Common use of Reduction and Layoff Clause in Contracts

Reduction and Layoff. A. Before layoff the MISD board shall determine, following consultation with the Federation, the number of positions to be eliminated and shall so notify the Federation and employees sixty (60) calendar days prior to layoff. No paraprofessional shall be laid off pursuant to necessary reduction in personnel for any school year or portion thereof, unless they have been notified of said layoff at least sixty (60) calendar days before the effective date of said action. B. In the event of a reduction the employee whose position has been eliminated shall have three working days following notification to elect one of the following options: 1. To bump into an opening not limited to building/program, classification, division, or district subject to limitation in 3a or 3b; or to bump the lowest seniority employee in his/her building/program, or the lowest seniority employee in his/her classification district wide, or 2. To bump the lowest seniority employee in his/her division district wide, or 3. To bump the lowest seniority employee in the district. a. In the event the bump is from CI to SEI, or vice-versa: (1) The employee must be acceptable to the principal in charge based upon an interview. The principal's decision shall not be grievable. (2) The employee must also pass a thirty (30) day probationary period. Failure to pass the probationary period shall not be grievable. b. An employee who either does not pass an interview or who rejects the bump after an interview shall opt to: (1) Bump within classification (under A1 above) if possessed of sufficient seniority, or (2) Bump the next lowest seniority paraprofessional in the entire district. c. An employee who either does not pass the probationary period or who rejects the bump during the probationary period shall be laid off. (1) In the event the bump is into a designated category: a. The employee must pass a thirty (30) day probationary period. Failure to pass the probationary period shall not be grievable. b. An employee who does not pass the probationary period shall be laid off. C. The Employer may offer, after discussion with the Union, and an employee may accept (or an employee may request and the Employer may grant) assignment to an opening existing after recourse to the voluntary transfer procedure in lieu of bumping another employee and without impairing recall rights. D. All placements shall be effected on the date an employee is laid off or on the first day of school thereafter. E. When deciding which of two or more probationary employees are to be laid off, the Employer shall consider qualifications, evaluations of past performance, attendance, and other relevant factors along with respective dates of hire. F. Job sharing arrangements pursuant to Article VII, Section 10, are possible, or

Reduction and Layoff. A. Before layoff Group #1 - Consultants and Supplementary Services 1. Employees classified as Consultant or on supplementary service positions such as Truant Officer, Librarian, Communication Specialist, Planning and Audit Monitor, Child Find Specialist, Child Accounting, etc. in the MISD board shall determine, following consultation with event a close out occurs where two or more such employees holding the Federationsame classification perform interchangeable assignments, the number close out shall occur to the position of positions to be eliminated and shall so notify the Federation and employees sixty (60) calendar days prior to layofflow seniority employee. 2. No paraprofessional shall be laid off An employee holding such classification, whose position has been closed out, may exercise seniority bump rights against the least senior employee in Group 2 or Group 3, who is in a position for which the closed out employee is certified, pursuant to necessary reduction conditions set forth below in personnel for any school year or portion thereofC 1., unless they have been notified of said layoff at least sixty (60) calendar days before the effective date of said actionC 2., D 1., 2., and 3. B. Group #2 - Support Services 1. Support services positions such as Psychologist, Physical Therapist, Occupational Therapist, Social Worker, Speech Therapist, Curriculum Resource Teacher, Vocational Rehabilitation Counselor, Vocational Evaluator, Perceptual Motor Developmentalist, Mobility Trainer, Teacher Consultant (Hearing Impaired, Visually Impaired, Physically or Otherwise Health Impaired, Cognitively Impaired, Learning Disabled, and Emotionally Impaired), Homebound Teacher, Audiologist, Nurse, etc. in the event of a reduction in force shall bump the low seniority employee in the respective classification. The least senior employee shall be reduced and be able to bump the least senior employee who is less senior than the reduced employee in any classification in group 2 for which they are certified. Employees whose position has been reduced shall first exhaust all bump rights within their group for which they are certified. 2. An employee whose position has been reduced from a classification within a group may exercise seniority bump rights against the least senior employee in any classification in Group 3 for which they are certified. C. Group #3 - Classroom and MIPP Teachers 1. If a program close out occurs in a building where more than one room has a similar level program, the close out shall occur in the program of the professional employee with the least seniority. 2. In the event of a reduction of staff and/or layoff, the employee whose position has been eliminated shall have three (3) working days following notification to elect (failing, in which case, the administration shall select) one of the following employee's options: 1. To bump into an opening not limited to building/program, classification, division, or district subject to limitation in 3a or 3b; or to bump the lowest seniority employee in his/her building/program, or the lowest seniority employee in his/her classification district wide, or 2. To bump the lowest seniority employee in his/her division district wide, or 3. To bump the lowest seniority employee in the district. a. In the event the bump is from CI to SEI, or vice-versa: (1) The employee must be acceptable to the principal in charge based upon an interview. The principal's decision shall not be grievable. (2) The employee must also pass a thirty (30) day probationary period. Failure to pass the probationary period shall not be grievable. b. An employee who either does not pass an interview or who rejects the bump after an interview shall opt to: (1) Bump within classification (under A1 above) if possessed of sufficient seniority, or (2) Bump the next lowest seniority paraprofessional in the entire district. c. An employee who either does not pass the probationary period or who rejects the bump during the probationary period shall be laid off. (1) In the event the bump is into a designated category: a. The employee must pass a thirty (30) day probationary period. Failure to pass the probationary period shall not be grievable. b. An employee who does not pass the probationary period shall be laid off. C. The Employer may offer, after discussion with the Union, and an employee may accept (or an employee may request and the Employer may grant) assignment to an opening existing after recourse to the voluntary transfer procedure in lieu of bumping another employee and without impairing recall rights. D. All placements shall be effected on the date an employee is laid off or on the first day of school thereafter. E. When deciding which of two or more probationary employees are to be laid off, the Employer shall consider qualifications, evaluations of past performance, attendance, and other relevant factors along with respective dates of hire. F. Job sharing arrangements pursuant to Article VII, Section 10, are possible, or

Reduction and Layoff. ‌ A. Before layoff the MISD board shall determine, following consultation with the Federation, the number of positions to be eliminated and shall so notify the Federation and employees sixty (60) calendar days prior to layoff. No paraprofessional shall be laid off pursuant to necessary reduction in personnel for any school year or portion thereof, unless they have been notified of said layoff at least sixty (60) calendar days before the effective date of said action. B. In the event of a reduction the employee whose position has been eliminated shall have three working days following notification to elect one of the following options: 1. To bump into an opening not limited to building/program, classification, division, or district subject to limitation in 3a or 3b; or to bump the lowest seniority employee in his/her building/program, or the lowest seniority employee in his/her classification district wide, or 2. To bump the lowest seniority employee in his/her division district wide, or 3. To bump the lowest seniority employee in the district. a. In the event the bump is from CI to SEI, or vice-versa: (1) The employee must be acceptable to the principal in charge based upon an interview. The principal's decision shall not be grievable. (2) The employee must also pass a thirty (30) day probationary period. Failure to pass the probationary period shall not be grievable. b. An employee who either does not pass an interview or who rejects the bump after an interview shall opt to: (1) Bump within classification (under A1 above) if possessed of sufficient seniority, or (2) Bump the next lowest seniority paraprofessional in the entire district. c. An employee who either does not pass the probationary period or who rejects the bump during the probationary period shall be laid off. (1) In the event the bump is into a designated category: a. The employee must pass a thirty (30) day probationary period. Failure to pass the probationary period shall not be grievable. b. An employee who does not pass the probationary period shall be laid off. C. The Employer may offer, after discussion with the Union, and an employee may accept (or an employee may request and the Employer may grant) assignment to an opening existing after recourse to the voluntary transfer procedure in lieu of bumping another employee and without impairing recall rights. D. All placements shall be effected on the date an employee is laid off or on the first day of school thereafter. E. When deciding which of two or more probationary employees are to be laid off, the Employer shall consider qualifications, evaluations of past performance, attendance, and other relevant factors along with respective dates of hire. F. Job sharing arrangements pursuant to Article VII, Section 10, are possible, or