REDUCTION IN FORCE (RIF. If the Board determines it necessary to reduce the number of teaching positions, the following procedures shall apply: A RIF may occur for the reasons set forth in Ohio Revised Code 3319.17, as well as for curriculum changes and/or financial reasons.
REDUCTION IN FORCE (RIF. Any reduction in licensed personnel will be in compliance with the Illinois School Code.
REDUCTION IN FORCE (RIF. School districts are finding it necessary to reduce their teaching staffs because of budgetary constraints, declining enrollments, return to duty after a leave of absence, suspension of schools, territorial changes impacting the district, changing course offerings and selections, and other comparable factors. In recent years, the Wickliffe School System has found it necessary to reduce staff for similar reasons and may be required to do so in the future. In accomplishing reductions in force, the overriding concern has been, and in the future must continue to be, the welfare of the children of the school district. Staff reductions can be achieved through administrative procedures and efforts which are as fair as is practicable to the personnel of the school system as a whole, under the difficult circumstances almost always attendant when a reduction in force takes place. Because of the compiling interests that come into play, no set of procedures for staff reduction is likely to be personally satisfactory to everyone affected or concerned. Hard and fast rules cannot be applied in determining the extent to which reductions are necessary, or for determining which positions or employees will be affected. Seniority, for example, can and should play a legitimate role in determining the order in which reductions in force are made, but inflexible adherence to seniority does not. Compliance with state and federal laws relating to employment decisions or achievement of the educational aims of the school system may require taking factors other than seniority into account. These administrative procedures have been established so that the certified employees of the school district can better understand in a general way what may happen should a reduction in force take place. These procedures are subject to revision in the future to ensure accomplishment of the educational aims of the school system and to insure compliance with state and federal laws relating to employment decisions.
REDUCTION IN FORCE (RIF. REASONS FOR RIF: Bargaining unit members employed by the Board shall only be subject to a RIF in compliance with reasons listed in ORC 3319.17. The Board shall within each field of certification affected, give preference to teachers on continuing contract over teachers on limited contracts.
REDUCTION IN FORCE (RIF. 14.1 When the Board of Education determines it necessary to reduce the number of certified positions for reasons set forth in the Ohio Revised Code, lack of funds1, or for necessary programmatic reasons, the following procedures shall apply:
REDUCTION IN FORCE (RIF. 6.3.1 The District will determine which positions will be reduced or eliminated. The following process will stipulate how a layoff will occur as well as determine which employees, if any, will be displaced. The District shall notify the classified employee and the Union in writing not less than fifteen (15) workdays prior to any layoff or reduction in force, except in extenuating circumstances. The identification of employees to be laid off/displaced within a job classification group shall be determined by inverse bargaining unit seniority with the impacted employee being the least senior employee(s) in the classification group / range being affected.
REDUCTION IN FORCE (RIF. 13.1 This Section 13 shall apply to all Covered Employees.
REDUCTION IN FORCE (RIF. A. If it becomes necessary for the Board to reduce the number of employees within a job classification due to abolishment of positions, lack of funds or lack of work, the following procedures shall govern such layoff.
REDUCTION IN FORCE (RIF. 29 The District will conduct a reduction in force according to seniority within the RIF classification, as 30 defined in the appendix. When the District determines to RIF employee(s), the least senior 31 employee(s) within the RIF classification will be RIF’d. A reduction in employee(s) work hours of 32 one hour or more shall be considered a reduction in force unless otherwise agreed to by the District 33 and the Association. Employees laid off/reduced in hours as a result of reduction in force will be 34 placed in a reemployment pool and will have priority (as provided by Section 10.6) in the filling of 35 an opening/restoration of hours in the RIF classification according to seniority. Personnel shall 36 remain in the pool for twenty four (24) months following the reduction in force. 38 All employees who have been placed in the reemployment pool shall be reemployed before anyone 39 from outside the District is employed. Exceptions may be made if no one in the pool meets the 40 minimum qualifications for the open position. 41 42 Section 10.8. Layoff. 43
REDUCTION IN FORCE (RIF. 1. 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, or for any other good reason, the Board may make such reductions through the reduction in force procedure set forth herein. On a case-by-case basis, in lieu of suspending a contract in whole, the Board may suspend a contract in part so that an individual is required to work a percentage of the time the employee otherwise is required to work under the contract and receives a commensurate percentage of the full compensation the employee would receive under the contract. Any bargaining unit member subjected to a percentage reduction shall have priority in receiving full-time work when it becomes available.
