and shall continue to confer throughout the process. The Parties shall meet and discuss possible ways of avoiding a RIF and ways to minimize the potential negative impact of such action should it become necessary. If a RIF is still required, the District shall first seek voluntary reduction through resignations, leaves of absence and/or retirement, and only then consider lay-offs. If lay-offs are required, the District shall make every reasonable effort to retain the most senior employees first, taking into consideration the District need to offer a basic curriculum. Employees with seniority shall be laid-off only as a last resort. The Parties shall make every reasonable effort jointly and separately to minimize the impact of lay-off by helping to seek other employment for RIFed employees and by rehiring laid-off employees as soon as openings become available for which they qualify. All employees being laid off shall be placed in a re-employment pool for a period of two (2) years. Such employees shall be offered any new or open jobs for which they are qualified. While in the re-employment pool, laid-off employees may continue participation in District insurance programs by paying the regular monthly premium to the district, subject to carrier approval. In the event a RIF process is instituted, the District shall post an updated seniority list and shall provide the President with a copy. The list shall be predicated upon the most recent date of hire for each employee, his/her current assignment and the bargaining unit positions for which the employee is certified. Such most recent date of hire shall be that employee’s seniority date. Ties in the seniority date of employees shall be resolved in the following priority: 1. Date employment began (for most employees this will be the first day of school in the year for which they were hired) 2. Date of Board approval of their employment 3. Date they returned their employment contract to the District District 4. By lot