Reduction in Force and Recall. Section 13.1. It is the intent of the parties, through this article, to establish an objective procedure by which a reduction in force (i.e., layoff or job abolishment) may be accomplished, should the need arise, and supersede the provisions of ORC 124.321 to 124.328, 124.37, OAC 123: 1-41-01 to 123: 1-41-22, and all local rules and regulations of the City of East Cleveland Civil Service Commission governing work force reductions.
Section 13.2. Employees may be laid off as a result of lack of work, lack of funds, or abolishment of position. In the event of a layoff, the Employer shall notify the affected employee thirty (30) calendar days in advance of the effective date of layoff. The Employer agrees to discuss with representatives of the FOP the impact of the layoff on the bargaining unit member. Any layoff in the bargaining unit shall be in accordance with departmental seniority, i.e., the most recent employee hired is the first employee laid off. Any employee laid off from a bargaining unit position may, at his option, displace a permanent part-time or intermittent employee in the same classification. Failure to bump or failure to accept a recall to a part-time or intermittent position shall not jeopardize an employee’s recall rights to a full-time position.
Section 13.3. Employees who are laid off shall be placed on a recall list for a period of three (3) years. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff, provided they are presently qualified to perform the work in the work section to which they are recalled. Any recalled employee requiring additional training to meet the position qualifications in existence at the time of recall must satisfactorily complete the additional training required in this section. Such training shall be at the Employer’s expense.
Section 13.4. The recalled employee shall have ten (10) calendar days following the date of recall notice to notify the Employer of his intention to return to work and shall have fifteen (15) calendar days following receipt of the recall notice in which to report for duty, unless a different date for return to work has been otherwise agreed upon.
Reduction in Force and Recall. The District and the REA shall annually convene the Joint Reduction in Force (RIF) Committee (Joint RIF Committee) before December 1 to discuss reduction in force issues outlined in Illinois School Code Section 24-12. Any agreement reached by the Joint RIF Committee shall be communicated to the superintendent and the REA prior to February 1 of the year in which the RIF Notices are being issued. In the event of a decision by the Board of Education to decrease the number of teachers employed by the Board or to discontinue some particular type of teaching service (RIF), the order of dismissal and recall shall be applied as outlined in Illinois School Code Section 24-12. Upon notification by the REA, the Board shall negotiate the impact of the decision of the RIF. Employees will be honorably dismissed according to the Sequence of Honorable Dismissal List. The honorable dismissal list will be categorized by names and positions and show the groupings (1-4) of teachers qualified to hold such positions, based on performance evaluations in accordance with the School Code. The Board will provide the REA with the Sequence of Honorable Dismissal List at least 75 (seventy-five) calendar days before the end of the school term. The Board will also provide the REA with a list showing the length of continuing service of each teacher who is qualified to hold any such position (“seniority list”) at least 75 (seventy-five) calendar days before the end of the school term. A copy of the seniority list shall be given to each teacher, and a copy shall be posted in each school building in a conspicuous place in the teachers’ lounge, at least 75 (seventy-five) calendar days before the end of the school term. Employees who believe there are inaccuracies in the positions they are qualified for, in their grouping (1-4), or in their seniority, must notify the Superintendent and the REA President within fifteen (15) calendar days of posting. If a revision is necessary, a corrected list shall be created and distributed to the REA within fifteen (15) calendar days of the employee’s written notification. Those teachers within Group 1 shall be the first to be honorably dismissed at the District’s discretion. Within Group 2, the sequence of dismissal shall be based upon average performance evaluation ratings, with the teacher or teachers with the lowest average performance evaluation rating dismissed first. Next in sequence of honorable dismissal are those teachers within Group 3, beginning ...
Reduction in Force and Recall. In the event a RIF (reduction in force) is necessary, any employee who is laid off and is a member of the retirement plan may withdraw the employee's total contribution without forfeiture of the employee's vested portion of the City's contribution. The vested portion of the City's contribution must remain in the employee's account with the carrier of the retirement plan or roll that vested portion over into an authorized XXX plan.
Reduction in Force and Recall. The Board shall give written notice to the Union of its intention to initiate a Reduction in Force ("RIF") at least ten (10) calendar days in advance of formal action by the Board to effect the RIF. The notice to the Union shall include the names and classifications of the employees to be RIFed, along with an updated seniority list. Employees shall be provided a notice of the RIF in accordance with the requirements of the applicable provisions of the Illinois School Code (currently Section 10-23.5, thirty (30) calendar days before the honorable dismissal takes effect) with honorable dismissal according to District seniority - least senior first - within the applicable classification; provided, however, all probationary employees (other than transfer employees on probation under Section 1.c. above) in the applicable classification shall first be dismissed followed by employees who volunteer, in writing within ten (10) weekdays of the Board's public action on the RIF, to be RIFed. RlFed employees will have recall rights in accordance with the applicable provisions of the Illinois School Code (currently Section 10-23.5, with recall by classifications in reverse order of dismissal for one (1) calendar year from the start of the school term following the RIF). In the event the District decides to transfer employees as a result of the RlF or reduction in hours, the transfer will first be on a voluntary basis, starting with the most senior employee by District seniority, continuing through the District seniority list until completed. If there are insufficient volunteers, the remaining positions shall be filled by involuntary transfer of the least senior employee within the classification first. Transfer rights as prescribed in Section 1.c. above shall be waived for this transfer process. In the event an employee(s) is involuntarily displaced due to a RIF, that employee(s) will have a one-time option to return to their former work location before Article II, Section 1.c. is implemented, provided there is a vacancy in such position. This one-time option will expire in one
(1) year after involuntary displacement. The Union and the District will meet prior to the RIF and the transfer process to review the seniority list on which RIF and transfer decisions will be made. Employees who are in higher classifications and have been selected for a reduction in force may bump an employee with less District seniority in a lower classification, provided that the senior employe...
Reduction in Force and Recall. 1. Reasons for Layoff/RIF: A layoff may occur only for the following reasons:
a. Decreased enrollment of pupils;
b. Abolishment of position due to changes in operations, programmatic changes or shortage of revenue;
c. Return to duty of regular employees after leave of absence;
d. By reasons of suspension of schools or territorial changes affecting the district;
e. By reason of the disqualification of an employee and his movement back to the formerly held position.
f. Other reasons approved by law. In making such reduction, the Board shall act in accordance with recommendation of the Superintendent of Schools.
Reduction in Force and Recall. When it becomes necessary to reduce the work force, the last man hired shall be laid off first, and when the force is again increased the men are to returned to work in the reverse order in which they were laid off, provided, however, the employees are competent in their jobs and can satisfactorily perform the work required.
Reduction in Force and Recall. In the event that economic circumstances require layoffs, and prior to making any decisions regarding the layoff of any Bargaining Unit Members, the Parties agree to bargain for the purpose of avoiding or minimizing such layoffs and to develop equitable criteria for determining which unit members will be subject to such layoffs.
Reduction in Force and Recall. A. If and when the District deems it necessary to initiate a reduction in the employee work force by laying off employees, the District agrees to provide the Association with an opportunity to propose alternatives.
B. When a lack of work exists and proposed alternatives to initiate a reduction in the employee workforce are exhausted. Employees shall be RIFd in reverse seniority based upon their work description.
C. The District shall maintain a list of laid-off employees. Qualified laid-off employees shall have first priority by seniority from the job title affected before hiring new employees is utilized.
1. The District's obligation to recall a laid-off employee shall cease when the employee does not respond and report within ten (10) workdays after certificate of receipt of written notification which has been sent by U.S. certified mail, return receipt requested, to the employee at the last known address to return to work.
2. A copy of the written notification to the employee will be provided to the Association.
3. Any employee who has not been recalled within twelve (12) months of layoff shall be considered terminated.
Reduction in Force and Recall. Reduction-in-Force will be conducted pursuant to the requirements of Article 24 of the Illinois School Code.
Reduction in Force and Recall. 1. If a transfer or reassignment is caused by a reduction in force at a particular school or schools, then a list of open positions in the school system will be made available to all administrators being involuntarily transferred or reassigned. Such administrators may request the positions in order of preference to which they desire to be transferred. Administrators being involuntarily transferred or reassigned because of a reduction in force shall have preference over those seeking voluntary transfer or reassignments, provided it is within the area of competence of the administrator and he/she is otherwise qualified for the position by educational or work experience.
2. For a period of two (2) years from the effective date a layoff commences, administrators who are laid off and have returned to Unit A shall be entitled to bid for openings in Unit B, notwithstanding their assignment to Unit A. Voluntary transfers within Unit B shall be considered first by the Superintendent and, at such time as there are no voluntary requests, administrators who are laid off shall be considered, provided it is within the area of competence of the former administrator and he/she is otherwise qualified for the position by educational or working experience or length of service. Whenever a member of Unit B is forced into Unit A, he/she shall maintain his/her seniority in Unit B for a five (5) year period; if recalled to Unit B, he/she shall not carry his/her Unit A seniority with him/her.
