Notification of Anticipated RIF Clause Samples

Notification of Anticipated RIF. The Employer shall notify the Association and all affected teachers in writing, no later than May 20, of the date the RIF is to be implemented. The notification shall include the reason(s) for the Reduction In Force, the position(s) to be reduced, the name(s) of the employee(s) to be affected, and the effective date of the Reduction In Force. Reduction In Force, for decreased enrollment of pupils or demonstrated financial reasons, shall be effective between August 15 and September 1.

Notification of Anticipated RIF i. Prior to May 1, the Superintendent will communicate any known RIF considerations to the Association President and to the affected employee. Prior to June 1 the Superintendent shall notify the Association President of any RIF to be implemented for the next school year. This shall be the only time RIF shall be implemented. The notification shall include the reason(s) for the RIF; the anticipated position(s) to be reduced or eliminated; the anticipated name(s) of the Bargaining Unit Members to be affected, the anticipated date of Board action to implement the RIF and the effective date of the RIF. The Superintendent shall notify the Bargaining Unit Member to be laid off due to a RIF 14 days in advance with written notification prior to the implementation of the RIF. The association shall be sent a copy of said notification at the same time. The notice shall state the reason for the RIF, the effective date of the suspension, and the date of the Board’s action to implement the RIF. ii. Within ten (10) days of receipt of the written notification, 2 representatives of the Association and the Superintendent and Treasurer shall meet to review and discuss the proposed RIF.

Notification of Anticipated RIF. 1. When there is going to be a reduction in force not involving an employee lay off (i.e., attrition), the Board will provide a ten (10) day notice. 2. When an employee returns from leave of absence or workers comp. leave the Board will provide a ten (10) day notice. 3. The following provisions shall apply only when there is an anticipated lay off, other than when an employee returns from leave of absence or workers compensation. a. If the Board determines a RIF may occur, the Board shall notify the Association President in writing, not less than forty-five (45) calendar days prior to the date the RIF is to be implemented. The notification shall include the reason(s) for the RIF; the position(s) to be reduced, eliminated, or not filled; the date of Board action to implement the RIF and effective date of the RIF. b. Within five (5) calendar days of receipt of the notification, representatives of the Board and/or its designee and the Association shall meet to review the proposed RIF. If the Association disagrees with the reason(s) for the implementation of the proposed RIF, the Association may demand the matter be submitted to expedited arbitration, in accordance with the expedited rules of the American Arbitration Association. At this meeting, a list of potentially affected employees will be provided. The Association and the Board will review the list. Such review shall not indicate concurrence with either the reasons for RIF or the positions identified for the RIF. The Board and the Association will discuss the need and date for a bumping, or displacement meeting. c. Once the above provisions have been satisfied and the parties are in agreement that a RIF should occur, the Board shall notify all affected employees of the positions abolished, the reasons for, and the effective date of the RIF in writing.

Notification of Anticipated RIF. If the Employer determines a RIF may occur, the employer shall notify the Association in writing, no later than March 5th. The notification shall include the reason(s) for the RIF; the position(s) to be RIF’ed; the names of the Employees to be affected for the purpose of bumping (displacement); the date of Employer action to implement the RIF and the effective date of the RIF. Within ten (10) days of receipt of the notification, the Association may request a meeting with the Employer to discuss reasons for the implementation of the RIF. The Employer shall develop and provide the Union with a RIF list of potentially affected employees which shall be based on seniority and contract status within areas of certification/licensure no later than April 30th.

Notification of Anticipated RIF. A. If the employer determines a RIF may occur, the Board shall notify the Association in writing, not less than twenty (20) work days prior to the date the RIF is to be implemented. The notification shall include the reason(s) for the RIF; the position(s) to be reduced, eliminated, or not filled; the name of the employees to be affected, the date of the Board action to implement the RIF and the effective date of the RIF. B. The Board shall develop and provide the Association with a RIF list of potentially affected employees which shall be based on seniority and contract status within areas of certification, license, or entry-level requirement. C. Within ten (10) days of receipt of the notification, representatives of the Board and the Association shall meet to review the proposed RIF.

Notification of Anticipated RIF. If the Employer determines a RIF may occur, the Employer shall notify the Union in writing, not less than forty-five (45) days prior to the date the RIF is to be implemented. Within ten (10) days of receipt of the notification, representatives of the Employer and the Union shall meet to review the proposed RIF. Five (5) days following the meeting, the Union President shall be provided written notice which includes the reason(s) for the RIF: the position(s) to be reduced, eliminated, or not filled; the name(s) of the Employees to be affected, the date of Employer action to implement the RIF and the effective date of the RIF. Unless a reduction in force is for financial reasons, not later than May 30th preceding the effective date of the suspension of any contract under this Article, all of the affected teachers that the Board of Education plans to lay off shall be sent written notification by certified mail OR PERSONAL DELIVERY that his/her employment shall be suspended because of a reduction in staff. If the personal delivery method is used to notify an affected teacher, then written proof of receipt of the notification shall be obtained and the teacher shall sign a copy of the notice. If the teacher refuses to sign, the person delivering will note such refusal upon the notice and sign it.

Notification of Anticipated RIF. A. If the employer determines a RIF may occur, the employer shall notify the Association in writing, prior to the June Board meeting, of the date the RIF is to be implemented. The notification shall include the reason(s) for the RIF; the position(s) to be reduced, eliminated, or not filled; the name(s) of the employee(s) to be affected; the date of employer action to implement the RIF; and the effective date of the RIF which shall be no later than August 15th, except a RIF because of a return from a leave of absence may occur at any time. B. The employer shall develop and provide the Association with a RIF list of potentially affected employees which shall be based on the seniority list. (As established in Section 8.10 et seq.) C. Within ten (10) days of receipt of the notification, representatives of the employer and the Association shall meet to review the proposed RIF. If the Union disagrees with the reason(s) for or implementation of the proposed RIF, the Association may meet with the Board in executive session to present its views. D. Any action by the Board to enact a reduction in force other than a RIF because of a return from a leave of absence shall be taken prior to the first day of June in the year the plan is to be implemented. A. In determining the position(s) to be reduced, eliminated, or not filled, the following sequence shall be used: 1. Position(s) vacated as a result of voluntary resignation, retirement, or death will not be filled. 2. If additional reduction is necessary, part-time employee(s) holding limited contracts shall be laid off in reverse seniority order, i.e., least senior employee(s) is the first to be laid off. 3. If additional reduction is necessary, full-time employee(s) holding limited contracts in the lowest comparable evaluation rating categories shall be laid off in reverse seniority order within the comparable evaluation rating category. 4. If additional reduction is necessary, employee(s) holding continuing contracts in the lowest comparable evaluation rating categories shall be laid off in reverse seniority order within the comparable evaluation rating category. B. During the implementation of RIF, no reassignment, transfer, or reclassification shall occur that will cause a more senior employee to be laid off before a less senior employee. C. Layoff shall occur by suspension of contract. The limited contract of an affected employee that expires prior to the effective date of the RIF shall be renewed and then suspend...

Notification of Anticipated RIF. 1. If the Board determines a RIF may occur, the Board shall notify the KCCCSA, in writing, not less than twenty (20) days prior to the date the RIF is to be implemented. The notification shall include the reason(s) for the RIF; the position(s) to be reduced or eliminated; the name(s) of the employees to be affected; the date of Board action to implement the RIF; and the effective date of the RIF. 2. The Board shall develop and provide the KCCCSA with a RIF list of potentially affected employees which shall be based on seniority and contract status within classification.

Notification of Anticipated RIF. 1. If the Employer determines a RIF may occur, the employer shall notify the Union, in writing, not less than thirty (30) calendar days prior to Board action to suspend the contract. The notification shall include the reason(s) for the RIF; the position(s) to be reduced, eliminated, or not filled; the date of Employer action to suspend the contract and the effective date of the RIF. 2. At the written request of either party, within five (5) calendar days of receipt of the notification, representatives of the Employer and the Union shall meet to review the proposed RIF. At which time the Employer shall provide the Union with a copy of the names of employees to be affected. 3. During the implementation of RIF, no reassignment, transfer, or reclassification shall occur that will cause a more senior employee to be laid off before a less senior employee. 4. An employee to be laid off due to RIF shall be notified within ten (10) calendar days after notification in D-1 of the RIF. The Union shall be sent a copy of said notification at the same time. The notice shall state the reason for RIF, the effective date of contract suspension, and the date of the employer's action to implement the RIF.