REASONS FOR REDUCTION IN FORCE Sample Clauses

The "Reasons for Reduction in Force" clause defines the circumstances under which an employer may reduce its workforce, such as economic downturns, organizational restructuring, or technological changes. This clause typically outlines the specific business justifications that can trigger layoffs or job eliminations, ensuring that such actions are based on legitimate, pre-identified reasons rather than arbitrary decisions. Its core practical function is to provide transparency and fairness in employment decisions, helping to protect both the employer from legal challenges and employees from unexpected or unjustified terminations.
REASONS FOR REDUCTION IN FORCE. The Board may reduce the number of teaching positions by suspending contracts for one or more of the following reasons: A. Decreased enrollment of pupils; B. Return to duty of regular teachers after leaves of absence; C. Suspension of schools or territorial changes affecting the district; D. Financial reasons.
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REASONS FOR REDUCTION IN FORCE. Reduction in force shall be defined as a separation from the classified service for lack of work or lack of funds in accordance with the provisions of Education Code sections 45114, 45115, 45117, 45298, and 45308. For purposes of this Article, a reduction of hours shall be considered a reduction in force.
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REASONS FOR REDUCTION IN FORCE. A reduction in force may occur only for the following reasons: 1. Decline in student enrollment in the district as a whole or in a particular program; 2. Return of an employee from leave of absence; 3. Suspension of schools or territorial changes affecting the District; 4. Financial reasons, including the lack of funding for a program or programs for the ensuing year.
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REASONS FOR REDUCTION IN FORCE. To the extent that reductions are not achieved through attrition or the non-renewal of limited contracts, and when by reason of decreased enrollment of pupils, return to duty of regular teachers after leaves of absences, closing or suspension of schools, territorial changes affecting the district, lack of financial resources, or changes in the curriculum, the Board of Education decides that it will be necessary to reduce the number of teachers, it may make a reduction in accordance with the following procedures:
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REASONS FOR REDUCTION IN FORCE. The Board may deem it necessary to reduce staff as the result of a decline in student enrollment, financial reasons, return to duty of professional staff members after leaves of absence, suspension of schools, or territorial changes affecting the district, elimination of programs due to termination of state or federal funds, or as the result of changes in course offerings and curriculum or any reason set forth in Ohio Revised Code section 3319.17.
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REASONS FOR REDUCTION IN FORCE. The Board may reduce the number of bargaining unit positions by suspending contracts (limited, continuing, extended service or supplementals) for one (1) or more of the following reasons: ● financial reasons ● decreased enrollment of pupils ● return to duty of regular bargaining unit members after leaves of absence ● suspension of schools ● territorial changes affecting the District
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REASONS FOR REDUCTION IN FORCE. The Board may reduce the number of teaching positions by suspending contracts for reasons set forth in the accordance with O.R.C. 3319.17.
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REASONS FOR REDUCTION IN FORCE. A. Staff reduction may be made for the reasons set forth by statute.
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REASONS FOR REDUCTION IN FORCE. 1. AEA reserves the right to take actions which may be necessary to improve the efficiency and/or effectiveness of its operations, including structural and/or staff organization and reorganization. 2. AEA further reserves the right to lay off employees for: a. Revenue decrease from one fiscal year to the next; b. Membership decline from one fiscal year to the next; c. Curtailment or replacement of existing facilities; d. Curtailment or consolidation of existing positions; and/or e. Curtailment or consolidation of current duties attached to one or more positions. If AEASO contends that a layoff is not a result of one of the foregoing reasons, it may submit the matter to arbitration.
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Related to REASONS FOR REDUCTION IN FORCE

  • REDUCTION IN FORCE A. In any reduction in the bargaining unit as a result of budgetary actions or curriculum and/or administrative organization, every effort will be made to transfer affected teachers to other similar positions within the school system where vacancies exist and for which the affected teachers are certified. B. If no similar positions are available, rehired retirees, provisionally certificated teachers and non- tenured teachers in the subjects and/or grade levels affected will be laid off or separated from the active employment rolls prior to tenured teachers in the same subjects and/or grade levels. If it becomes necessary to lay off tenured teachers, they shall be laid off in the inverse order of their seniority. An appropriate seniority list will be made available for inspection when a tenured teacher has been laid off and disputes a seniority ranking. The seniority list will be developed from the last date of employment and furnished to the Association. If there is a tie, the affected teachers will have seniority calculated as defined in Article I, Section B.7. Teachers on an unpaid leave of absence shall retain accrued seniority. Teachers on military leave, Association leave and on layoff shall continue to accrue seniority during that time. A countywide list of all certificated personnel employed as of July 1 of each year shall be compiled and available upon request of FCTA. The list will indicate name, date of first employment, date of current employment and department and location code. C. Teachers on layoff shall be placed on a priority recall list in accordance with their seniority. The teachers shall be recalled as vacancies become available in accordance with their position on the list and their certification for said vacancies. D. When vacancies become available, the teacher will be notified of the vacancy by phone and email sent to the last known address. The teacher so notified shall notify the responsible administrator, in writing, in not more than ten (10) days after receipt of notification of the vacancy as to whether or not the position will be accepted. The teacher may decline the first offer of employment. If the teacher declines the second offer of a position, reemployment rights shall be forfeited. All teachers shall remain on the priority recall list for a maximum of three (3) years. E. While a layoff continues, no new teachers shall be hired except in those unique circumstances where (a) there are no teachers on the priority recall list qualified to fill the vacancy or (b) all qualified teachers on the priority recall list decline the offer to fill the vacancy. F. Any layoff due to reduction in force shall not be subject to any dismissal procedure required elsewhere in this Agreement. G. Teachers recalled under these provisions shall have restored to them all previously accrued sick leave and personal leave. H. The Board and the Association recognize that appropriate governmental agencies that have jurisdiction may promulgate rulings and/or regulations that may impact this Article. If such rulings or regulations cause any provisions to be in conflict, the parties shall meet within ten (10) days for the purpose of renegotiating only the provision(s) held to be contrary.

  • Reduction in Force and Recall Section 13.1. It is the intent of the parties, through this article, to establish an objective procedure by which a reduction in force (i.e., layoff or job abolishment) may be accomplished, should the need arise, and supersede the provisions of ORC 124.321 to 124.328, 124.37, OAC 123: 1-41-01 to 123: 1-41-22, and all local rules and regulations of the City of East Cleveland Civil Service Commission governing work force reductions. Section 13.2. Employees may be laid off as a result of lack of work, lack of funds, or abolishment of position. In the event of a layoff, the Employer shall notify the affected employee thirty (30) calendar days in advance of the effective date of layoff. The Employer agrees to discuss with representatives of the FOP the impact of the layoff on the bargaining unit member. Any layoff in the bargaining unit shall be in accordance with departmental seniority, i.e., the most recent employee hired is the first employee laid off. Any employee laid off from a bargaining unit position may, at his option, displace a permanent part-time or intermittent employee in the same classification. Failure to bump or failure to accept a recall to a part-time or intermittent position shall not jeopardize an employee’s recall rights to a full-time position. Section 13.3. Employees who are laid off shall be placed on a recall list for a period of three (3) years. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff, provided they are presently qualified to perform the work in the work section to which they are recalled. Any recalled employee requiring additional training to meet the position qualifications in existence at the time of recall must satisfactorily complete the additional training required in this section. Such training shall be at the Employer’s expense. Section 13.4. The recalled employee shall have ten (10) calendar days following the date of recall notice to notify the Employer of his intention to return to work and shall have fifteen (15) calendar days following receipt of the recall notice in which to report for duty, unless a different date for return to work has been otherwise agreed upon.

  • Termination in General If Executive’s employment with the Company terminates for any reason, the Company will pay or provide to Executive: (i) any unpaid Salary through the date of employment termination, (ii) any unpaid Annual Bonus for the fiscal year prior to the fiscal year in which the termination occurs (payable at the time the bonuses are paid to employees generally), (iii) any accrued but unused vacation or paid time off in accordance with the Company’s policy, (iv) reimbursement for any unreimbursed business expenses incurred through the termination date, to the extent reimbursable in accordance with Section 3, and (v) all other payments or benefits (if any) to which Executive is entitled under the terms of any benefit plan or arrangement.

  • Notice of Voluntary Termination or Reduction The Borrower shall notify the Administrative Agent of any election to terminate or reduce the Commitments under paragraph (b) of this Section at least three Business Days prior to the effective date of such termination or reduction, specifying such election and the effective date thereof. Promptly following receipt of any notice, the Administrative Agent shall advise the applicable Lenders of the contents thereof. Each notice delivered by the Borrower pursuant to this Section shall be irrevocable; provided that a notice of termination of the Commitments of a Class delivered by the Borrower may state that such notice is conditioned upon the effectiveness of other credit facilities, in which case such notice may be revoked by the Borrower (by notice to the Administrative Agent on or prior to the specified effective date) if such condition is not satisfied.

  • Reasons for Termination Executive’s employment hereunder may or will be terminated during the Employment Period under the following circumstances: