Reduction in Force Process Sample Clauses

Reduction in Force Process. For programmatic reductions not requiring layoff, but requiring non-renewal of fixed term appointments, the following process will be employed:
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Reduction in Force Process. For programmatic reductions not requiring layoff, but requiring non-renewal of fixed term contracts, the following process will be employed: The President shall develop a draft plan for program reduction, reallocation, or elimination. The draft plan will contain the number of fixed-term faculty, by college who will be non-renewed or significantly reduced in a subsequent contract year. The President shall submit the draft plan to the AAP for their review. The AAP may submit recommendations and/or reactions to the plan in a meeting with the President within 15 days of AAP’s receipt of the plan. The President will then prepare a final plan for Reduction, Reallocation, or Elimination, and will notify programs, etc., affected by the plan. The final plan will be made public to the University community. The President’s final plan for reduction in force is not grievable under the collective bargaining agreement, except as a specific violation of this section. Order of Reduction in Force If the President’s final plan includes reduction in force of bargaining unit members, the order of layoff within a program shall be as specified in Subsections (1) and (2) below. Order of layoffs within a program: Fixed-term faculty, (non-tenure track faculty with less that .5 FTE); Fixed-term faculty, (non-tenure track faculty .5 FTE and above); Within each of the categories above in Subsection (a), reductions shall be made in inverse order to the length of service at the University.
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Reduction in Force Process. Subject to the determinations in 26.1 above, the District agrees to the following:
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Reduction in Force Process. 12 The following process shall govern for the purposes of administering this Section.
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Reduction in Force Process. Should a lack of funds or program changes make necessary a reduction in any classification hours and/or personnel the following steps shall be used: District Seniority: Seniority for the purposes of RIF shall be defined as total continuous years of experience in the bargaining unit with the District. Determination: Staff reduction shall be determined according to district seniority with reductions beginning with the employee with the least seniority within job title, then by classification, last by District. Bumping: If any position to which an employee is permanently assigned and is reduced or abolished said employee may exercise district seniority. Bumping shall be confined to any position within the employee’s current classification/workgroup for which they have seniority, or if none exists, another classification/workgroup in which they have previously worked and are qualified. Such bumping into other classifications shall be in the following order: starting with the classification most recently worked and moving toward the classification worked least recently (ie: current classification, most recent, next most recent, etc). Bumping shall be further confined to only those hours/positions that would not result in an employee bumping into a higher pay level or more hours than their current assignment. Bumping Alternative (Bus Drivers & Custodians): For Bus Driver and Custodial positions, the District shall post all available positions with route information, work locations, hours, shift starting/stopping times and conduct a bid process. Recall Pool
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Related to Reduction in Force Process

  • 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.

  • 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:

  • WORKFORCE REDUCTION In the event that funding reductions or shortfalls in funding occur in a department or are expected, which may result in layoffs, the department will notify the union and take the following actions:

  • REDUCTION IN WORK FORCE 19.01 In the event of a reduction in the work force, regular employees shall be laid off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid off.

  • REDUCTION IN STAFF 15.1 Procedure According to provisions of Missouri Statute 168.124, the Board of Education may place on leave of absence as many teachers as necessary because of decrease in enrollment, school district reorganization, or financial conditions. Whenever the Board anticipates a reduction in teaching staff, the superintendent or his/her designee will notify the officials of the Association concerning the anticipated reduction in the teaching staff. A meeting between the Association officials and the superintendent or his/her designee will be scheduled for purposes of discussing the proposed reduction in staff within two weeks (2) following the above notification. Individual teachers will not be contacted prior to the above meeting. In placing teachers on leave, the Board shall be governed by the following provisions:

  • Staff Reduction In the event the District adopts a reduced educational program by reason of financial necessity, including but not limited to, levy failure and/or decreased State or Federal support, certificated employees who will be retained to implement the District’s reduced or modified program and those certificated employees who will be non-renewed from employment or adversely affected in contract status shall be identified by the provisions contained in this Article. If the District is only reducing provisional employees, the following procedures do not need to be implemented.

  • Termination in General If Executive’s employment with the Company terminates for any reason, the Company will pay or provide to Executive: (i) any unpaid Salary through the date of employment termination, (ii) any unpaid Annual Bonus for the fiscal year prior to the fiscal year in which the termination occurs (payable at the time the bonuses are paid to employees generally), (iii) any accrued but unused vacation or paid time off in accordance with the Company’s policy, (iv) reimbursement for any unreimbursed business expenses incurred through the termination date, to the extent reimbursable in accordance with Section 3, and (v) all other payments or benefits (if any) to which Executive is entitled under the terms of any benefit plan or arrangement.

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