REDUCTION IN FORCE POLICY Clause Samples

REDUCTION IN FORCE POLICY. In the event that a reduction in work force (RIF) becomes necessary due to declines in enrollment, budgetary restrictions, reorganization, or other causes as determined by the District, the following reduction-in-work force provisions shall apply: a) The District will determine the classification(s) and the assignments within the classification(s) to be reduced. The Superintendent will notify the Association in advance of any pending reduction in work force action. When units are reduced, employees will be released in the inverse order of their length of time in the District. b) In the event that two (2) or more employees affected have the same amount of continuous service within the District, the Superintendent or designee shall make the decision of who shall be retained.

REDUCTION IN FORCE POLICY. The board’s “Reduction in Force” policy will not be altered without the board notifying the association of proposed changes and providing the association an opportunity to comment and to make suggestions. A. SICK LEAVE

REDUCTION IN FORCE POLICY. 384 385 A. In the event it becomes necessary in the Board’s opinion to reduce the number of 386 teachers due to reasons of economy, program elimination or reduction, declining 387 enrollment in a given grade level, given subject area, or because of the consolidation or 388 elimination of positions or programs, the basis for the decision to terminate a teacher or 389 teachers shall be in accordance with the following:

REDUCTION IN FORCE POLICY. A. Purpose The purpose of this policy is to provide a systematic and orderly process for a reduction in the number of employees. In the event it becomes necessary to reduce the number of employees, the personal well-being of the affected employees shall be given primary consideration. Reducing the number of employees because of reduced allocation, elimination of a position, or the closing of a building would proceed with the understanding that all employees are District 214 employees, and it will be assumed that all affected employees will desire to continue employment in the District. In all cases, the Board, or their designee, shall make a concerted effort to make any necessary reduction by attrition.

REDUCTION IN FORCE POLICY. The decision to implement a Reduction-In- Force and select programs to be reduced shall be made at the sole discretion of the School Board. The Board will make every reasonable effort to minimize the effect of a Reduction-In-Force on the current staff by absorbing as many positions as possible through attrition (retirement, resignation). Whenever it is necessary to lay off staff members for reasons of reduced enrollment, program reduction, or elimination due to budget cuts, the lay-off procedure will combine a staff member’s seniority rights and evaluation rating. A Reduction-In-Force will be determined by the following criteria: 1. A staff member with 0-5 years experience in the District has no seniority rights unless so grandfathered by RSA 189:14-A, which became law in July 2011. 2. A part-time staff member (i.e. 1/5, ½,) may accumulate his/her time and be awarded the equivalency in years. 3. A staff member’s year-end summative evaluation shall determine placement in either Professional Growth Phase or Professional Growth with Assistance Phase for the following year. 4. A staff member in the Professional Growth Phase may displace a staff member in the Professional Growth Phase with Assistance Phase and the Beginning Phase. A staff member in the Professional Growth with Assistance Phase may displace a staff member in the Beginning Phase. 5. Within the phases, a staff member with the most in-district seniority has seniority rights. In order for displacement to occur, a teacher must currently be in the Professional Growth with Assistance Phase for at least one year. 6. A staff member with multiple certifications may displace another staff member in a different department or grade level in which both are certified under any of these conditions: a. the to-be-displaced staff member is in a lower evaluation rating category, or b. the to-be-displaced staff member is in the same evaluation rating category and has fewer years in the district. 7. In case of a tie (i.e. staff members in the same rating category and have the same number of years in the district), the decision shall be made by the Administration in the order of priority as follows: a. date of nomination b. date of contract signature

REDUCTION IN FORCE POLICY. The Board will notify the administrator(s) being affected by a reduction in the administrative group as soon as the potential reduction is known. The affected administrator(s) will be notified of the potential reduction in writing and will be given the opportunity to discuss the reduction with the Superintendent of Schools. Such notification will take place prior to March 30th of the given year. The Superintendent of Schools will consider the following in determining which staff will be subject to R.I.F.: performance, training, certification, seniority, and the needs of the district. Seniority will rule if all other factors are determined to be of equal or insignificant difference. Seniority is defined as length of service in the Claremont School District in administrative positions. Administrators affected by reduction in force will be given every opportunity to apply and be considered for an appropriate teaching position which may become available. Those individuals who have prior teaching experience in the Claremont School District will have their seniority grandfathered for their actual teaching time. Individuals with such experience will be placed on the district’s teaching seniority list on an annual basis as appropriate. If an administrator’s contract is not renewed because of reduction in force, that administrator’s name will be placed on a recall list for a period of two years. If a position becomes available during that period, and the administrator is qualified to hold that position, the administrator will be notified in writing by registered mail sent to the last known address, at least 30 days prior to the anticipated date of re-employment. In determining whether an administrator is recalled for reappointment, the Board will employ, in reverse order, the same criteria it established to determine layoff order. SALARY INDEXING FOR ADMINISTRATORS APPENDIX A 1. For principals, assistant principals, and career and technology director, the base salary; 2. For the athletic director, by 90% of the base salary. 3. For the student services coordinators, by 80% of the base salary. BASE SALARY FOR 2019-2020 $81,668 YEARS EXPERIENCE 0 .000 (As Administrator) 1 -2 .010 3 - 5 .015 6 - 8 .025 9 - 11 .030 12+ .035 EDUCATIONAL DEGREE BA .000 MA .015 MA + 15 .020 MA + 30 .025 MA + 45 .030 MA + 60 .035 (Certificate of Advanced Graduate Study) CAGS .040 PhD - EdD .045 SIZE FACTOR K-5: Bluff .070 (principals only) Disnard .075 (Based on student Maple .100 enrollmen...

REDUCTION IN FORCE POLICY. 376 A. In the event it becomes necessary in the Board’s opinion to reduce the number of 377 teachers due to reasons of economy, program elimination or reduction, declining 378 enrollment in a given grade level, given subject area, or because of the consolidation or 379 elimination of positions or programs, the basis for the decision to terminate a teacher or 380 teachers shall be in accordance with the following: 381 1. Reductions will first be accomplished by attrition, such as resignations, retirements 382 or probationary status. Teachers who have yet to obtain continuing contract status 383 under RSA 189:14-a and any experienced educator who has been placed on a Formal 384 Assistance Plan (FAP) as outlined in the Supervision and Professional Development 385 Model who has not shown acceptable progress in six (6) months on the plan will be 386 included in this pool of probationary teachers and considered for the reduction in force.

REDUCTION IN FORCE POLICY. The board’s Reduction in Force (RIF) policy will not be altered without notifying the Association of the proposed changes and providing the Association with the opportunity to make comments and suggestions.

REDUCTION IN FORCE POLICY. 403 A. In the event it becomes necessary in the Board’s opinion to reduce the number of 404 teachers due to reasons of economy, program elimination or reduction, declining 405 enrollment in a given grade level, given subject area, or because of the consolidation or 406 elimination of positions or programs, the basis for the decision to terminate a teacher or 407 teachers shall be in accordance with the following: