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. A. In the event that a reduction in the number of teachers with professional teacher status (PTS) is deemed advisable by the Superintendent, the following rules shall apply in the determination of which teachers are to be laid off:
1. Teachers with PTS shall not be laid off if there is a teacher without PTS whose position the teacher with PTS is qualified to fill.
2. Reduction in force of a teacher with PTS within the targeted disciplines shall be based on a teacher’s job performance and the best interest of the students, which is defined as the teacher’s most recent summative overall evaluation ratings as compared to other teachers’ most recent summative overall evaluation ratings (with ratings of Meets the Standards of the Southborough School District for evaluations prior to 2013-2014). Proficient and Exemplary will be considered equal.
a. If there is a tie using the above criteria, the tie shall be broken by seniority, with the least senior teacher in the discipline targeted laid off first. If there is still a tie, versatility and/or licensure will be the determining factor. A teacher’s placement on the salary schedule shall not be a factor in the consideration of layoffs.
3. Seniority shall be defined by the length of uninterrupted service in full-time equivalent years and days working under a valid license, from the most recent commencement of service. A seniority list by name shall be provided to the Association by November 15. Disputes over the list shall be submitted to the Superintendent within 30 calendar days of distribution. The Superintendent will respond in writing within 30 calendar days.
4. Unpaid leaves of absence shall not cause an interruption in seniority, but shall not be counted toward credit. Professional status teachers who face the prospect of employment termination, as a result of a reduction in force, shall be informed in writing by May 1 of the school year preceding the anticipated reduction, when feasible.
5. Teachers with professional teacher status who have been reduced shall be eligible for continued participation in group insurance plans at their own expense to the extent provided by federal (COBRA) regulations.
B. Teacher Recall Procedures In the event of a layoff or a reduction in force, teachers who have been rated Proficient or Exemplary at the time of layoff are eligible for recall. No new employee shall be hired for a permanent position until such time as every eligible employee on the recall list has been given an o...
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. 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. 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.
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. A. If business conditions require a reduction-in-force, Ramp Agents shall be laid off/furloughed in reverse Job Seniority order at their location. The affected employee will retain the right to exercise his/her Job Seniority to bump into another station. The Company may solicit volunteers in Job Seniority order that are willing to accept furlough. The Company also may offer to Full-Time employees, in Job Seniority order, the option to reduce to a Part-Time status to avoid or reduce the impact of a reduction-in-force. Ramp Agents who are furloughed shall continue to accrue Company and Job Seniority. There shall be no loss of accrual rate of vacation, or accrual rate of sick time due to the layoff/furlough. Ramp Agents who are laid off/furloughed will be eligible for recall when business conditions warrant. In the event of a recall, Ramp Agents shall be recalled in Job Seniority order.
B. It is the sole responsibility of each employee to keep his/her current address and telephone number on file with the Human Resources Department and District Lodge 141. The Company shall be responsible for providing and maintaining a database where all Ramp Agents must update their address and telephone numbers as needed.
X. Xxxxxxxx pay shall be applicable to any Ramp Agent that has one (1) or more years of Job Seniority. Furlough pay shall be one week of pay for each year of service with a minimum of two (2) weeks, and a maximum of six (6) weeks of furlough pay. A Full-Time employee’s furlough pay shall be calculated based on a forty (40) hour work week. A Part-Time employee’s furlough pay shall be calculated based on a twenty (20) hour work week. This furlough pay provision shall not apply where the furlough is occasioned by Acts of God, emergency, labor dispute, or other work stoppages and all other circumstances over which the Company has no control.
D. Except as otherwise provided, Fort Lauderdale based employees whose Job Seniority is on or prior to June 14, 2015 will continue to accrue Job Seniority, while on furlough. Except as otherwise provided, employees hired after June 14, 2015 will retain and continue to accrue seniority for a maximum of five (5) years.
E. A furloughed employee must respond to a notification of recall within seven (7) calendar days. An employee shall have up to fourteen (14) calendar days to report to work after responding to and accepting the notification of recall. If an employee declines recall, or fails to report within the fourteen (14) c...
