Common use of REDUCTION AND RECALL Clause in Contracts

REDUCTION AND RECALL. A. When it has publicly been established that there is an economic need that would require a reduction of operating expenditures, the Board shall make every effort to reduce expenditures in areas other than personnel first. If, however, there is a necessity for reduction of employees, those who hold temporary certification or less than a regular certification or who are on annual contract will be laid off first. The Board agrees to give a thirty-day (30) written notice of reduction to teachers affected. If further reduction is necessary and should a choice have to be made from among personnel who are on continuing contract or professional services contract, as to who should be retained, the principal and Superintendent shall use the following criteria in selecting those who are to be retained: seniority in the District and areas of certification. Laid off employees shall be reinstated in inverse order of their being laid off if qualified to fill the vacancies. No new or substitute appointments may be made while there are laid off teachers available who are qualified to fill the vacancies. No transfer of staff shall be used to prevent reinstatement of laid off teachers. B. Any employee laid off pursuant to the policy shall have recall rights to any position for which the employee is or may become certified for two years from the effective date of lay off and shall be recalled to available positions in such professional categories in inverse order of the layoff. The Association shall have the responsibility of notifying teachers of positions that may become vacant during this period. The Board, upon request, shall annually provide the Association with a current list of those who have retained such rights provided by this policy. C. Any employee reemployed by exercising recall rights shall be given full salary, related benefits, and experience accrued at the time of layoff.

REDUCTION AND RECALL. A. When Before the Board makes any necessary reduction in personnel, it has publicly been established that there is an economic need that would require will first inform and discuss with the Association the effects of such reduction. This will include, but not be limited to, such problems as the criteria used for the determination of who will be laid off and the re-employment rights of such persons. B. In cases requiring a necessary reduction of operating expendituresthe teacher, such reduction will be by seniority as defined in Article XIII and herein after provided. Laid off staff will be given a copy of the complete recall procedure at the time they receive their lay off notice. 1. The Board shall determine, following consultation with the Association, the number of positions to be eliminated and shall so notify the Association. 2. Beginning with the last name on the seniority list, and in ascending order thereafter, the Board shall make every effort identify the least senior bargaining unit positions to reduce expenditures in areas other than personnel firstbe eliminated. If, however, there is a necessity for reduction of employees, those who hold temporary certification or less than a regular certification or who are on annual contract will The affected bargaining unit members shall be laid off. In situations where a teacher scheduled for lay off firstcannot be replaced by a member of the bargaining unit with similar certification, the teacher shall be retained. 3. The Board agrees to give a thirty-day (30) written notice of reduction to teachers affected. If further reduction is necessary and should a choice have to be made from among personnel who are on continuing contract or professional services contract, shall affect administrative transfers so as to who should be retained, insure the principal and Superintendent shall use retention of the following criteria in selecting those who are to be retained: seniority in the District and areas of certification. Laid off employees most senior bargaining unit members. C. No teacher shall be reinstated in inverse order of their being laid off if qualified to fill the vacancies. No new or substitute appointments may be made while there are laid off teachers available who are qualified to fill the vacancies. No transfer of staff shall be used to prevent reinstatement of laid off teachers. B. Any employee laid off pursuant to the policy shall necessary reduction in personnel for any school year or portion thereof, unless they have recall rights to any position for which the employee is or may become certified for two years from been notified of said lay off at least thirty (30) days before the effective date of said action. D. After the date of lay off and shall off, teachers will be recalled to available positions in such professional categories in inverse order consistent with their certification, major/minor(s) and North Central Association criteria according to Article X beginning with the most senior employee. E. No new employees shall be hired for bargaining unit positions while a laid off employee can meet the requirements of the layoff. position pursuant to Article X. F. Recall will be by written certified letter, return receipt requested to the employee's last known address on file with the Human Resources Office. G. Persons notified of recall shall accept or reject the recall notice within five (5) days of receipt of the recall notice. H. The Association shall have the laid off employee has full responsibility of notifying teachers the Human Resources Office of positions that may become vacant during this period. The Boardany change in name, upon request, shall annually provide the Association with a current list of those who have retained such rights provided by this policyaddress and telephone number. C. Any employee reemployed by exercising recall rights shall I. As used in Article XVII, the term "qualified" means that the teacher must be given full salarycertified for the assignment and must meet any applicable North Central requirements and ESEA requirements for all teachers beginning 2006-07 school year. Art, related benefitsmusic and physical education assignments in grades K-6, and experience accrued at the time of layoffteacher must have a major or minor in subject area.

REDUCTION AND RECALL. A. When it has publicly been established that there is an economic need that would require a reduction of operating expenditures, the Board shall make every effort to reduce expenditures in areas other than personnel first1. If, howeverin the opinion of the President, there it should become necessary to reduce the number of College administrators, the President shall inform the Association of the need for and the effect of such reductions before implementing the reduction. 2. Effective with the 2008-2009 contract year, if an administrative position is grant-funded, and grant-funding is no longer available to the previous extent, and as a necessity for reduction of employeesresult the position is eliminated, those who hold temporary certification or less than the affected administrator will not have the right to placement in a position currently held by a regular certification administrator or who are on annual contract administrator regardless of length of service or qualifications and may not be placed in a position currently held by a non-represented part-time administrator. Such administrator shall have no right to recall as set forth by Article IV.C. All postings and job descriptions for such grant-funded positions will be laid off firstprominently labeled as such and include specific information regarding the lack of recall rights. 3. Administrators on approved leaves of absence at the time staff reductions are determined shall be considered on the same basis as administrators currently on duty. 4. The Board agrees President shall select for retention those administrators with the longest full-time service with the College, unless other factors are judged to give a thirty-day (30) written notice be of reduction greater importance and value to teachers affectedthe College; such factors shall include the requirements of the position to be filled, appropriate training and experience, and valid certification where needed. If further reduction is necessary and should a choice have the administrator to be made from among personnel who are on continuing contract or professional services contract, as retained has less College administrative service than one to who should be retainedreleased, the principal President or designee shall, upon request, explain confidentially to the Association and Superintendent shall use the following criteria in selecting those who are administrator to be retained: released the reasons for the decision. It is understood that an administrator who has sufficient teacher tenure and seniority in the District and areas of certification. Laid off employees shall be reinstated in inverse order of their being laid off if qualified to fill the vacancies. No new or substitute appointments may be made while there are laid off teachers available who are qualified to fill the vacancies. No transfer of staff shall be used to prevent reinstatement of laid off teachers. B. Any employee laid off pursuant to the policy shall have recall rights the option to any transfer to teaching. It is also understood that exempt administrators, including the President, shall make a good faith attempt to place, when necessary, an administrator in a vacant position for which the employee administrator is or qualified, but may become certified for two years from lack tenure and sufficient seniority. The efforts of the effective date exempt administrators to facilitate the move of lay off and an administrator to a non-administrative position shall include a good faith attempt at placement in a position currently held by a non-represented part-time administrator. However, the administrator is not obligated to accept placement in a part-time position. In this case, recall rights to a full-time position in accordance with Article IV.C. are not forfeited. 5. Any administrator released because of reduction in staff, including abolition of positions, shall be recalled to available positions offered the next vacant administrative position for which the administrator is qualified, in such professional categories in inverse order of the layoff. The Association shall have same pay grade the responsibility of notifying teachers of positions that may become vacant during this period. The Board, upon request, shall annually provide the Association with a current list of those who have retained such rights provided by this policy. C. Any employee reemployed by exercising recall rights shall be given full salary, related benefits, and experience accrued administrator held at the time of layoffthe release, provided such vacancy occurs within three (3) years of administrator's release. For the purpose of this Article, qualifications will be evaluated based on the official records of the College at the time of the vacancy. Administrators released may supplement those records at any time to make sure that their qualifications are clearly delineated in those records. However, an administrator is not obliged to accept placement in a position in a lower paying grade, and in this case, shall retain recall rights in accordance with this section. If an administrator accepts placement in a position in a lower paying grade, the administrator shall retain recall rights to a position in the same pay grade the administrator held at the time of the release in accordance with this section. The College shall make reasonable efforts to notify a laid off administrator of recall opportunities. Written notification shall be sent by certified mail to the administrator's last known address. Should the administrator fail to respond within five (5) days of date of notification and indicate willingness to return to full-time employment status, that administrator shall forfeit the right to be recalled to employment. The parties also agree that no administrator has the right to be promoted by operation of the layoff or recall process. 6. Administrative reorganization, reclassification, reassignment, reduction, or recall shall not be subject to the grievance procedure; the matter of process connected with any of these actions may be subject to the grievance procedure.

REDUCTION AND RECALL. A. When it has publicly been established that there is an economic need that would require a Paragraph 1: The following steps will be utilized by the District’s administrative staff when reduction of operating expendituresteaching staff becomes necessary. (1) To determine the number of teaching positions to be reduced, the administrative staff will ascertain the educational program for the District to meet the educational goals established by the Board. The number of teachers needed to implement the District’s educational program will then be determined by the administrative staff based on those educational goals as determined by the Board. (2) All teachers will be evaluated in relation to the educational philosophy and goals of the District. Individual qualifications and specific skill areas or disciplines shall be ascertained and applied to the teacher needs of the District. Evaluation forms, instruments or tools will be used to measure each staff member’s teaching ability. In the event two or more teachers have similar qualifications and skills in a teaching area deemed necessary to fulfill the District’s educational goals, the superintendent may recommend the tenured teacher, if any, for the position in question. Paragraph 2: The following procedure shall be used for the recall of RIF teachers. (1) Prior to layoff, the Board shall make every effort attempt to reduce expenditures in areas other than personnel first. If, however, there is a necessity for reduction of employees, those who hold temporary certification or less than a regular certification or who are on annual contract will place the employees to be laid off first. The Board agrees to give a thirty-day in other teacher positions. (302) written notice of reduction to teachers affected. If further reduction is necessary and should a choice have to be made from among personnel Individuals who are on continuing contract or professional services contract, as laid off shall be offered recall in reverse order of layoff to who should vacant positions which they are qualified to fill. (3) Recall will be retained, initiated immediately upon the principal and Superintendent shall use the following criteria in selecting those who are to be retained: seniority existence of a vacancy in the District and areas of certification. Laid off employees shall be reinstated in inverse order of their being laid off if qualified to fill the vacancies. District. (4) No new or substitute appointments may appointment shall be made by the Board while there are laid off teachers riffed employees available who are qualified to fill the vacancies. No transfer of staff shall be used to prevent reinstatement of laid off teachers. B. (5) No teacher will lose his/her recall rights if he/she secures other employment during the layoff. (6) Any employee laid off pursuant to the policy shall have recall rights to any position for which the employee is or may become certified for two years from the effective date of lay off and shall be recalled to available positions in such professional categories in inverse order of the layoff. The Association shall have the responsibility of notifying teachers of positions that may become vacant during this period. The Board, upon request, shall annually provide the Association with a current list of those who have retained such rights provided by this policy. C. Any employee reemployed by exercising recall rights shall be given full salarysalary benefits as if continuously employed with the District, related benefits, and experience accrued provided they remain in teaching. All fringe benefits shall be reinstated at the level they were when rifed. (7) Recall will be limited to eighteen (18) months. RIF begins at the end of the current contract year and ends at the beginning of the third contract year. Teachers who have been reduced shall provide their current address to the Board. The Board shall maintain a recall list and will notify the teacher on layoff of the vacancy for which that teacher qualifies. Upon recall the teacher recalled must notify the Board Office by Registered Mail within two (2) weeks from the time of layoffthe Board notified the teacher if they plan to apply for the vacant position.

REDUCTION AND RECALL. A. When it has publicly been established that there is an economic need that would require a reduction of operating expenditures, the Board shall make every effort to reduce expenditures in areas other than personnel first1. If, howeverin the opinion of the President, there it should become necessary to reduce the number of College administrators, the President shall inform the Association of the need for and the effect of such reductions before implementing the reduction. 2. Effective with the 2008-2009 contract year, if an administrative position is grant-funded, and grant-funding is no longer available to the previous extent, and as a necessity for reduction of employeesresult the position is eliminated, those who hold temporary certification or less than the affected administrator will not have the right to placement in a position currently held by a regular certification administrator or administrator regardless of length of service or qualifications and may not be placed in a position currently held by a non - represented part-time administrator. Such administrator shall have no right to recall as set forth by Article IV.C. All postings and job descriptions for such grant-funded positions will be prominently labeled as such and include specific information regarding the lack of recall rights. Administrators who are in grant funded positions prior to the 2008 -2009 contract year are exempt from the above language and shall have the right to recall as set forth by Article IV.C. 3. Administrators on annual contract will approved leaves of absence at the time staff reductions are determined shall be laid off firstconsidered on the same basis as administrators currently on duty. 4. The Board agrees President shall select for retention those administrators with the longest full-time service with the College/Dearborn School District, unless ot her factors are judged to give a thirty-day (30) written notice be of reduction greater importance and value to teachers affectedthe College; such factors shall include the requirements of the position to be filled, appropriate training and experience, and valid certification where needed. If further reduction is necessary and should a choice have the administrator to be made from among personnel who are on continuing contract or professional services contract, as retained has less College/Dearborn School District administrative service than one to who should be retainedreleased, the principal President or designee shall, upon request, explain confidentially to the Association and Superintendent shall use the following criteria in selecting those who are administrator to be retained: released the reasons for the decision. It is understood that an administrator who has sufficient teacher tenure and seniority in the District and areas of certification. Laid off employees shall be reinstated in inverse order of their being laid off if qualified to fill the vacancies. No new or substitute appointments may be made while there are laid off teachers available who are qualified to fill the vacancies. No transfer of staff shall be used to prevent reinstatement of laid off teachers. B. Any employee laid off pursuant to the policy shall have recall rights the option to any transfer to teaching. It is also understood that exempt administrators, including the President, shall make a good faith attempt to place, when necessary, an administrator in a vacant position for which the employee administrator is or qualified, but may become certified for two years from lack tenure and sufficient seniority. The efforts of the effective date exempt administrators to facilitate the move of lay off and an administrator to a non-administrative position shall include a good faith attempt at placement in a position currently held by a non-represented part- time administrator. However, the administrator is not obligated to accept placement in a part-time position. In this case, recall rights to a full -time position in accordance with Article IV.C. are not forfeited. 5. Any administrator released because of reduction in staff, including abolition of positions, shall be recalled to available positions offered the next vacant administrative position for which the administrator is qualified and certified in such professional categories in inverse order of the layoff. The Association shall have same pay grade the responsibility of notifying teachers of positions that may become vacant during this period. The Board, upon request, shall annually provide the Association with a current list of those who have retained such rights provided by this policy. C. Any employee reemployed by exercising recall rights shall be given full salary, related benefits, and experience accrued administrator held at the time of layoffthe release, or in a lower paying pay grade, provided such vacancy occurs within three (3) years of the administrator’s release. For the purpose of this Article, qualifications will be evalu ated based on the official records of the College at the time of the vacancy. Administrators released may supplement those records at any time to make sure that their qualifications are clearly delineated in those records. However, an administrator is not obligated to accept placement in a position in a lower paying grade, and in this case, shall retain recall rights in accordance with tis section. The College shall make reasonable efforts to notify a laid off administrator of recall opportunities. Written notification shall be sent by certified mail to the administrator's last known address. Should the administrator fail to respond within five (5) days of date of notification and indicate willingness to return to full-time employment status, that administrator shall forfeit the right to be recalled to employment. 6. Administrative reorganization, reclassification, reassignment, reduction, or recall shall not be subject to the grievance procedure; the matter of process connected with any of these actions may be subject to the grievance procedure.

REDUCTION AND RECALL. A. When Before the Board makes any necessary reduction in personnel, it has publicly been established that there is an economic need that would require will first inform and discuss with the Association the effects of such reduction. This will include, but not be B. In cases requiring a necessary reduction of operating expendituresthe teacher, such reduction will be by seniority as defined in Article XIII and herein after provided. Laid off staff will be given a copy of the complete recall procedure at the time they receive their lay off notice. 1. The Board shall determine, following consultation with the Association, the number of positions to be eliminated and shall so notify the Association. 2. Beginning with the last name on the seniority list, and in ascending order thereafter, the Board shall make every effort identify the least senior bargaining unit positions to reduce expenditures in areas other than personnel firstbe eliminated. If, however, there is a necessity for reduction of employees, those who hold temporary certification or less than a regular certification or who are on annual contract will The affected bargaining unit members shall be laid off. In situations where a teacher scheduled for lay off firstcannot be replaced by a member of the bargaining unit with similar certification, the teacher shall be retained. 3. The Board agrees to give a thirty-day (30) written notice of reduction to teachers affected. If further reduction is necessary and should a choice have to be made from among personnel who are on continuing contract or professional services contract, shall affect administrative transfers so as to who should be retained, insure the principal and Superintendent shall use retention of the following criteria in selecting those who are to be retained: seniority in the District and areas of certification. Laid off employees most senior bargaining unit members. C. No teacher shall be reinstated in inverse order of their being laid off if qualified to fill the vacancies. No new or substitute appointments may be made while there are laid off teachers available who are qualified to fill the vacancies. No transfer of staff shall be used to prevent reinstatement of laid off teachers. B. Any employee laid off pursuant to the policy shall necessary reduction in personnel for any school year or portion thereof, unless they have recall rights to any position for which the employee is or may become certified for two years from been notified of said lay off at least thirty (30) days before the effective date of said action. D. After the date of lay off and shall off, teachers will be recalled to available positions in such professional categories in inverse order consistent with their certification, major/minor(s) and North Central Association criteria according to Article X beginning with the most senior employee. E. No new employees shall be hired for bargaining unit positions while a laid off employee can meet the requirements of the layoff. position pursuant to Article X. F. Recall will be by written certified letter, return receipt requested to the employee's last known address on file with the Human Resources Office. G. Persons notified of recall shall accept or reject the recall notice within five (5) days of receipt of the recall notice. H. The Association shall have the laid off employee has full responsibility of notifying teachers the Human Resources Office of positions that may become vacant during this period. The Boardany change in name, upon request, shall annually provide the Association with a current list of those who have retained such rights provided by this policyaddress and telephone number. C. Any employee reemployed by exercising recall rights shall I. As used in Article XVII, the term "qualified" means that the teacher must be given full salarycertified for the assignment and must meet any applicable North Central requirements and ESEA requirements for all teachers beginning 2006-07 school year. Art, related benefitsmusic and physical education assignments in grades K-6, and experience accrued at the time of layoffteacher must have a major or minor in subject area.