Reduction-In-Force and Recall Procedures Sample Clauses

Reduction-In-Force and Recall Procedures. If the Board's decision to decrease the number of teachers employed or to discontinue some type of teaching service requires the RIF dismissal of teachers, the Board shall dismiss teachers in the position(s) affected by the RIF in order of the teachers’ RIF grouping, with teachers in RIF grouping one dismissed first and teachers in RIF grouping four dismissed last. The sequence of dismissal within RIF grouping one is at the District’s discretion. Within RIF grouping two, teachers with the lowest average performance evaluation ratings based upon the teacher’s previous two (2) performance evaluation ratings will be dismissed first. Within RIF groupings three and four, the teacher with the shortest length of continuing District service as defined by Article 10 shall be dismissed first. Teachers dismissed shall receive notices of honorable dismissal at least 45 days before the end of the school term in accordance with the requirements of Section 5/24-12 of The School Code. If a vacancy occurs for the following school term or within one calendar year from the beginning of the school term following its reduction-in-force, the Board shall tender the vacant position to the honorably dismissed teachers in RIF groupings three or four who are legally qualified to hold the position in inverse order of RIF dismissal. Any recalled teacher shall retain his or her accrued rights and all accumulated seniority; however, any period after the honorable dismissal during which the tenured teacher did not teach shall not be counted towards seniority. A teacher in RIF grouping two will be entitled to limited recall rights pursuant to Section 5/24-12(b) of the School Code, provided the teacher meets the qualifications for limited recall rights under the statute based upon their previous performance rating. To be eligible for recall, an honorably dismissed teacher must provide the District Board in writing, prior to the last day of the school term of dismissal, with the address where the teacher may be reached. The teacher must also notify the District Board in writing, within ten (10) calendar days of mailing or within five (5) calendar days of receipt of the offer, whichever shall first occur, of the acceptance of any vacant position tendered to the teacher during the recall period. Failure to notify the Board of acceptance shall constitute rejection of the offer of employment. Any teacher who rejects an offer of a full-time vacant position shall be deemed to have waived his or h...
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Reduction-In-Force and Recall Procedures. In the event a change in student population or other conditions necessitating a reduction of the number of teachers employed by the Board and for a recall of employees after such reduction, the following procedure shall be followed:
Sample 1
Reduction-In-Force and Recall Procedures. All layoffs or reductions-in-force shall be done in accordance with Section 24-11 and 24- 12 of Illinois School Code.
Sample 1
Reduction-In-Force and Recall Procedures. Evaluations, reductions in force and recall will be administered according to the provisions of the Illinois School Code. Evaluations shall be completed in accordance with the Performance Evaluation Reform Act (PERA) of 2010, as well as provisions of the Illinois School code [105 ILCS 5/art.24a] as well as Part 50 of the Illinois Administrative Code. Substantive evaluation comments and performance ratings shall not be subject to the grievance procedure.
Sample 1
Reduction-In-Force and Recall Procedures. 1. Teacher and Other Licensed Employees Reduction in force and recall shall be in accordance with the School Code. To be eligible for recall, an honorably dismissed tenured teacher must provide the Board of Education in writing, prior to the last day of the school term of dismissal, with the address where the teacher may be reached. The teacher must also notify the Board of Education in writing, within ten (10) calendar days of mailing or within five (5) calendar days of receipt of the offer, whichever shall first occur, of the acceptance of any vacant position tendered to the teacher during the recall period. Failure to notify the School Board of acceptance shall constitute rejection of the offer of employment. Any teacher who rejects an offer of a full-time vacant position shall be deemed to have waived his or her recall rights and will no longer be eligible for any other vacant positions that become available within the recall period. The School Board shall hold a public hearing on the question of its dismissals prior to approving any reduction-in-force of teachers in which the number of proposed honorable dismissal notices exceeds five (5) or 150 percent (150%) of the average number of teachers honorably dismissed in the preceding three (3) years, whichever is more. The District Joint RIF Committee will meet each year to discuss Teacher Reduction in Force and related matters. The first such meeting shall occur prior to December 1. Amendments to RIF procedures must be made by February 1 to apply to RIFs for that school year.
Sample 1
Reduction-In-Force and Recall Procedures. If the Board of Education decides to decrease the number of regularly employed educational support personnel employees employed or to discontinue some particular type of educational support service, the Board shall first dismiss, within the respective category of position, the employee with the least seniority as defined in Section 4.3 of this Agreement. Employees who are removed or dismissed shall receive a written notice of honorable dismissal in accordance with Section 10-23.5 of the Illinois School Code, or its successor. In the event that an employee is honorably dismissed due to a Reduction-In-Force, written notification shall be provided to the president of the Association within three (3) calendar days of the employee’s notification. If a vacancy occurs for the following school term or within one calendar year from the beginning of the school term following the reduction-in-force, the Board shall offer the vacant position to the employee with the most seniority on the recall list who was dismissed from the same category of position and is qualified to hold the position. To be "qualified" for a position, an employee must meet all of the requirements for the position, including any prerequisites established by the Board for employees in a particular category of position. An employee's failure to maintain the necessary qualifications for a particular category of position will result in a waiver of recall rights to any vacancy arising in such category during the recall period. Any recalled employee shall retain his/her previously accumulated seniority and sick leave but shall not accrue additional seniority or sick leave for the period after the honorable dismissal and prior to re-employment. To be eligible for recall, an honorably dismissed employee must provide to the Board, in writing, prior to the last day of the school term of dismissal, the address where the employee may be reached. The employee must also notify the Board, in writing, within fourteen (14) calendar days of the Board's mailing of the notice of vacancy, or within seven
Sample 1
Reduction-In-Force and Recall Procedures. If the Board's decision to decrease the number of teachers employed or to discontinue some type of teaching service requires the RIF dismissal of teachers, the Board shall dismiss teachers in RIF group one first and teachers in RIF grouping four last. The sequence of dismissal within grouping one is at the District’s discretion. Within RIF grouping two, teachers with the lowest average performance evaluation ratings based upon the teacher’s previous two performance evaluation ratings will be dismissed first. Within RIF grouping three and four, the teacher with the shortest length of continuing District service as defined by Section 8.1A shall be dismissed
Sample 1
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Reduction-In-Force and Recall Procedures. If the Board of Education decides to decrease the number of regularly employed educational support personnel employees employed or to discontinue some particular type of educational support service, the Board shall first dismiss, within the respective category of position, the employee with the least seniority as defined in Section 4.3 of this Agreement. Employees who are removed or dismissed shall receive a written notice of honorable dismissal in accordance with Section 10-23.5 of the Illinois School Code, or its successor. In the event that an employee is honorably dismissed due to a Reduction In Force, written notification shall be provided to the President of the Association within three
Sample 1
Reduction-In-Force and Recall Procedures 
Sample 1

Related to Reduction-In-Force and Recall Procedures

  • 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.

  • Termination Procedures The Contractor acknowledges that this Agreement may be terminated for Convenience or Default.

  • 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:

  • Layoff Procedures 120. Layoffs shall be administered pursuant as follows: An employee with permanent seniority in class shall have the right to displace an employee with less permanent seniority in the same class in any department. All bumping and displacement shall first occur within the department that affected the layoff in question prior to City-wide bumping.

  • REDUCTION IN FORCE (RIF Any reduction in licensed personnel will be in compliance with the Illinois School Code.

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