Common use of REDUCTION IN STAFF Clause in Contracts

REDUCTION IN STAFF. 9.1 Any reduction in force should be made if possible through attrition resulting from resignations or retirement. If further reductions are considered necessary, the Board may suspend the contract of teachers with limited contracts according to ORC Section 3319.17. 9.2 Before the Board makes any suspensions due to reduction in staff, it must inform the MFEA and affected employee at least five (5) working days prior to any action taken. Such notice will be in writing and include the specific positions to be affected, proposed time schedule, and reasons for the action. If requested, the Board will enter into discussions with the Association regarding the need for, implementation, and impact of the proposed RIF. 9.3 Teachers with contracts that are suspended because of reduction in force, are to be selected for suspension on the basis of seniority on all lists within certification areas. Every teacher’s name shall appear in order of seniority on all lists for his or her area(s) of certification. Some teachers are certificated in several areas therefore, their names will appear on several different lists. A teacher selected for possible RIF may select to displace a fellow teacher who holds a lower position on a seniority list for another area of certification. 9.4 Seniority is based on the length of continuous service to the school system which is not to be affected by authorized leaves of absence. Teachers who resign and then are re-employed begin accumulating seniority days at the time of their re-employment. 9.5 In cases where two or more teachers have joined the system at the same time, their names are arranged on the seniority lists based on the school board meeting at which they were hired. Further ties will be broken by random drawing. 9.6 Names of teachers who are suspended due to a reduction in force are placed on a Reduction in Force (RIF) List based on seniority and certification. Names of teachers suspended for other reasons will not appear on the RIF List. When there is an opening, the teacher with the most seniority among those certificated for the position is automatically rehired by the Board at the same seniority, salary and fringe benefits as he or she would have received if a reduction in force had not taken place. No new teachers may be hired by the school system for any position as long as there is a teacher certificated for the position on the RIF List. 9.7 If an opening occurs, the Board must send a certified letter to the teacher’s last known address to inform the teacher of his or her opportunity to be re-employed. It is the teacher’s responsibility to keep the Board informed of his or her whereabouts. The teacher has fifteen (15) days from the time the letter was sent to reply. 9.8 When a teacher is suspended because of a reduction in force, the teacher’s name will remain on the RIF List for a period of twenty-four (24) months. The twenty-four (24) months shall be from September 1. Any teacher who accepts a full-time teaching job with another school district for a period of a year or more will automatically be removed from the RIF List. 9.9 The list must be available to MFEA at all times.

REDUCTION IN STAFF. 9.1 Any In the event the Board anticipates a reduction of staff, the Parties will meet and confer for the purpose of implementing the proposed reduction. Lay-off shall be defined as a reduction of the work force due to a decrease or shift in student population or reduction in force should be made if possible through attrition resulting from resignations or retirementthe ability of the Board to finance programs. If further reductions are considered necessaryIn order to retain teachers qualified to fill revised assignments and protect job security of qualified teachers with the greatest seniority, the Board may suspend following procedure will be followed in implementing a plan of staff reduction, in the contract of teachers with limited contracts according to ORC Section 3319.17order listed: A. Assignments needing reduction will be identified. 9.2 Before B. Teachers in those assignments shall be identified for lay-off in the Board makes any suspensions due to reduction in staff, it must inform the MFEA and affected employee at least five (5) working days prior to any action takenfollowing order: 1. Such notice will be in writing and include the specific positions to be affected, proposed time schedule, and reasons for the action. If requested, the Board will enter into discussions with the Association regarding the need for, implementation, and impact of the proposed RIF. 9.3 Teachers with contracts that are suspended because of reduction in force, are to be selected for suspension Probationary teachers on the basis of seniority. 2. Tenure teachers on the basis of seniority. ▇. ▇▇▇-OFF: Teachers identified for lay-off will be reassigned if they are certified for a position held by a teacher with less seniority, and meet the criteria as identified below. That teacher with less seniority on all lists within certification areas. Every teacher’s name shall appear in order of seniority on all lists will then be identified for his or her area(s) of certification. Some teachers are certificated in several areas therefore, their names lay-off and will appear on several different listsfollow the same procedure as identified above. 1. A person reassigned to a subject area or teaching position is required to have a minimum of nine (9) semester hours in the reassigned area, or a minimum of one year previous teaching experience in the assigned area. If the teacher selected for possible RIF may select does not have the minimum experience requirement, he/she will be given one year from the date of reassignment in which to displace a fellow teacher who holds a lower position on a seniority list for another area of certification. 9.4 Seniority is based on obtain the length of continuous service to the school system which is nine (9) semester hours required if they do not to be affected by authorized leaves of absence. Teachers who resign and then are re-employed begin accumulating seniority days have them at the time of their re-employmentreassignment. 9.5 2. Teachers in the high school must meet North Central Accreditation before assuming the reassigned position. In cases where two or more teachers have joined any year in which there are to be lay- offs the system previous year’s North Central Accreditation standards will be used. 3. Teachers reassigned to Vocal Music, Instrumental Music, Home Economics, Technology Education, Physical Education, Art and/or Crafts at the same time, their names are arranged on the seniority lists based on the middle school board meeting level shall have at which they were hired. Further ties will be broken by random drawingleast a minor or its equivalent. 9.6 Names D. Teachers identified for lay-off for the following school year (for reasons as defined in lay-off above) shall be given notice of teachers who said lay-off at least forty-five (45) calendar days prior to the end of the current year. When lay-offs are suspended made during a school year due to a an unanticipated reduction and/or an unanticipated loss in force are placed on a Reduction in Force district funds, teachers to be laid off shall receive at least forty-five (RIF45) List based on seniority and certification. Names of teachers suspended for other reasons will not appear on the RIF List. When there is an opening, the teacher with the most seniority among those certificated for the position is automatically rehired by the Board at the same seniority, salary and fringe benefits as he or she would have received if a reduction in force had not taken place. No new teachers may be hired by the school system for any position as long as there is a teacher certificated for the position on the RIF List. 9.7 If an opening occurs, the Board must send a certified letter calendar days’ notification prior to the teacher’s last known address to inform the teacher effective date of his or her opportunity to be relay-employed. It is the teacher’s responsibility to keep the Board informed of his or her whereabouts. The teacher has fifteen (15) days from the time the letter was sent to replyoff. 9.8 When a teacher is suspended because of a reduction in force, the teacher’s name will remain on the RIF List for a period of twenty-four (24) months. The twenty-four (24) months shall be from September 1. Any teacher who accepts a full-time teaching job with another school district for a period of a year or more will automatically be removed from the RIF List. 9.9 The list must be available to MFEA at all times.

REDUCTION IN STAFF. 9.1 Any reduction in force should be made if possible through attrition resulting from resignations or retirementA. The Board of Education will establish the educational curriculum and staffing requirements. If further reductions are considered necessary, the Board may suspend the contract of teachers with limited contracts according Prior to ORC Section 3319.17. 9.2 Before the Board makes any suspensions due to making a reduction in staff, it must inform the MFEA Board of Education agrees to discuss the matter with the Association. B. Seniority shall be defined as length of service as a teacher within the ▇▇▇▇▇▇▇ School District. 1. Seniority begins on the employee's first working day. 2. Teachers shall be placed on the seniority list by an impartial drawing separating everyone with the same starting date. 3. The seniority list shall be used to determine layoff and affected recall in cases when certification and qualification are equal (as defined in C.). 4. The seniority list shall be published and posted conspicuously in all buildings of the District by October 15th of each school year. Revisions and updates of the seniority list shall also be published and posted at the beginning of the second semester. 5. Seniority shall be broken for the following reasons: a. If the employee at least five quits b. If the employee is legally discharged. c. If the employee retires d. If the employee is absent for three (53) consecutive working days prior without properly notifying the employer. (This includes return from sick leave and leaves of absence.) e. If the employee gives a false reason for a requested leave of absence excluding personal leave days. 6. The seniority of part-time teachers shall accrue at the same rate as full-time teachers. C. In the event it becomes necessary to any action taken. Such notice will be in writing and include reduce the specific positions to be affected, proposed time schedule, and reasons for the action. If requestednumber of teachers needed, the Board will enter into discussions shall follow the procedure listed below: 1. Probationary teachers shall be laid off first provided there are certified and qualified teachers to replace them. 2. If further reduction is still necessary, then tenure teachers with the least seniority will be laid off first, provided there are certified and qualified teachers to replace them. 3. If these factors are equal, then experience at the grade level or within the subject discipline in the ▇▇▇▇▇▇▇ School District will be the deciding factor. 4. The Association regarding will be given an opportunity to review the need forlayoff list prior to notification to the individual teachers to be laid off. Notice will be mailed within seven (7) calendar days of Board action (not when minutes are approved). 5. If an individual teacher feels that he/she should be retained rather than another teacher scheduled to be retained, implementation, and impact it is the teacher's responsibility to bring this to the attention of the proposed RIFAdministration within ten (10) days of said notification or there shall be no back pay liability on the part of the Board of Education for a wrongful layoff. 9.3 Teachers with contracts that are suspended because of reduction in force, are 6. Any layoff pursuant to be selected for suspension on this Agreement shall automatically terminate the basis of seniority on all lists within certification areasindividual's employment contract. Every teacher’s name shall appear in order of seniority on all lists for his or her area(s) of certification. Some teachers are certificated in several areas therefore, their names Insurance premiums will appear on several different lists. A teacher selected for possible RIF may select to displace a fellow teacher who holds a lower position continue on a seniority list pro-rated basis consistent with the Master Contract. In no case will fringe benefits be continued for another area less than one month. Laid off teachers may, subject to the terms of certificationthe carrier, continue the insurance benefits by paying the premiums directly to the school. 9.4 Seniority is based on the length of continuous service to the school system which is not to be affected by authorized leaves of absence7. Teachers who resign and then are re-employed begin accumulating seniority days at find it necessary to take additional classes to meet the time qualifications shall be reimbursed the cost of their re-employment. 9.5 In cases where two or more teachers have joined the system at the same time, their names are arranged on the seniority lists based on the school board meeting at which they were hired. Further ties will be broken by random drawing. 9.6 Names of teachers who are suspended due to a reduction in force are placed on a Reduction in Force (RIF) List based on seniority and certification. Names of teachers suspended for other reasons will not appear on the RIF List. When there is an opening, the teacher with the most seniority among those certificated tuition for the position is automatically rehired by the Board at the same seniority, salary and fringe benefits as he or she would have received if a reduction in force had not taken place. No new teachers may be hired by the school system for any position as long as there is a teacher certificated for the position on the RIF List. 9.7 If an opening occurs, the Board must send a certified letter necessary classes according to the teacher’s last known address to inform following schedule: An "A" in the teacher of his or her opportunity to be re-employed. It is class equals seventy (70%) percent reimbursement; a "B" in the teacher’s responsibility to keep class equals sixty (60%) percent reimbursement; a "C" in the Board informed of his or her whereabouts. The teacher has fifteen class equals thirty (1530%) days from the time the letter was sent to replypercent reimbursement. 9.8 When a teacher is suspended because of a reduction in force, the teacher’s name will remain on the RIF List for a period of twenty-four (24) months. The twenty-four (24) months shall be from September 1. Any teacher who accepts a full-time teaching job with another school district for a period of a year or more will automatically be removed from the RIF List. 9.9 The list must be available to MFEA at all times.

REDUCTION IN STAFF. 9.1 Any reduction A. The Board recognizes that in force should be made if possible through attrition resulting meeting its statutory obligations to maintain good public elementary and secondary schools it must provide certified staff in such numbers as to meet the educational interests of the State and City of Danbury. However, recognizing that it may become necessary to reduce the number or type of staff positions under certain conditions, this Article will provide a fair and orderly process to govern the necessary reduction. B. The Board shall have the sole and exclusive prerogative to eliminate staff positions consistent with the provisions of state statute. Elimination of staff positions may result from resignations decrease in student enrollment, revisions in curricula, program modifications, consolidation of existing positions or retirement. other circumstances determined by the Board. C. If further reductions are considered necessary, the Board may suspend the contract of teachers with limited contracts according to ORC Section 3319.17. 9.2 Before the Board makes any suspensions due to is contemplating a reduction in staff, it must inform will so notify the MFEA and affected employee at least five (5) working days prior Association. At the time of notice to any action taken. Such notice will be in writing and include the Association, the Board shall provide to the Association the specific positions to be affected, the proposed time schedule, schedule and the reasons for the action. If requested. (1) Prior to the commencing action to terminate contracts, the Board will enter into discussions with the Association regarding the need for, implementation, and impact of the proposed RIF. 9.3 Teachers with contracts that are suspended because of consider its ability to effectuate position elimination and/or reduction in forcestaff through: (a) voluntary retirements (b) voluntary resignations (c) transfer of existing staff members (d) voluntary leaves of absence (2) In the event that the Board decides to terminate Professional Staff Members, are to be selected the Board will take into account the following criteria when determining the qualifications of those employees under consideration for suspension on the basis of seniority on all lists within certification areas. Every teacher’s name shall appear in order of seniority on all lists for his or her area(stermination: (a) of certification. Some teachers are certificated in several areas therefore, their names will appear on several different lists. A teacher selected for possible RIF may select to displace a fellow teacher who holds a lower position on a seniority list for another area of certification. 9.4 Seniority is based on the (b) length of continuous service to in Danbury (c) evaluations (d) needs of the system After the above criteria have been taken into account the Board may consider additional criteria based upon the needs of the school system which as determined by the Board. Nothing herein will be construed as to limit the Board's rights under Section 10-151 (a) and (b) of the General Statutes. (3) If a contract is not terminated because of elimination of position, the name of that person shall be placed on a reappointment list and remain on such list for a period of three years. If a comparable position, in both salary, responsibilities and certification, and within the same or lower tier as indicated in Appendix C-2, becomes vacant during such period, the Superintendent must select a person on the recall list by applying the criteria in Section C(2) above, including the needs of the school system as there defined. The individual will be notified in writing by registered mail, sent to be affected by authorized leaves the last address the individual has supplied (on the appropriate form) to the Personnel Office at least thirty (30) calendar days prior to the anticipated date of absence. Teachers who resign and then are re-employed begin accumulating seniority employment. The individual shall accept or reject the offer of appointment in writing within ten (10) calendar days after receipt of such notification. If the individual rejects the appointment offer or does not respond according to this procedure, that name will be removed from the recall list. The provisions of this Article will not apply to any person whose contract has been terminated because of elimination of position should he or she take a comparable position in any other public school system during the three (3) year period immediately following termination. (4) All accrued benefits to which a Professional Staff Member was entitled at the time of their relay-employment. 9.5 In cases where two or more teachers have joined the system at the same timeoff, their names are arranged on the including seniority lists based on the school board meeting at which they were hired. Further ties rights, will be broken by random drawing. 9.6 Names of teachers who are suspended due to a reduction in force are placed on a Reduction in Force (RIF) List based on seniority and certification. Names of teachers suspended for other reasons will not appear on the RIF List. When there is an opening, the teacher with the most seniority among those certificated for the position is automatically rehired by the Board at the same seniority, salary and fringe benefits as he or she would have received if a reduction in force had not taken place. No new teachers may be hired by the school system for any position as long as there is a teacher certificated for the position on the RIF List. 9.7 If an opening occurs, the Board must send a certified letter restored to the teacher’s last known address to inform the teacher of Professional Staff Member upon his or her opportunity to be re-employed. It is the teacher’s responsibility to keep the Board informed of his or her whereabouts. The teacher has fifteen (15) days from the time the letter was sent to replyreturn. 9.8 When a teacher is suspended because of a reduction (5) All vacancies in force, bargaining unit positions will be filled in compliance with the teacher’s name will remain on the RIF List for a period of twenty-four (24) months. The twenty-four (24) months shall be from September 1. Any teacher who accepts a full-time teaching job with another school district for a period of a year or more will automatically be removed from the RIF Listprocedures set forth in this Article. 9.9 The list must be available to MFEA at all times.

REDUCTION IN STAFF. 9.1 Any reduction in force should be made if possible possible, through attrition resulting from resignations or retirement. If further reductions are considered necessary, the Board may suspend the contract of teachers with limited contracts according to ORC Section 3319.17. 9.2 Before the Board makes any suspensions due to reduction in staff, it must inform the MFEA and affected employee at least five (5) working days prior to any action taken. Such notice will be in writing and include the specific positions to be affected, proposed time schedule, and reasons for the action. If requested, the Board will enter into discussions with the Association regarding the need for, implementation, and impact of the proposed RIF. 9.3 Teachers with contracts that are suspended because of reduction in force, are to be selected for suspension on the basis of seniority on all lists within certification areas. Every teacher’s name shall appear in order of seniority on all lists for his or her area(s) of certification. Some teachers are certificated in several areas therefore, their names will appear on several different lists. A teacher selected for possible RIF may select elect to displace a fellow teacher who holds a lower position on a seniority list for another area of certification. 9.4 Seniority is based on the length of continuous service to the school system which is not to be affected by authorized leaves of absence. Teachers who resign and then are re-re- employed begin accumulating seniority days at the time of their re-employment. 9.5 In cases where two or more teachers have joined the system at the same time, their names are arranged on the seniority lists based on the school board meeting at which they were hired. Further ties will be broken by random drawing. 9.6 Names of teachers who are suspended due to a reduction in force are placed on a Reduction in Force (RIF) List based on seniority and certification. Names of teachers suspended for other reasons will not appear on the RIF List. When there is an opening, the teacher with the most seniority among those certificated for the position is automatically rehired by the Board at the same seniority, salary and fringe benefits as he or she would have received if a reduction in force had not taken place. No new teachers may be hired by the school system for any position as long as there is a teacher certificated for the position on the RIF List. 9.7 If an opening occurs, the Board must send a certified letter to the teacher’s last known address to inform the teacher of his or her opportunity to be re-employed. It is the teacher’s responsibility to keep the Board informed of his or her whereabouts. The teacher has fifteen (15) days from the time the letter was sent to reply. 9.8 When a teacher is suspended because of a reduction in force, the teacher’s name will remain on the RIF List for a period of twenty-four (24) months. The twenty-four (24) months shall be from September 1. Any teacher who accepts a full-time teaching job with another school district for a period of a year or more will automatically be removed from the RIF List. 9.9 The list must be available to MFEA at all times.

REDUCTION IN STAFF. 9.1 Any reduction in force should be made if possible through attrition resulting from resignations or retirement. If further reductions are considered necessary, 30.1 In the Board may suspend event it becomes necessary to reduce the contract number of teachers with limited contracts according to ORC Section 3319.17. 9.2 Before professional status included in the Board makes bargaining unit as defined in Article 1, teachers without professional status shall be dismissed before teachers with professional status. During any suspensions due to reduction in staff, it must inform teachers with professional status shall be dismissed in accordance with the MFEA criteria outlined in Sections 31.2 and affected employee at least 31.3. 30.2 During a reduction in staff that impacts teachers with professional status, seniority may only be considered a tiebreaker for dismissal after job performance has been considered. A teacher’s job performance shall be defined by the teacher’s overall summative evaluation ratings, with proficient being considered equal to exemplary. Up to five (5) working days prior to any action taken. Such notice years of the most recent summative evaluation ratings will be used to consider a teacher’s job performance, excluding the most recent evaluation ongoing during the year of the reduction in writing and include staff. 30.3 A teacher with professional status whose position is eliminated is entitled to positions outside their current department, professional role, or building, providing that they/them is qualified for the specific positions to be affected, proposed time scheduleposition in question, and reasons provided that the position in question is currently held by a teacher without professional status, or currently held by a less senior teacher of equal or lesser rated job performance as defined in Section 31.2. A teacher’s minimum qualifications for a position shall be defined as appropriate licensure and at least one year of prior experience in the actionlast 15 years teaching the relevant subject matter or working in the same professional role. 30.4 Seniority shall be defined as length of service in the Acton, Boxborough, or Acton-Boxborough school district(s) inclusive of approved leaves of absence. If requested, the Board will enter into discussions with Seniority shall be documented in a master list maintained by the Association regarding and the need for, implementationCommittee. The computation of length of service shall commence from a teacher’s first working day when students are in session. In cases where more than one teacher’s length of services commences on the same school day said teachers’ names shall be selected in a random drawing to establish specific placement on the seniority list. The first name chosen in such a drawing shall be credited with more seniority than any subsequent names drawn in that procedure. The second name drawn shall have the next most seniority rights, and impact so on, until all names have been drawn. As each new teacher is employed they/them will have their name placed at the bottom of a master seniority list. In the proposed RIF. 9.3 Teachers with contracts that are suspended because case of reduction in force, are to be selected for suspension on broken years the basis years of seniority on all lists within certification areas. Every teacher’s name shall appear in order be adjusted to add the years of seniority on all lists for his or her area(s) of certification. Some teachers are certificated in several areas therefore, their names will appear on several different lists. A teacher selected for possible RIF may select to displace a fellow teacher who holds a lower position on a seniority list for another area of certification. 9.4 Seniority is based on the length of continuous prior service to the school system which is not years of seniority from the current employment once the teacher has attained professional status after their return. 30.5 a) Teachers who are to be affected by authorized leaves of absencea reduction in staff must be notified in writing no later than June 15th that the Superintendent has decided that the teacher be dismissed. Said notice shall than June 15th that the Superintendent has decided that the teacher be dismissed include the specific reasons for the reduction in staff. Teachers who resign and then have been dismissed during a reduction in staff shall be entitled to recall rights for a period of two (2) years from the effective date of their respective dismissals. Teachers dismissed effective at the same time will be in a separate recall pool. Teachers in the most recently dismissed recall pool will be called back first, so long as they are re-employed begin accumulating qualified for the open positions(s) from which they were dismissed. During the recall period, teachers shall be notified by certified mail to their last address on record. Teachers being recalled from a reduction in staff must indicate their willingness to be available for such position within two (2) weeks of the receipt of the certified letter or recall. Failure to do so shall mean the teacher has waived their recall rights, if the position to which the teacher is being recalled was one that would be at least one academic year in length. Teachers part of a reduction in staff may refuse recall positions which are shorter in length than one academic year without forfeiting their seniority days rights to recall. All benefits to which a teacher was entitled at the time of their the reduction in staff shall be restored in full upon re-employment. 9.5 In cases where two or more teachers have joined employment within the system at recall period. During the same time, their names are arranged on the seniority lists based on the school board meeting at which they were hired. Further ties will be broken by random drawing. 9.6 Names of recall period teachers who are suspended due to a reduction in force are placed on a Reduction in Force (RIF) List based on seniority and certification. Names of teachers suspended for other reasons will not appear on the RIF List. When there is an opening, the teacher with the most seniority among those certificated for the position is automatically rehired by the Board at the same seniority, salary and fringe benefits as he or she would have received if a reduction in force had not taken place. No new teachers may be hired by the school system for any position as long as there is a teacher certificated for the position on the RIF List. 9.7 If an opening occurs, the Board must send a certified letter to the teacher’s last known address to inform the teacher of his or her opportunity to be re-employed. It is the teacher’s responsibility to keep the Board informed of his or her whereabouts. The teacher has fifteen (15) days from the time the letter was sent to reply. 9.8 When a teacher is suspended because been part of a reduction in force, the teacher’s name will remain staff shall be given preference on the RIF List for a period of twenty-four (24) months. The twenty-four (24) months shall be from September 1. Any teacher who accepts a full-time teaching job with another school district for a period of a year or more will automatically be removed from the RIF Listsubstitute list if they so desire. 9.9 The list must be available to MFEA at all times.