Common use of LAY-OFF AND RECALL Clause in Contracts

LAY-OFF AND RECALL. A. The Superintendent (or his/her designee) may lay off any employee by reason of elimination of position, shortage of work or shortage of funds. The employee shall remain on lay off status for a period of one calendar year. Employees on lay off status shall retain, but not utilize, accrued sick leave and shall be paid off for any accrued annual leave. B. An employee shall not be laid off while there are temporary employees, or probationary employees serving in the same position classification at the same site. For purposes of this Article, Kotzebue shall be considered one site. C. The order to lay off shall be by position classification at the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. D. Seniority shall be determined by the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods of nine and ten month bargaining unit members do not constitute a break in service. E. In each case of lay off, the Superintendent shall give at least fourteen (14) calendar days written notice to the employee stating the reasons therefore. A copy of the notice will be placed in the member’s personnel file. F. An employee on the lay-off list shall be offered reappointment to position classification openings for which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudice.

LAY-OFF AND RECALL. A. The Superintendent (or his/her designee) may lay off any employee by reason If it becomes necessary to reduce the number of elimination employees in a job classification due to abolishment of position, shortage of work or shortage lack of funds, or lack of work, the following procedure shall govern such lay-off. 1. The number of people affected by reduction in the force will be kept to a minimum by not employing replacements in so far as practical of employees who resign, retire, or otherwise vacate a position. 2. Whenever it becomes necessary to lay-off employees by reasons as stated above, affected employees shall be laid off according to seniority within the job classification, with the least senior employee laid off first. Seniority shall be defined as the uninterrupted length of continuous service with the board of education in the particular job classification computed from the latest date of hire or appointment to their present classification. Authorized leaves of absence shall not constitute an interruption in continuous service, but time spent on such leaves shall not be computed for seniority purposes. See Article 36 for determination of identical seniority. 3. The following classifications shall be used for the purpose of defining classification seniority in the event of lay-off: Building Custodians Cafeteria Personnel Media Aides Bus Drivers Cleaning Personnel Playground Aides Bus Mechanic Custodial Personnel Secretaries 4. The board of education shall determine in which classification the lay-off should occur and the number of employees to be laid off. In the classifications of lay-off, employees on probation shall be laid off before any employee in that classification employed under a continuing contract is laid off. 5. Twenty (20) days prior to the effective date of lay-off, the board of education shall prepare and post for inspection in a conspicuous place a list containing the names, seniority dates, and classifications, and indicate which employees are to be laid off. Each employee to be laid off shall be given advance notice of the lay-off. Each notice of lay-off shall state the following: a. Reason for the lay-off or reduction. b. The effective date of lay-off. c. A statement advising the employee of their rights of reinstatement from the lay-off. 6. Employees who are laid-off according to this article may bump the least senior employee in a classification previously held by said laid-off employee, so long as, the laid-off employee is more senior than the employee they wish to bump. 7. Reduced employee(s) shall remain on lay off status the recall list for a period of one calendar yeartwenty-four (24) months beginning the effective date of the layoff. Employees on lay off status shall retain, but not utilize, accrued sick leave and shall be paid off for any accrued annual leavenotified of said recall by US Certified Mail to their last known address. B. An 8. Any employee effected by the Reduction-In-Force shall have the right to volunteer to be placed on the recall list if he/she does not wish to bump. Once an employee chooses to be placed on the recall list that employee shall not be laid off while there are temporary employees, or probationary employees serving in the same position classification at the same site. For purposes of this Article, Kotzebue shall be considered one siteallowed to bump another employee. C. The order to lay off shall be by position classification at the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. D. Seniority shall be determined by the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods of nine and ten month bargaining unit members do not constitute a break in service. E. In each case of lay off, the Superintendent shall give at least fourteen (14) calendar days written notice to the employee stating the reasons therefore. A copy of the notice will be placed in the member’s personnel file. F. An employee on the lay-off list shall be offered reappointment to position classification openings for which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudice.

LAY-OFF AND RECALL. A. 10.1 All bargaining unit members shall be employees of the Willard City Board of Education. 10.2 If it becomes necessary to reduce the number of employees in a job classification due to the return to duty of an employee from an approved leave of absence, the suspension of schools, territorial changes affecting the District, decreased enrollment of pupils, or financial reasons, the following procedure shall govern such lay-off. Any employee affected by this action shall have the ability to bump an employee with less seniority within the same classification. 10.3 The Superintendent (number of people affected by reduction in the force will be kept to a minimum by not employing replacements in so far as practical when employees resign, retire, or his/her designee) may otherwise vacate a position. 10.4 Whenever it becomes necessary to lay off any employees for reasons as stated above, affected employees shall be laid off according to seniority within the job classification, with the least senior employee by reason laid off first. Seniority shall be defined as the uninterrupted length of elimination continuous service with the Board of position, shortage Education in the particular job classification computed from the latest date of work hire or shortage appointment to their present classification. Authorized leaves of funds. The employee absences shall remain on lay off status for a period of one calendar year. Employees on lay off status shall retainnot constitute an interruption in continuous service, but not utilize, accrued sick leave and shall be paid off for any accrued annual leave. B. An employee time spent on such leaves shall not be laid off while there are temporary employees, or probationary employees serving in computed for seniority purposes. In the same position classification at the same site. For purposes of this Article, Kotzebue shall be considered one site. C. The order to lay off shall be by position classification at the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. D. Seniority shall be determined by the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods of nine and ten month bargaining unit members do not constitute a break in service. E. In each case of lay off, identical seniority the Superintendent shall give at least fourteen (14) calendar days written notice to the employee stating the reasons therefore. A copy date and time of the notice original application will be placed in the member’s personnel file. F. An employee on the lay-off list shall be offered reappointment used to position classification openings for determine which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudicelaid off first. 10.5 The following classifications shall be used for the purpose of defining classification seniority in the event of a lay-off: A. Bus Drivers G. Bus Mechanic B. Custodians H. Bus Mechanic Helper C. Cooks I. Building Maintenance D. Secretaries ▇. Building Maintenance Helper E. Library ▇▇▇▇▇, ▇. Food Service Driver Study Hall Supervisors L. Attendance Officer

LAY-OFF AND RECALL. A. The Superintendent (or his/her designee) may word “lay off any employee by reason of elimination of position, shortage off” means a reduction in the working force due to a reduction of work or shortage a lack of funds. The employee Board alone shall remain on have the right to determine when and if any of its employees are to be subject to any lay off status for a period of one calendar year. Employees on lay off status shall retainoff, but not utilize, accrued sick leave and shall be paid off for any accrued annual leavethe sole judge of how long such conditions shall continue. B. An employee If it becomes necessary to reduce the working staff by means of a “lay off” the probationary employees within the affected classifications shall not be laid off while there before any employees with seniority are temporary employees, or probationary so affected. Seniority employees serving shall be laid off according to seniority within the classification in the same position classification at department. Each level within the same site. For purposes of this Article, Kotzebue shall be secretarial unit is considered one sitea separate classification. C. The order laid off employee may claim seniority over an employee with the least seniority within the classification providing he/she is qualified and can perform the work. A trial period of thirty (30) working days may be granted when a question arises concerning the employee’s ability and/or qualifications. D. The seniority employee may elect the option to accept lay off, but in either case the laid off employee must inform the Board and the Association of his/her decision within seven (7) days of the layoff notification. E. Employees to be laid off shall be by position classification at the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. D. Seniority shall be determined by the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods of nine and ten month bargaining unit members do not constitute a break in service. E. In each case of lay off, the Superintendent shall give given at least fourteen two (142) calendar days written weeks’ notice prior to the employee stating the reasons therefore. A copy of the notice will be placed in the member’s personnel filelayoff. F. An employee on the lay-off list shall be offered reappointment reassigned to a vacant position classification openings available at the time of lay off for which qualifiedthe employee is qualified before a new employee is hired. Any employee who assumes a new job assignment due to the layoff procedure will also assume the salary rate for that position. Employees who are laid off or reduced in rank and/or compensation as provided herein shall retain the right of recall to their former (or equivalent) position. G. When the working force is increased after a layoff, based upon employees will be recalled in order according to seniority and personnel file documented performance as determined by within the Superintendentdepartment. Such determination shall not be arbitrary or capricious. The offer Notice of reappointment recall shall be in writing and mailed/delivered sent to the employee’s employee at the last known addressaddress by registered or certified mail. If the an employee does not accept such reappointment fails to report for work within one week ten (10) days from date of receipt of the offermailing notice, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated to have resigned. Extension may be granted by the employer in proper cases. H. Laid off employees shall retain their seniority and accumulated sick days for a period of two (2) years from date of lay off or length of seniority, whichever is greater. However, sick time or vacation time shall not accumulate during the lay off period. (See Appendix C. Letter of Understanding) An employee on lay off shall be allowed to purchase health insurance at the group rate subject to the regulations of the insurance carrier. I. In the event of temporary layoffs due to acts or occurrences not initiated or controlled by the Board, the employees immediately affected may be laid off without prejudiceregard for seniority for a period not to exceed the act or occurrence. Temporary layoffs which exceed the one (1) week period shall thereupon be regulated by seniority application. J. Laid off employees that are called in as substitutes shall receive fifteen (15) cents above the base in the classification in which assigned.

LAY-OFF AND RECALL. A. The Superintendent (or his/her designee) may lay off any employee bargaining unit member by reason of elimination of position, shortage of work or shortage of funds. The employee name of such a bargaining unit member shall remain on a lay off status list for a period of one calendar year. Employees Bargaining unit members on lay off status shall retain, but not utilize, accrued sick leave and shall be paid off for any accrued annual leave. Bargaining unit members on lay off status may not withdraw their PERS contributions. B. An employee A bargaining unit member shall not be laid off while there are temporary employees, or probationary employees bargaining unit members undergoing a review period, serving in the same position classification at the same site. For purposes of this Article, Kotzebue Bethel shall be considered one site. C. The order to of lay off shall be by position classification at the same site, based upon seniority and personnel (201) file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. D. Seniority shall be determined by the employee’s bargaining unit member's total interrupted uninterrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods of nine and ten month bargaining unit members do not constitute a break in service. E. In each case of lay off, the Superintendent shall give at least fourteen thirty (1430) calendar days written notice to the employee bargaining unit member stating the reasons therefore. A copy , with the exception of the notice will be placed in the member’s personnel file. F. An employee on the lay-off list Intensive Needs Aide I and II, who shall be offered reappointment to position classification openings for which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudice.provided seven

LAY-OFF AND RECALL. A. The Superintendent (or his/her designee) may lay off any employee by reason of elimination of position, shortage of work or shortage of funds. The employee shall remain on lay off status for a period of one calendar year. Employees on lay off status shall retain, but not utilize, accrued sick leave and shall be paid off for any accrued annual leave. B. An employee shall not be laid off while there are temporary employees, or probationary employees serving in the same position classification at the same site. For purposes of this Article, Kotzebue shall be considered one site. C. The order to lay off shall be by position classification at the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. D. Seniority shall be determined by the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods of nine and ten month bargaining unit members do not constitute a break in service. E. In each case of lay off, the Superintendent shall give at least fourteen (14) calendar days day’s written notice to the employee stating the reasons therefore. A copy of the notice will be placed in the member’s personnel file. F. An employee on the lay-off list shall be offered reappointment to position classification openings for which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudice.

LAY-OFF AND RECALL. A. When layoffs become necessary, Management will first notify the Union Chapter Chair and/or Vice Chair. The Superintendent affected employees shall be notified by certified letter or by personal contact at which time the employee would sign for the notification with the presenter. An employee being laid off will be notified at least thirty (or his30) calendar days prior to the effective date and time. The employee is responsible to ensure the employer has their correct address. B. Seniority within job classifications shall prevail in the layoff/her designee) may lay off any employee by reason recall of elimination employees. In reducing the work force of position, shortage a job classification because of lack of work or shortage other legitimate cause, the employee with the least amount of fundsseniority shall be the first employee laid off. The employee laid off with the most seniority in the job classification shall be the first employee recalled. Recalls will be made by certified or hand-delivered letter for which the employee would sign. In the layoff and recall of laid off personnel, the particular work performed by said employee shall be considered an important factor to be decided upon by the Union and Employer. C. Each employee being recalled must be notified by certified mail, return receipt requested, and the last known address shall be used. Non-delivery of the certified letter shall be considered as a failure to respond within the time limit and shall result in voluntary resignation. D. When the employee is laid off, they shall be permitted to exercise seniority to bump into their former classification held within the school district provided they meet the qualifications. E. An employee who is laid off under the terms of the contract and works as a substitute in a bargaining unit position during the period of layoff shall be paid at step one (1) of the current contract in the classification in which they are subbing. F. If recalled employee does not respond within ten (10) working days of post-mark of certified letter recalling laid off employee, the laid off non-responding employee shall have voluntarily resigned. G. An employee in a layoff status will remain on lay off status the recall list for a period of one calendar year. Employees on lay off status shall retaintwo (2) years or a length of time equal to the bargaining unit seniority whichever is greater. H. When an employee is in a layoff status, but not utilize, accrued sick leave and his/her seniority shall be paid off for any accrued annual leavefrozen until such time as they are recalled to work. B. I. An employee shall not be on a leave of any kind is subject to the layoff and recall procedure. J. Non-acceptance of a temporary position of four (4) weeks or longer in the classification group from which employee was laid off while there are temporary employees, or probationary employees serving will result in the same position classification employee being removed from the recall list. ▇. ▇▇ employee recalled from layoff shall be reinstated at the same site. For purposes of this Article, Kotzebue hourly rate as when laid off. L. An employee recalled from layoff shall be considered one siteeligible for a step increase on the anniversary of original hire date (not including the time laid off). C. The order to lay M. When a laid off employee is recalled all fringe benefits shall be by position classification at prorated accordingly within the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capriciousfirst year. D. Seniority N. The district shall be determined by notify the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods Union of nine and ten month bargaining unit members do not constitute a break in serviceall recalls. E. In each case of lay off, the Superintendent shall give at least fourteen (14) calendar days written notice to the employee stating the reasons therefore. A copy of the notice will be placed in the member’s personnel file. F. An employee on the lay-off list shall be offered reappointment to position classification openings for which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudice.

LAY-OFF AND RECALL. A. When layoffs become necessary, Management will first notify the Union Chapter Chair and/or Vice Chair. The Superintendent affected employees shall be notified by certified letter or by personal contact at which time the employee would sign for the notification with the presenter. An employee being laid off will be notified at least thirty (or his30) calendar days prior to the effective date and time. The employee is responsible to ensure the employer has their correct address. B. Seniority within job classifications shall prevail in the layoff/her designee) may lay off any employee by reason recall of elimination employees. In reducing the work force of position, shortage a job classification because of lack of work or shortage other legitimate cause, the employee with the least amount of fundsseniority shall be the first employee laid off. The employee laid off with the most seniority in the job classification shall be the first employee recalled. Recalls will be made by certified or hand-delivered letter for which the employee would sign. In the layoff and recall of laid off personnel, the particular work performed by said employee shall be considered an important factor to be decided upon by the Union and Employer. C. Each employee being recalled must be notified by certified mail, return receipt requested, and the last known address shall be used. Non-delivery of the certified letter shall be considered as a failure to respond within the time limit and shall result in voluntary resignation. D. When the employee is laid off, they shall be permitted to exercise seniority to bump into their former classification held within the school district provided they meet the qualifications. E. An employee who is laid off under the terms of the contract and works as a substitute in a bargaining unit position during the period of layoff shall be paid at step one (1) of the current contract in the classification in which they are subbing. F. If recalled employee does not respond within ten (10) working days of post-▇▇▇▇ of certified letter recalling laid off employee, the laid off non-responding employee shall have voluntarily resigned. G. An employee in a layoff status will remain on lay off status the recall list for a period of one calendar year. Employees on lay off status shall retainfive (5) years. H. When an employee is in a layoff status, but not utilize, accrued sick leave and his/her seniority shall be paid off for any accrued annual leavefrozen until such time as they are recalled to work. B. I. An employee shall not be on a leave of any kind is subject to the layoff and recall procedure. J. Non-acceptance of a temporary position of four (4) weeks or longer in the classification group from which employee was laid off while there are temporary employees, or probationary employees serving will result in the same position classification employee being removed from the recall list. K. An employee recalled from layoff shall be reinstated at the same site. For purposes of this Article, Kotzebue hourly rate as when laid off. L. An employee recalled from layoff shall be considered one siteeligible for a step increase on the anniversary of original hire date (not including the time laid off). C. The order to lay M. When a laid off employee is recalled all fringe benefits shall be by position classification at prorated accordingly within the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capriciousfirst year. D. Seniority N. The district shall be determined by notify the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods Union of nine and ten month bargaining unit members do not constitute a break in serviceall recalls. E. In each case of lay off, the Superintendent shall give at least fourteen (14) calendar days written notice to the employee stating the reasons therefore. A copy of the notice will be placed in the member’s personnel file. F. An employee on the lay-off list shall be offered reappointment to position classification openings for which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudice.

LAY-OFF AND RECALL. A. The Superintendent (or his/her designee) may lay off any employee by reason of elimination of position, shortage of work or shortage of funds. The employee shall remain on lay off status for a period of one calendar year. Employees on lay off status shall retain, but not utilize, accrued sick leave and shall be paid off for any accrued annual leave. B. An employee shall not be laid off while there are temporary employees, or probationary employees serving in the same position classification at the same site. For purposes of this Article, Kotzebue shall be considered one site. C. The order to lay off shall be by position classification at the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. D. Seniority shall be determined by the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods of nine and ten month bargaining unit members do not constitute a break in service. E. In each case of lay off, the Superintendent shall give at least fourteen (14) calendar days written notice to the employee stating the reasons therefore. A copy of the notice will be placed in the member’s personnel file. F. An employee on the lay-lay off list shall be offered reappointment to position classification openings for which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known know address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-lay off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudice.

LAY-OFF AND RECALL. A. When layoffs become necessary, Management will first notify the Union Chapter Chair and/or Vice Chair. The Superintendent affected employees shall be notified by certified letter or by personal contact at which time the employee would sign for the notification with the presenter. An employee being laid off will be notified at least thirty (or his30) calendar days prior to the effective date and time. The employee is responsible to ensure the employer has their correct address. B. Seniority within job classifications shall prevail in the layoff/her designee) may lay off any employee by reason recall of elimination employees. In reducing the work force of position, shortage a job classification because of lack of work or shortage other legitimate cause, the employee with the least amount of fundsseniority shall be the first employee laid off. The employee laid off with the most seniority in the job classification shall be the first employee recalled. Recalls will be made by certified or hand-delivered letter for which the employee would sign. In the layoff and recall of laid off personnel, the particular work performed by said employee shall be considered an important factor to be decided upon by the Union and Employer. C. Each employee being recalled must be notified by certified mail, return receipt requested, and the last known address shall be used. Non-delivery of the certified letter shall be considered as a failure to respond within the time limit and shall result in voluntary resignation. D. When the employee is laid off, they shall be permitted to exercise seniority to bump into their former classification held within the school district provided they meet the qualifications. E. An employee who is laid off under the terms of the contract and works as a substitute in a bargaining unit position during the period of layoff shall be paid at step one (1) of the current contract in the classification in which they are subbing. F. If recalled employee does not respond within ten (10) working days of post-▇▇▇▇ of certified letter recalling laid off employee, the laid off non-responding employee shall have voluntarily resigned. G. An employee in a layoff status will remain on lay off status the recall list for a period of one calendar year. Employees on lay off status shall retaintwo (2) years or a length of time equal to the bargaining unit seniority whichever is greater. H. When an employee is in a layoff status, but not utilize, accrued sick leave and his/her seniority shall be paid off for any accrued annual leavefrozen until such time as they are recalled to work. B. I. An employee shall not be on a leave of any kind is subject to the layoff and recall procedure. J. Non-acceptance of a temporary position of four (4) weeks or longer in the classification group from which employee was laid off while there are temporary employees, or probationary employees serving will result in the same position classification employee being removed from the recall list. K. An employee recalled from layoff shall be reinstated at the same site. For purposes of this Article, Kotzebue hourly rate as when laid off. L. An employee recalled from layoff shall be considered one siteeligible for a step increase on the anniversary of original hire date (not including the time laid off). C. The order to lay M. When a laid off employee is recalled all fringe benefits shall be by position classification at prorated accordingly within the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capriciousfirst year. D. Seniority N. The district shall be determined by notify the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods Union of nine and ten month bargaining unit members do not constitute a break in serviceall recalls. E. In each case of lay off, the Superintendent shall give at least fourteen (14) calendar days written notice to the employee stating the reasons therefore. A copy of the notice will be placed in the member’s personnel file. F. An employee on the lay-off list shall be offered reappointment to position classification openings for which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudice.

LAY-OFF AND RECALL. A. The Superintendent (or his/her designee) may word “lay off any employee by reason of elimination of position, shortage off” means a reduction in the working force due to a reduction of work or shortage a lack of funds. The employee Board alone shall remain on have the right to determine when and if any of its employees are to be subject to any lay off status for a period of one calendar year. Employees on lay off status shall retainoff, but not utilize, accrued sick leave and shall be paid off for any accrued annual leavethe sole judge of how long such conditions shall continue. B. An employee If it becomes necessary to reduce the working staff by means of a “lay off” the probationary employees within the affected classifications shall not be laid off while there before any employees with seniority are temporary employees, or probationary so affected. Seniority employees serving shall be laid off according to seniority within the classification in the same position classification at department. Each level within the same site. For purposes of this Article, Kotzebue shall be secretarial unit is considered one sitea separate classification. C. The order laid off employee may claim seniority over an employee with the least seniority within the classification providing he/she is qualified and can perform the work. A trial period of thirty (30) working days may be granted when a question arises concerning the employee’s ability and/or qualifications. D. The seniority employee may elect the option to accept lay off, but in either case the laid off employee must inform the Board and the Association of his/her decision within seven (7) days of the lay off notification. E. Employees to be laid off shall be by position classification given at least two (2) weeks’ notice prior to the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. D. Seniority shall be determined by the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods of nine and ten month bargaining unit members do not constitute a break in service. E. In each case of lay off, the Superintendent shall give at least fourteen (14) calendar days written notice to the employee stating the reasons therefore. A copy of the notice will be placed in the member’s personnel file. F. An employee on the lay-off list shall be offered reappointment reassigned to a vacant position classification openings available at the time of lay off for which qualifiedthe employee is qualified before a new employee is hired. Any employee who assumes a new job assignment due to the lay off procedure will also assume the salary rate for that position. Employees who are laid off or reduced in rank and/or compensation as provided herein shall retain the right of recall to their former (or equivalent) position. G. When the working force is increased after a lay off, based upon employees will be recalled in order according to seniority and personnel file documented performance as determined by within the Superintendentdepartment. Such determination shall not be arbitrary or capricious. The offer Notice of reappointment recall shall be in writing and mailed/delivered sent to the employee’s employee at the last known addressaddress by registered or certified mail. If the an employee does not accept such reappointment fails to report for work within one week ten (10) days from date of receipt of the offermailing notice, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated to have resigned. Extension may be granted by the employer in proper cases. H. Laid off employees shall retain their seniority and accumulated sick days for a period of two (2) years from date of lay off or length of seniority, whichever is greater. However, sick time or vacation time shall not accumulate during the lay off period. (See Appendix C. Letter of Understanding) An employee on lay off shall be allowed to purchase health insurance at the group rate subject to the regulations of the insurance carrier. I. In the event of temporary lay offs due to acts or occurrences not initiated or controlled by the Board, the employees immediately affected may be laid off without prejudiceregard for seniority for a period not to exceed the act or occurrence. Temporary lay offs which exceed the one (1) week period shall thereupon be regulated by seniority application. J. Laid off employees that are called in as substitutes shall receive fifteen (15) cents above the base in the classification in which assigned.

LAY-OFF AND RECALL. A. The Superintendent (or his/her designee) may lay off any employee bargaining unit member by reason of elimination of position, shortage of work or shortage of funds. The employee name of such a bargaining unit member shall remain on a lay off status list for a period of one calendar year. Employees Bargaining unit members on lay off status shall retain, but not utilize, accrued sick leave and shall be paid off for any accrued annual leave. Bargaining unit members on lay off status may not withdraw their PERS contributions. B. An employee A bargaining unit member shall not be laid off while there are temporary employees, or probationary employees bargaining unit members undergoing a review period, serving in the same position classification at the same site. For purposes of this Article, Kotzebue ▇▇▇▇▇▇ shall be considered one site. C. The order to of lay off shall be by position classification at the same site, based upon seniority and personnel (201) file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. D. Seniority shall be determined by the employee’s bargaining unit member's total interrupted uninterrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods of nine and ten month bargaining unit members do not constitute a break in service. E. In each case of lay off, the Superintendent shall give at least fourteen thirty (1430) calendar days written notice to the employee bargaining unit member stating the reasons therefore, with the exception of the Intensive Needs Aide I and II, who shall be provided seven (7) calendar days written notice. A copy of the notice will be placed in the member’s 's personnel file. F. An employee A bargaining unit member on the lay-lay off list shall be offered reappointment to position classification openings for which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudice.personnel