Common use of - FORCE REDUCTION AND RECALL Clause in Contracts

- FORCE REDUCTION AND RECALL. 2 A. Bargaining unit positions shall be filled by employees of the Board. 4 B. When it becomes necessary due to lack of work, lack of funds, or job 5 abolishment to reduce the number of positions in a job classification 6 within the bargaining unit, the following procedure shall be used: 7 1. The Superintendent shall meet with the Union to first discuss the 8 potential reductions. The number of people affected by such 9 reduction will be kept to a minimum by not employing 10 replacements, insofar as practical, for those employees who 11 resign, retire or otherwise leave the employ of the district and 12 vacate a position. 13 2. Employees within this bargaining unit will be reduced within a 14 classification based on seniority. Seniority shall be defined asthe 15 employee's continuous length of service from the original date of 16 hire by the Board. In the event an employee is laid off, said 17 employee may displace the least senior employee within his/her 18 classification. If there is no less senior employee within the 19 displacing employee's classification, he/she may displace the 20 least senior employee in the next lower classification. In either 21 case, the employee must show to the satisfaction of the Associate 22 Superintendent of Business that he/she has the necessary 23 qualifications for such displacement. When a full-time employee 24 (defined as a person working at least 40 hours per week) within a 25 class is entitled to bump another employee in the same 26 classification, he/she must first bump an employee employed 27 within that classification full time, rather than an employee who 28 is employed part time (less than 40 hours per week) in that 29 classification and part time in a lower classification, subject to the 30 qualification requirement set forth above. (For example, a 31 full-time Class III has the right to bump another full-time Class 32 III, rather than a split Class II/Class III employee.) The same is 33 true for a person returning to the district from disability 34 retirement or an authorized leave. If there is no other full-time 35 employee in the class with less seniority than the bumping 36 employee, the bumping employee may bump a split-class 37 employee before bumping a full-time lower class employee, 38 again, subject to the qualifications requirement set out above. 39 The bumping employee is not entitled to choose which employee 40 to bump, but must follow the prescribed order. Employees may 41 not bump up in classifications. Part-time employees may never 42 bump a full-time employee, but may only bump other part-time 43 employees in the same or a lower class, subject to the 44 qualifications requirement set out above. In the event it is 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 3. 24 25

- FORCE REDUCTION AND RECALL. 2 A. Bargaining unit positions shall be filled by employees of the Board. 4 B. When it becomes necessary due to lack of work, lack of funds, or job 5 abolishment to reduce the number of positions in a job classification 6 within the bargaining unit, the following procedure shall be used: 7 1. The Superintendent shall meet with the Union to first discuss the 8 potential reductions. The number of people affected by such 9 reduction will be kept to a minimum by not employing 10 replacements, insofar as practical, for those employees who 11 resign, retire or otherwise leave the employ of the district and 12 vacate a position. 13 2. Employees within this bargaining unit will be reduced within a 14 classification based on seniority. Seniority shall be defined asthe as the 15 employee's continuous length of service from the original date of 16 hire by the Board. In the event an employee is laid off, said 17 employee may displace the least senior employee within his/her 18 classification. If there is no less senior employee within the 19 displacing employee's classification, he/she may displace the 20 least senior employee in the next lower classification. In either 21 case, the employee must show to the satisfaction of the Associate 22 Superintendent of Business that he/she has the necessary 23 qualifications for such displacement. When a full-time employee 24 (defined as a person working at least 40 hours per week) within a 25 class is entitled to bump another employee in the same 26 classification, he/she must first bump an employee employed 27 within that classification full time, rather than an employee who 28 is employed part time (less than 40 hours per week) in that 29 classification and part time in a lower classification, subject to the 30 qualification requirement set forth above. (For example, a 31 full-time Class III has the right to bump another full-time Class 32 III, rather than a split Class II/Class III employee.) The same is 33 true for a person returning to the district from disability 34 retirement or an authorized leave. If there is no other full-time 35 employee in the class with less seniority than the bumping 36 employee, the bumping employee may bump a split-class 37 employee before bumping a full-time lower class employee, 38 again, subject to the qualifications requirement set out above. 39 The bumping employee is not entitled to choose which employee 40 to bump, but must follow the prescribed order. Employees may 41 not bump up in classifications. Part-time employees may never 42 bump a full-time employee, but may only bump other part-time 43 employees in the same or a lower class, subject to the 44 qualifications requirement set out above. In the event it is 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 3. 24 251 necessary, a full-time employee may bump a part-time employee, 2 even though the part-time employee may have more seniority.