Tie Breaking. When two or more regular employees have the same total Layoff credit, the tie shall be broken and preference given in the following sequence:
Tie Breaking. If it is found that two (2) or more employees in the Agency in which the layoff is to be made have equal seniority then the greatest length of continuous service in the Agency shall be used. If ties between employees still exist, the order of layoff shall be determined by the Agency in such a manner as to conserve for the State the services of the most qualified employees.
Tie Breaking. If a tie in seniority should occur between two or more teachers, the following criteria shall be used sequentially to determine the order of placement on unrequested leave of absence or recall:
Tie Breaking. In the event more than one (1) teacher has the same seniority date, all individuals so affected will participate in a drawing to determine placement on the seniority list. The Association and teachers so affected will be notified in writing of the date, place and time of drawing. The drawing shall be conducted openly and at a time and place that will reasonably allow affected teachers and Association representatives to be in attendance.
Tie Breaking. If a dispute cannot be resolved under Section 9.1.6.2 (Escalation), then:
Tie Breaking. (This section applies to teachers whose teaching assignment began after 01 September 2001.) Where two or more teachers have the same ranking, the ranking on the seniority list shall be in order of decreasing experience recognizable for salary purposes as a teacher with the Board and its predecessor in the secondary panel including any periods as a long term occasional teacher in the secondary panel; then
Tie Breaking. If a dispute cannot be resolved under Section 8.2.4.2 (Escalation), then, subject to Sections 8.2.4.3(c) and 0.0.0.0:
Tie Breaking. It is possible, in releasing an employee from a competitive level, to reach two (2) employees with identical retention standing. In such cases, the decision to retain one or the other employee in the competitive level shall be made on the basis of the following criteria in the following order: First: Employees most recent entry on duty (EOD) date with the Department; Second: Employees time in grade; and Third: Comparative number of RIF displacements resulting from release. The decision must be documented in writing and retained with RIF files. The Union shall be notified, in writing, of the names of such employees with identical retention standing, the decision as to which employee to retain, and the criteria that were used to make such a decision.
Tie Breaking. In the event of a staff reduction, action affecting employees whose first date of employment commenced on the same date, and have equal seniority, the selection of the employee for purposes of discontinuance shall then be determined by step placement on the salary schedule (higher step equals highest seniority). If the status continues to remain equal, seniority will then be determined by total years career teaching experience. If the status continues to remain equal, seniority will be determined by lane placement on the salary schedule (higher lane equals highest seniority). In the event the seniority status of the employees still remains equal, the selection of the employee for purposes of discontinuance shall be at the discretion of the school district based upon criteria including: performance, training, experience, skills in special assignments, and other relevant factors.
Tie Breaking. In the event the contracts of two (2) or more persons within a subject matter category were approved by the School Board on the same date, seniority will be determined in the following manner:
