FURLOUGH AND REDUCTION IN FORCE Sample Clauses

FURLOUGH AND REDUCTION IN FORCE. The Superintendent of Schools shall have the responsibility for determining the number of classified positions employed by the school district. If the Superintendent determines the need to reduce the number of classified positions, the Superintendent may, in his/her discretion, furlough classified employees for a specified period not to exceed ninety (90) days or declare a reduction in force. In either event, the following administrative implemental procedures shall take full force and effect and shall apply to all classified employees.
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FURLOUGH AND REDUCTION IN FORCE. Section 23.1 - The decision to conduct a furlough or a reduction-in-force (RIF) is a management right, and will be administered by the RBD in accordance with existing or future applicable laws and regulations. In the spirit of partnership, the RBD will consider the Local’s input concerning techniques to minimize the impacts to employees as well as the employer.
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FURLOUGH AND REDUCTION IN FORCE. Section 1. In the event an Agency contemplates a furlough or reduction in force (RIF), thirty (30) calendar days prior to submitting its furlough or RIF plans to the SPB, the Agency shall notify and meet with the Union, to discuss the furlough or RIF plan. Prior to meeting with the Union, the Agency is to provide the Union the RIF or furlough plan, including any pertinent data used by the Agency to support the RIF or furlough plan.
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FURLOUGH AND REDUCTION IN FORCE. Section 1. In the event an agency contemplates a furlough or reduction in force (RIF), prior to submitting its furlough or reduction in force plans to the SPB, the agency shall notify and meet with the Union to discuss the furlough or reduction in force plan and consider alternatives.
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FURLOUGH AND REDUCTION IN FORCE. (RIF) Except as otherwise provided for in this Article, a Reduction-in-Force (RIF), transfer of function, or furlough of more than 30 calendar days, shall be administered pursuant to 5 C.F.R. Part 351 and applicable law, rule, regulation, Departmental policy and this Agreement. Nothing in this Article waives any rights employees would otherwise have in the course of their employment under the CBA, law, rule or regulation.
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FURLOUGH AND REDUCTION IN FORCE. A. Upon determination that it is necessary to implement a reduction in force (layoff) or furlough, CYFD will provide written notice to the Union at least thirty (30) calendar days before the effective date of the reduction in force or furlough. The union may offer written alternatives to the reduction in force or furlough or suggestions regarding the implementation and/or impact within five (5) days of the date of the notice of reduction in force or furlough.
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FURLOUGH AND REDUCTION IN FORCE 
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Related to FURLOUGH AND REDUCTION IN FORCE

  • 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:

  • SENIORITY AND REDUCTION IN FORCE Section 1. Whenever a classified position is abolished, or a reduction in force becomes necessary, or an employee is laid off to create a vacancy for an employee moving from a higher classification, layoff shall be in reverse order of continuous service with the City.

  • 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 Procedure Should a situation arise which could result in a layoff of Faculty Members, the District shall provide the Federation with a written statement of the basis for the decision with supporting data and projected reductions that may be needed. Upon the request of either party, the District and the Federation shall meet promptly to discuss the impact of such action and any possible alternative courses of action. In the case of a reduction in force, the District shall notify the Federation in writing of the names of all Faculty Members to be laid off. This notice shall be given simultaneously with notification to the affected Faculty Members. This procedure shall also include all notifications of re-employment following a layoff.

  • REDUCTION IN WORKFORCE 16.01 The employer will layoff employees in reverse order of seniority within the classification provided those retained have the ability to do the work. No new employee will be hired until all those qualified employees with recall rights have been given the opportunity to return to work and have failed to do so.

  • 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:

  • Furlough If the Board implements a furlough under Texas Education Code section 21.4021, the Superintendent shall be furloughed for the same number of days as other contract personnel and the Superintendent’s salary shall be reduced in proportion to the number of furlough days.

  • 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.

  • 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.

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