REDUCTION IN FORCE PROCEDURES. If the Board determines that it is necessary to reduce the number of certificated/licensed positions, such reductions shall be for one or more of the following reasons:
REDUCTION IN FORCE PROCEDURES. 8.8.1 In the event it becomes necessary to apply a reduction in force, the following procedure will be implemented:
REDUCTION IN FORCE PROCEDURES. The term Reduction-In-Force as used herein refers to action of the District Board of Education reducing the number of regular full-time employees, not on Temporary Contracts, in the District because of the closing of a program, area, or position due to financial exigency, or due to other business necessity determined by the board. When, in accordance with the approved School Board RIF Policy and in the judgment of the Superintendent it is in the best interest of the School District, the Superintendent may recommend a reduction-in-force to the Board of Education.
REDUCTION IN FORCE PROCEDURES. A. If removal or dismissal of a teacher results from a decision of the Board to decrease the number of teachers employed by the Board or from discontinuance of some particular type of teaching service, the district shall follow the procedures prescribed by state law. If, after following the procedures prescribed by law, seniority between two or more teachers is identical, then the teacher with the greater total length of in district teaching experience shall be considered more senior. If there still continues to be a tie, the teacher with the greater total length of teaching experience shall be considered more senior. If there is still a tie, the District shall determine seniority using a lottery method.
REDUCTION IN FORCE PROCEDURES. An employee designated for layoff due to the employee's position being abolished or transferred may exercise retention rights. Retention rights shall be exercised in the following manner:
REDUCTION IN FORCE PROCEDURES. 1. Attrition by resignation and retirement shall be utilized as the first means of Employee reduction within each affected job classification.
REDUCTION IN FORCE PROCEDURES. Reduction in force shall be made on the basis of seniority accrued. Employees with the least seniority in the affected category of position shall be removed in such sequence (i.e. least to most senior) until the necessary reduction has been made, provided more senior employees are qualified to hold the positions of the less senior employees. In determining an employee’s qualifications for purposes of reduction-in-force, the Board shall consider any statutory or regulatory employment pre-requisites, and the specific skills required for the position as determined by the District in its policies, rules, regulations, or job descriptions.
REDUCTION IN FORCE PROCEDURES. 16 5-1 Criteria – Personnel Affected – Certified &Non-Certified Instructor 16 5-2 Procedures for Hearings – Certified &Non-Certified Instructor 17 5-3 Reinstatement of Program, Area or Position – Certified& Non-Certified 18 5-4 Criteria – Personnel Affected – Support Employees 18 5-5 Procedures for Hearings – Support Employees 19 5-6 Reinstatement of Program, Area or Position –Support Employees 20
REDUCTION IN FORCE PROCEDURES. 28.01 The Employer agrees to give the Union the maximum amount of advance notice, consistent with sound management practices, of expected reductions in force.
REDUCTION IN FORCE PROCEDURES. Employees removed or dismissed by reduction-in-force shall be honorably dismissed in order of seniority within their respective category of position. Employees with the shorter length of continuing service in the District shall be dismissed first, provided employees with greater service are qualified to hold the positions of those employees with shorter lengths of service. Nothing in this Reduction-In-Force Article is intended to preclude or restrict the Board, in its discretion, from assigning or transferring employees to positions for which they are qualified. In determining an employee's qualifications for purposes of reduction in force, the Board shall consider any statutory or regulatory employment prerequisites, and the specific skills required for the position as determined by the District in its policies, rules, regulations, or job descriptions.
