Layoff Considerations. The selection of employees in the layoff unit to be laid off will be determined as follows:
Layoff Considerations. The selection of faculty in the layoff unit to be laid off will be determined as follows:
Layoff Considerations. (a) The University shall consider appropriate factors including, but not limited to, rank; length of continuous employment at the University; performance evaluations; the employee’s academic training and credentials; external professional reputation and experience; teaching effectiveness; research record; and service to the profession, community, and public prior to conducting any layoff.
Layoff Considerations. A. Faculty members affected by a reduction in force will be determined by the following:
Layoff Considerations. The selection of employees in the layoff unit to be laid off will be determined as follows: 1182 1183 1184 1185 1186 1187 1188 1189 1190 1191 1192 1193 1194 1195 1196 1197 1198 1199 1200 1201 1202 1203 1204 1205 1206 1207 1208 1209 1210 1211 1212 1213 1214 1215 1216 1217 1218 1219 1220 1221 1222 1223 1224 1225 1226 1227 1228 1229 1230 1231 1232 1233 1234 1235 1236
Layoff Considerations. 23 If layoffs within an academic unit are necessary, the employee(s) in said academic unit with the fewest RIF 24 points shall be laid off until layoffs are no longer necessary. RIF points are calculated as follows:
Layoff Considerations. A. The following criteria (the “Criteria”) shall be used to rank bargaining unit members to be retained in a reduction in force:
Layoff Considerations. The selection of Faculty in the layoff Unit to be laid off will be determined as follows: No tenured Faculty will be laid off if there are non-tenured Faculty in the layoff unit. No non-tenured Faculty in the layoff Unit with more than five (5) Years of Continuous Service will be laid off if there are any such Faculty Members with five (5) years or less service. The sole instance in which only one (1) Faculty Member will constitute a layoff Unit is when the functions that the Faculty Member performs constitute an area, program, or other level of organization at the University. The provisions of Sections 14.2(a) and (b) (Layoff Considerations) will apply unless the University determines that an Affirmative Action employment program will be adversely affected. When an Affirmative Action program has been so affected the University will notify the UFF in writing. Where Faculty are equally qualified under (a) or (b), above, those Faculty will be retained who, in the judgment of the University, will best contribute to the mission and purpose of the University. In making such judgment, the University will carefully consider each Faculty Member’s length of Continuous Service and will take into account other appropriate factors, including but not limited to
Layoff Considerations. In the event of a layoff, the determination of which employees to retain and which employees to separate will be based on College needs and the qualifications of the employees in the academic unit or program affected, as evidenced by the following criteria ranked in descending order of importance:
Layoff Considerations a. The following is a checklist of various matters that laid off teachers should be concerned about at the time of their layoff: unemployment compensation entitlement and filing procedures; continued Retirement System membership; continued interest on the individual’s pre-layoff retirement contributions; health care and dental coverage status; accidental death and dismemberment coverage; severance entitlement; system seniority/certification standing; system seniority and building seniority rights; system seniority accumulation while on layoff; tenure information and rights; procedures for recall; future employment opportunities; implications of substitute work; payroll- deduction auto insurance status; payroll-deduction annuity status; payroll-deduction homeowners status; payroll-deduction disability status; credit union rights; leaves of absence information, particularly maternity leave matters; and any other pertinent information and advice relevant to layoff and recall.
