Course Reassignment Clause Samples

Course Reassignment. If an adjunct’s load falls below 6 LHEs because their assigned courses have been canceled or reassigned, the ▇▇▇▇ or designee shall assign them other courses previously assigned to an adjunct with less seniority, following the procedure below. Only adjuncts who have completed 11 or more semesters of teaching are eligible to have a course reassigned to them. 1. Reassignment will be based on seniority. Wherever possible, courses will be taken from the least senior part-time faculty members first. 2. An adjunct must have taught the reassigned course at Oakton within the previous three years or have the ▇▇▇▇’▇ approval. 3. An adjunct may not be reassigned to a course section designated for a specific instructional approach, mode of delivery, course site or restricted audience. 4. An adjunct may only be reassigned to a course section that meets the full enrollment requirement, generally 10 students. 5. Ordinarily, an adjunct should only be reassigned to courses within the window of availability indicated on their Adjunct Scheduling Preference Form. 6. Ordinarily, when other options are available, an adjunct will not be moved out of a course if this would cause the adjunct to lose all courses for that term. 7. An Affiliated Adjunct who requires reassignment two semesters in a row to maintain load will not be eligible for Affiliated Adjunct status in the following year and the position will be removed from that discipline. Adjuncts who have taught fewer than 11 semesters Not eligible Adjuncts who have taught 11 or more semesters Eligible for a course previously assigned to adjuncts/part-time faculty who have taught fewer than 11 semesters Only to prevent falling below 9 LHEs (Affiliated Adjuncts) or 6 LHEs (adjuncts with 11 or more semesters). Affiliated Adjuncts and adjuncts who have taught 22 or more semesters Eligible for a course previously assigned to adjuncts/part-time faculty who have taught fewer than 22 semesters Only to prevent falling below 9 LHEs (Affiliated Adjuncts) or 6 LHEs (adjuncts with 22 or more semesters).
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Related to Course Reassignment

  • Room Reassignment The Manager may in its sole and unfettered discretion, relocate the Resident to another Room upon 48 hours advance written notice. The Resident agrees to comply with the terms of any relocation notice and to remove and relocate the Resident’s property to the Room designated in the relocation notice. Residents are required to comply with any de-densifying efforts required on campus due to Covid-19 or other public health or safety emergency, including, but not limited to, the relocation of all or some residential students to alternative housing. Relocation does not constitute a termination of a residential student’s housing contract. In the event that the Manager must relocate students as part of a de-densifying strategy due to public health, safety or other concerns for an extended period of time and alternative housing is not available, the Manager may, in its sole and unfettered discretion, pay impacted students fair and reasonable reimbursement (as determined by the Manager) as appropriate and based on information available at that time and in full and final satisfaction of the Manager’s and the Institution’s obligations hereunder.

  • Reassignment The Superintendent cannot be reassigned from the position of Superintendent to another position without the Superintendent’s express written consent.

  • Voluntary Reassignment If a vacancy occurs in the same or other department or division outside the unit member’s normal assignment, the unit member may submit a written request to the College President to be reassigned. Such requests, if received at least one (1) week prior to the closing date for application for an advertised position, shall be considered before those of other applicants.

  • Involuntary Reassignment a. Involuntary reassignment shall mean a District-initiated reassignment from one school or site to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license. b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin. c. The involuntary reassignment of an SSP Employee should be used to best meet the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment. d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, a similar position arises at the SSP Employee’s previous school or site, the employee will be given an opportunity to return if they desire. h. Once notified of the need for involuntary reassignments by the appropriate District department leader, or designee, the affected SSP Employee will still have the opportunity to pursue voluntary reassignment.

  • Reassignments Professional staff members serving under a multi-year contract may be assigned by the President to any professional position within their areas of competence and qualifications during the term of the contract, but their salaries may not be reduced during the duration of the contract below that which they would have received had they continued in their original position, and they may be dismissed from the College/University during the term of the contract only for cause consistent with appropriate statutory provisions. exist.