RIF and Recall Sample Clauses
The 'RIF and Recall' clause governs the procedures and rights related to reductions in force (RIF) and the subsequent rehiring or recall of affected employees. Typically, this clause outlines the conditions under which employees may be laid off due to organizational needs, such as budget cuts or restructuring, and details the process for recalling those employees if positions become available again. For example, it may specify the order of layoffs based on seniority and the timeframe within which former employees are eligible for recall. The core function of this clause is to provide a fair and transparent framework for workforce reductions and to protect employees' rights to reemployment, thereby reducing uncertainty and potential disputes during organizational changes.
RIF and Recall. A. The term "RIF" as used herein refers to action by the Board reducing the number of employees in the District due to a financial emergency such as loss of local school levy, dramatic decrease in school enrollment or other serious revenue loss which necessitates reduction of program and corresponding reduction of staff. It does not refer to decisions to discharge or non-renew an individual employee for cause.
B. Employees with valid contracts will not be laid off during any school year. In the event of layoff, the Board shall provide written notice to all affected employees on or before May 15 of the school year preceding the year in which layoff would occur.
C. Employees shall not be laid off pursuant to a necessary reduction in personnel unless all available revenues of the District projected for the forthcoming fiscal year will not provide for a balanced budget as defined by projected expenditures exceeding projected income.
D. When the District is unable to maintain its ongoing program due to enrollment decline or revenue loss and after all sources of revenue have been thoroughly explored including local and federal sources, the necessity for staff reduction will be determined by the Board upon the recommendation of the Superintendent. (2008)
E. On or before April 15, acting on advice of the Superintendent concerning financial resources, the District shall determine the extent of a modified program of educational service to be provided for the ensuing school year and the positions to be eliminated.
▇. ▇▇▇▇▇▇ shall be by seniority, with the exception that any less senior teacher may be retained by the District if the District does not have capacity to fill necessary openings in accordance with state law without emergency endorsement, as modified by the provisions of this Article as hereafter established. Seniority is defined as length of service within the District as of the employee’s first working day: providing that any employee employed by the Board shall be granted full seniority credit for each year or portion thereof for teaching experience from any district in the state of Washington. Less than full-year teaching experience shall be computed as the actual number of days employed by a district as a full- time employee excluding any substitute service. A seniority list ranking each employee from greatest to least seniority shall be provided the Association by March 1. (2008)
G. In the event of more than one individual employee having the same sen...
RIF and Recall. Reduction in Force (RIF) as used herein refers to action by the Board reducing the number of employees in the District due to economic reasons only; it does not refer to decisions to discharge or non-renew an individual employee for cause or to non-renew a provisional employee in accordance with state law (RCW 28A.405.220). Employees with valid contracts will not be laid off during any school year. In the event of layoff, the following shall occur:
1. The Board will notify the Association no later than April 15 of an anticipated layoff. The notification will be accompanied by a detailed financial report on the financial affairs of the District. The financial report will demonstrate revenues projected for the forthcoming fiscal year that will not provide for a balanced budget. Balanced budget is defined as adequate revenue for projected expenditures.
2. The Superintendent will meet with the affected employees and Association representation to explain the reasons for layoff, answer questions, and assist in resume preparation.
3. In the event of layoff, the Board shall provide written notice to all affected employees on or before May 15, of the school year preceding the year in which layoff would occur. If the omnibus appropriations act has not passed the legislature by May 15th, then notification shall be no later than by June 15th. Layoff shall be by seniority. A seniority list ranking each employee from greatest to least seniority shall be provided to all employees and the Association by February 1 of each year. It shall be the responsibility of each employee to verify her/his seniority ranking and promptly report any dispute thereof in writing to the Association and the District. Each employee who, within fifteen (15) days after posting, fails to notify the Association and the District that a dispute exists regarding seniority ranking as posted, shall be presumed to have concurred with seniority ranking ascribed to such employee on the posted list. Seniority shall be based upon certificated experience in determining the following order:
1. Total years of certificated experience in the State of Washington. A full year shall be accrued for each year of full-time experience in a Washington school. Less than full- time experience shall be computed by the number of days worked divided by the number of days in a full year contract.
2. Total years of continuous experience in the Grandview School District as of the total commencement date noted on the employee’s ...