REDUCTION IN FORCE. It is understood and agreed that in addition to the above designated and related duties, full-time professional staff shall participate fully in the activities of institutional councils and/or committees. The employment status of the Employee shall be as follows: Executive/Managerial Appointment , not subject to tenure. Professional/Managerial Appointment , not subject to tenure. Other conditions of Employment:
REDUCTION IN FORCE. A. A reduction in force is defined as the involuntary elimination of a regular nurse’s position or an involuntary reduction of a regular nurse’s scheduled hours or shifts.
REDUCTION IN FORCE. In the event the Board of Directors, in its exclusive judgment, ultimately decides that a reduction in force shall be implemented, the Board shall specify the number of positions to be authorized within each job classification. Procedure: The Fire Chief shall then designate those employees to be laid off in accordance with the Board's specified number of authorized positions in each job classification and in accordance with the following procedures. Employees shall be laid-off in inverse order of seniority by job classification except that an employee in a higher paying job classification shall have the right to "bump" employees in lower paying job classifications in which the higher paid employee was previously employed. An employee who “bumps" to a lower paying job classification will be placed on the applicable seniority list for that classification according to the employee’s prior District service (promotion date) in that rank. Employee(s) cannot ”bump" into a lower paying job classification that they were not previously employed and successfully completed probation, unless while during probation in the lower paying job classification the employee was promoted into the higher paying job classification. Upon reduction employee must complete the probation period in lower paying classification. Employee(s) to be laid-off will commence with the highest job classification. Those employee(s) will be "bumped” and be integrated into the appropriate lower paying job classification prior to any employee being laid-off in the lower paying job classification. In the event that an employee ''bumps'' to a lower paying job classification in accordance with the provisions of this Article, their salary shall be immediately reduced to the step of the lower salary range which would have applied had the employee never been promoted to the higher paying position. Prior to an employee being laid off, said employee may be required to submit to a physical examination with a District paid physician. Said examination shall be based on present District physical, taking into consideration employee's age at the time of said examination. If said examination determines an employee to be physically disabled, and impaired their ability to be recalled, said employee may apply for disability benefits provided by the District. A disability shall not remove an employees name from the recall List, unless, said employee is determined to be totally disabled. Physical examinations shall be a...
REDUCTION IN FORCE. 30-1 The School District retains the right to determine when a reduction in force/layoff is necessary, the number of individuals whose employment must be terminated, and the areas within which such reductions in force will occur.
REDUCTION IN FORCE. If the Board determines it necessary to reduce the number of bargaining unit positions under O.R.C. 3319.17, the following procedures shall apply:
REDUCTION IN FORCE. If an excess of employees exists at an installation after satisfaction of the pre- conditions set forth in (B) above and after the lay- off procedure has been applied, the Employer may implement a reduction in force as defined above. Such reduction will be conducted in accordance with statutory and regulatory requirements that prevail at the time the force reduction is effected. Should appli- cable law and regulations require that other non-pro- tected, non-preference eligible employees from other seniority units be laid off prior to reduction in force, such employees will be laid off in inverse order of their craft seniority in the seniority unit. In determining competitive levels and competitive areas applicable in a force reduction, the Employer will submit its proposal to the Union(s) at least 30 days prior to the reduction. The Union(s) will be afforded a full opportunity to make suggested revi- sions in the proposal. However, the Employer, having the primary responsibility for compliance with the statute and regulations, reserves the right to make the final decision with respect to competitive levels and competitive areas. In making its decision with respect to competitive levels and competitive areas the Employer shall give no greater retention security
REDUCTION IN FORCE. Section 27.1 The Human Resources Policies and Procedures Manual Section 129 Reduction for Economy or Abolition of Position (Layoff) and Section 000 Xxxxxxx Xxxxxxxxxx Xxxx Xxxxxx shall be used for administering the layoff process except for the severance pay schedule which shall follow the provisions of Section 27.2
REDUCTION IN FORCE a reduction is the layoff of a classified employee from employment due to lack of work or otherwise pursuant to management rights. REEMPLOYMENT - the rehiring of a former permanent status employee into State classified service after a separation because of a reduction in force. REGISTER - the list of persons (including candidates for reemployment, competitive appointment, transfer, restoration and demotion) from which a certificate for position(s) within a class or classes is drawn. REGULAR HOURLY RATE - the amount of money obtained by dividing an employee’s basic weekly salary by forty (40). REGULAR WORK WEEK – Forty (40) hours of work per week. REINSTATEMENT - the return of the name of an eligible to a register. RESTORATION - the hiring within two (2) years of a former permanent status or limited status employee who was not dismissed under Article 14 and whose performance at the time of separation was at least satisfactory. Restoration rights apply to classes of positions assigned to the same or lower pay grade than the class of position previously held and for which the employee meets the minimum education and experience requirements. SCHEDULED OVERTIME - overtime work which is not the result of unexpected and unforeseen emergencies caused by circumstances beyond the control of management or by unexpected absences or regularly scheduled employees. SENIORITY - the length of continuous State service. SEPARATE - the act of terminating employment in State service. SICK LEAVE - paid authorized absence from duty due to employee’s illness, injury or quarantine; for his/her medical or dental appointments which cannot reasonably be made outside of working hours; or for death or illness in the employee’s immediate family. SPECIFICATION - a written description of the nature, level of responsibilities, required skills, and minimum qualifications for a class.
REDUCTION IN FORCE. A. In the event a reduction in force becomes necessary the Superintendent shall notify the Association of such necessity in writing with an explanation of the reasons. Such notification shall be prior to formal School Board action relating to such reduction in force.
REDUCTION IN FORCE. 35.01 Layoffs Layoffs of employees in the bargaining unit may only be made pursuant to ORC 124.321 et. seq. and Administrative Rule 123:1 41-01 et. seq. except as modified by this Article.
