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 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. 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. 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. A. In any reduction of educational personnel necessitated as a result of budgetary actions, or declining enrollment, educational personnel shall be laid off solely on the basis of certification in the subject field assignment, qualifications, and on system-wide seniority counted from the most recent date of employment. The employee with the least amount of seniority shall be identified for layoff. In addition, an individual employee’s second endorsement shall apply if the employee has teaching experience in the area of second endorsement and the Board has a need in a specific second endorsement subject area. A violation of this procedure only, may be the subject of a grievance. Decisions to layoff by the Board are not subject to the grievance procedure. Systemwide seniority shall be defined as per Article I, Section 1.5.
REDUCTION IN FORCE. In the event there is a reduction in the bargaining unit, notice to affected employees shall be given no later than forty-five (45) days prior to the end of the current school term with the effective date being the end of the school year. All part-time personnel will be reduced prior to full-time personnel. If further reductions are necessary, layoffs shall be on the basis of bargaining unit seniority from the classification(s) affected. An employee so reduced from a classification may bump the least senior bargaining unit employee whose job he/she is able to perform, provided however, that the employee to be bumped has less seniority. The District shall maintain and provide to the Union by February 1st, an up-to- date seniority list showing the bargaining unit seniority of all bargaining unit members in each classification. Recall of reduced employees shall extend for a period of twelve (12) months commencing from the beginning of the following school term in the reverse order of layoff with those of greatest bargaining unit seniority being recalled first. Employees on layoff shall maintain a current address and phone number with the Department and/or Human Resources. Any employee failing to respond to such recall notice within five (5) working days of such notice, or refusing such position will relinquish recall rights and seniority. All benefits to which an employee was entitled at the time of his/her layoff, including unused accumulated sick leave, vacation leave, seniority (bargaining unit and classification), will be restored to the employee upon his/her return to active employment and the employee will be placed on the salary schedule for the current position on the basis of the employee’s previous bargaining unit experience.
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. In the event the Board determines that a number of employees must be reduced for any reason, such reduction in employees shall be based on objective, reasonable and nondiscriminatory standards which (1) shall not be arbitrary or capricious, (2) shall not deprive employees of other rights conferred by this agreement or laws of Florida and the United States, and (3) shall be capable of uniform application. The Board reserves the right to conduct a reduction in force (layoff) at any time in accordance with the provisions of this Article and Article II. If a reduction in employees is determined to be necessary, the following procedure shall be controlling:
REDUCTION IN FORCE. 1. In the event it becomes necessary for the Superintendent to reduce the number of employees in the bargaining unit because of budgetary limitations, reorganization or other similar reasons, the procedures set forth in this Article will govern the layoff and recall of employees who are affected by any such reduction.
REDUCTION IN FORCE. The Board reserves the right to non-renew professional employees because of a decrease in the number of pupils or for any other causes over which it has no control. The Board will use normal attrition of staff (i.e., resignation, retirement, leaves of absence) as the first means of achieving a reduction in professional staff. However, in certain cases, normal attrition may not be sufficient to achieve the necessary reduction of professional staff. [In such a case, the selection of professional employees for non-renewal shall be made in a non-arbitrary manner.] The Superintendent will review all relevant facts and circumstances and will recommend appropriate actions to the Board of Education. Any reduction of professional staff will occur on a district-wide basis.