Procedures for Reduction in Force Clause Samples
Procedures for Reduction in Force. 12.1 The Board of Education retains the rights, authority, duties, and responsibilities to determine the need for faculty positions which will best provide the educational environment they deem most beneficial for this school district. In the event that a reduction in force becomes necessary, the following procedures will be utilized by the district's administrative staff to adjust the teaching force.
12.2 To determine the number of teaching positions to be reduced, the administrative staff will ascertain the educational program for the district to meet the educational goals established by the Board. The number of teachers needed to implement the district's educational program will then be determined by the administrative staff based on those educational goals as determined by the Board.
12.3 All teachers district wide will be evaluated in relation to the educational goals of the district. Individual qualifications and specific skill areas or disciplines shall be ascertained and applied to the teacher needs as determined by the Board. Table of Contents
12.4 The following qualifications, such as but not limited to: Teacher certification, teaching experience in subject area, evaluations, current educational training and the employee's experience within the district will be considered along with other qualifications, identified by the Board, in making staffing recommendations to the Board. In the event two or more teachers have similar qualifications, as determined by the Board, in a teaching area deemed necessary to fulfill the district's educational goals, the teacher with the greatest continuous service in the district will be retained. 12.5 Based on recommendations submitted by members of the district's administrative staff, the Superintendent shall recommend to the Board the teacher or teachers best qualified for the position or positions remaining. Teachers who have been reduced that year shall be given priority consideration through the following year for openings for which they are qualified. Table of Contents
Procedures for Reduction in Force. (a) Any necessary cutback in the number of employees shall be accom- plished as far as practicable by normal attrition. If cutbacks of bargaining unit employees become necessary, the Judicial Branch and the Union, at the request of the Union, will discuss possible alternatives.
(b) Layoffs within the bargaining unit may be instituted on a department- wide basis or may be limited to one or more position classifications. The employer shall select the classification(s) involved in the layoff.
(c) In the event a layoff is necessary, employees serving a probationary period in that classification shall be laid off first; thereafter permanent employees shall be laid off in inverse order of seniority.
(d) Seniority as used in this Article is defined as current continuous service as a full-time or part-time (pro-rated) employee in the employee’s current classification. Current continuous service of full-time Adult Probation Commission employees as of December 31, 1978, shall be deemed service in the Adult Probation series. The term ‘‘current classification’’ includes:
(1) for supervisory employees both the job title held and non-supervi- sory job titles in the classification series, e.g. a Chief Probation Officer’s service as a Probation Officer I, Probation Officer II, etc., constitutes service in the ‘‘current classification’’; and
(2) for non-supervisory employees all non-supervisory job titles in the classification series, e.g. a Probation Officer II’s service as a Probation Officer I, Trainee, etc., constitutes service in the ‘‘current classification.’’
(3) for non-supervisory employees, immediately prior permanent ser- vice in a professional bargaining unit classification that has been elim- inated.
Procedures for Reduction in Force. 1. Right to Notice of Honorable Dismissal and Continuous Service The employees who are subject to reduction-in-force shall receive notice by certified mail, return receipt requested, or personal delivery with a receipt at least forty five (45) days before the end of the school term, together with a statement of honorable dismissal and the reason therefor.
Procedures for Reduction in Force a. The SEEA President will be notified in writing of any intended staff reduction at least thirty (30) calendar days prior to June 1st and the Board may not take any official action for at least seven (7) calendar days after said notification.
b. To the extent possible, the number of teacher contracts to be suspended will be minimized by not employing replacements for those teachers who have retired, resigned, or whose contract has been non-renewed. It is recognized that attrition alone may not be sufficient to accomplish necessary reductions.
c. Seniority shall not govern the suspension of teaching contracts, except when making a decision between teachers who have comparable evaluations as defined below. Teachers who have the same effectiveness rating based on the definition below shall be deemed to have “comparable evaluations” for purposes of this Article.
1) Suspension of contracts shall occur to limited contract teachers first in each teaching field affected. The Board shall only give preference to a teacher with seniority when the teachers involved have comparable evaluations as defined herein or if the teacher to be retained has a higher effectiveness rating as defined by subsection 4) below.
2) Suspension of contracts for tenured teachers shall occur only after all limited contract teachers in the affected teaching field have been suspended. The Board shall only give preference to a teacher with seniority when the teachers involved have comparable evaluations as defined herein or if the teacher to be retained has a higher effectiveness rating as defined by subsection 4) below.
3) A teacher suspended pursuant to this Section may displace a less senior teacher in another certification/licensure area if the more senior teacher is certified/licensed in that area provided that no limited contract teacher may displace a continuing contract teacher and provided further that no teacher shall displace another teacher unless the displacing teacher has a comparable evaluation to the displaced teacher as defined below.
4) Except as set forth in subsection a) below, in determining comparable evaluations, a teacher’s best evaluation over the last two (2) years shall be utilized. Comparable evaluations shall be defined as follows:
a) All teachers who were rated “Ineffective” for the last two
Procedures for Reduction in Force. (a) Any necessary cutback in the number of employees shall be accomplished as far as practicable by normal attrition.
Procedures for Reduction in Force. 1. Right to Notice of Honorable Dismissal and Continuous Service The employees who are subject to reduction-in-force shall receive notice by certified mail, return receipt requested, or personal delivery with a receipt of no later than April 15 together with a statement of honorable dismissal and the reason thereof.
Procedures for Reduction in Force. If it becomes necessary to reduce the number of bargaining unit members in a job classification due to the abolishment of positions, lack of work or building closures, lack of funds, return to duty of regular employee on approved leave or for the reasons set forth in ORC 3319.172, the Board may make such reductions through the layoff procedure set forth herein. The number of persons affected by a layoff will be kept to a minimum by not employing replacements in the affected classifications, insofar as practicable, for bargaining unit members who retire, resign, or otherwise vacated a position in that classification.
Procedures for Reduction in Force. A. For purposes of determining the sequence of honorable dismissal in the case of a reduction in force, the length of continuing service of members is defined as the length of full-time, continuous service in SASED.
B. Members shall have their length of continuing service computed from the first day of current uninterrupted employment within SASED. That date of employment shall be the first day of work by the employee.
C. Continuous service is broken by termination of employment, or by failing to return to work upon expiration of an approved leave of absence. Continuous service is not interrupted due to an approved leave or if a Reduction in Force member is recalled within one calendar year of the beginning of the next school term.
D. In the event the SASED length of continuing service is equal between employees, the following procedures are utilized as a tie breaker:
1. Previous experience credit which is allowed for credit on the salary schedule.
2. Education beyond the bachelor's degree which is allowed as credit on the salary schedule.
3. As determined by lottery.
Procedures for Reduction in Force