Common use of REDUCTION OF STAFF Clause in Contracts

REDUCTION OF STAFF. The School District has the right to lay off administrators should the district find it necessary for economic reasons to reduced the number of administrators employed. Lay off means removal from the payroll with no employment rights other than (1) retention of seniority status, and (2) recall rights. Reduction in assignment to less than full time is also considered to be interpreted as a lay off. SECTION 15.1 Notice of a layoff for economic reasons shall be given to an administrator at least sixty (60) days prior to the effective date of such a lay off. SECTION 15.2 For salary purposes, there are five (5) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, Assistant High School Principal, and Assistant Middle School Principal. For the purpose of reduction of staff, there are four (4) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, and Assistant Principal. An administrator who is laid off from one employment classification is entitled to bump into a position within his/her employment classification based on seniority as an administrator within the District. The administrator who exercises his/her right to bump must be certified and qualified to assume the job responsibilities of the position and agrees to accept the salary negotiated, by contract, for that position. If the bumping results in a change in compensation per the salary-based administrative employment classifications, the administrator will be placed on the appropriate step for his/her new position. SECTION 15.3 Administrators receiving lay off notice shall be reassigned to a vacant position in the District for which they are certified and qualified. The administrator shall be given seniority credit for service to the District from his/her original date of employment. Such credit must be consistent with the terms of the collective bargaining agreement in force for that position. SECTION 15.4 Administrators will be recalled to a vacancy after the vacancy has been posted and administrators have the opportunity to transfer into the position per the provisions of Article 16. Administrators on lay off will then be recalled based on reverse seniority. An administrator will be recalled only to a position in the job classification from which he/she was laid off or a job classification with less compensation. An administrator who is recalled will have ten (10) work days to respond in writing to the district regarding his/her intent to accept or refuse his/her recall. Failure to respond to a recall or to accept the recall to a position in his/her previous job classification will cause the forfeiture of his/her recall rights. An administrator who returns from layoff will be returned to the step on the salary schedule to which he/she would have been assigned had he/she not been laid off. An administrator laid off will retain recall rights for three (3) years, unless they resign.

REDUCTION OF STAFF. The School A. In the event staff reduction becomes necessary, the District has will release personnel in the right inverse order of their length of service but may give consideration to lay off administrators should the district find it necessary for economic reasons to reduced the number of administrators employed. Lay off means removal from the payroll with no employment rights other than (1) retention of seniority statusspecial qualifications and experience, and minority employment. In the absence of such considerations and exemptions, layoff shall be based on seniority. The DCU shall be provided the opportunity to consult with the District when the necessity of such reductions is determined. Whenever possible, two (2) recall rights. Reduction in assignment to less than full time is also considered to be interpreted as a lay off. SECTION 15.1 Notice weeks written notice of a layoff for economic reasons shall be given to an administrator at least sixty (60) days prior each employee to be laid off under the effective date provisions of this Article. Persons given such notice may not exercise the paid leave provisions of Article 16, except for sick leave when supported by a lay offdoctor’s statement, quarantine, mandatory court appearances or jury duty. This provision applies only to regular employees. SECTION 15.2 For salary purposes, there B. Reductions shall be accomplished within employee classifications which are five (5) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, Assistant High School Principal, and Assistant Middle School Principalwithin employee groups. For the purpose of reduction this Article, an employee group shall be considered as a category of staffemployees, there are four (4) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, and Assistant Principalsuch as carpenters. An administrator employee classification is a level of assignment within that group, such as ▇▇▇▇▇▇▇. Reductions shall be by seniority within a classification; however, the District may assign employees from a higher classification to a lower classification within an employee group. The District shall not assign employees to a lower salary level without a corresponding change in job assignment or responsibility. C. An employee who rejects an assignment of equal pay and classification shall, by doing so, forfeit all rights under this Article. An employee offered an assignment of lower classification and salary, due to staff reduction, may elect layoff and retain the recall rights provided by this Article. D. An employee who is laid off from one employment classification is entitled terminated due to bump into a position such reduction in staff shall have preference in filling positions within his/her employment employee classification based on seniority as an administrator within the District. The administrator who exercises his/her right to bump must be certified and qualified to assume the job responsibilities of the position and agrees to accept the salary negotiated, by contract, for that position. If the bumping results in a change in compensation per the salary-based administrative employment classifications, the administrator will be placed on the appropriate step for his/her new position. SECTION 15.3 Administrators receiving lay off notice shall be reassigned to a vacant position in recalled by the District for which they are certified and qualified. The administrator shall be given employment in such classification based upon seniority credit for service to the District from his/her original date of employment. Such credit must be consistent with the terms District; provided, however, s/he is qualified for the assignment. Employees so terminated shall retain such right of the collective bargaining agreement in force recall for that position. SECTION 15.4 Administrators will be recalled to a vacancy after the vacancy has been posted and administrators have the opportunity to transfer into the position per the provisions period of Article 16. Administrators on lay off will then be recalled based on reverse seniority. An administrator will be recalled only to a position in the job classification from which he/she was laid off or a job classification with less compensation. An administrator who is recalled will have ten (10) work days to respond in writing to the district regarding his/her intent to accept or refuse his/her recall. Failure to respond to a recall or to accept the recall to a position in his/her previous job classification will cause the forfeiture of his/her recall rights. An administrator who returns from layoff will be returned to the step on the salary schedule to which he/she would have been assigned had he/she not been laid off. An administrator laid off will retain recall rights for three (3) yearsyears from the date of termination. Employees so recalled by the District shall be reinstated with seniority rights accumulated as of the date of their termination. Any employee recalled by the District for a position comparable to the one from which s/he was terminated and who rejects such an assignment shall relinquish all rights provided in this Article and Agreement. E. By May 30, unless they resignthe District shall attempt to notify employees, whose work years correspond with the school year, of the intended employment status with the District for the following school year. Failure by the District to provide such notice of changes in staffing plans following issuance of notification will not interfere with the authority of the District to reassign or terminate an employee. F. This Article shall not apply to employees hired on a temporary basis. A temporary employee is one who is hired to fill a position with a duration of six (6) consecutive months, or less, or to replace a regular employee on an approved leave of absence or absence due to an on- the-job injury. G. A regular employee laid off in accordance with this Agreement who is employed elsewhere will not forfeit future recall rights by declining reemployment with the District when the anticipated period of work is less than thirty (30) calendar days. An employee who does return to work for a short-term assignment of less than thirty (30) calendar days will not accrue additional seniority. Maintenance employees who otherwise qualify for the early retiree medical plan in Article 17.2 must have completed fifteen (15) years of accumulative service with the District if the reason for the breaks in service has been layoff. H. See the individual appendices for additions and/or exceptions to this Article.

REDUCTION OF STAFF. The School A. In the event staff reduction becomes necessary, the District has will release personnel in the right inverse order of their length of service but may give consideration to lay off administrators should the district find it necessary for economic reasons to reduced the number of administrators employed. Lay off means removal from the payroll with no employment rights other than (1) retention of seniority statusspecial qualifications and experience, and minority employment. In the absence of such considerations and exemptions, layoff shall be based on seniority. The DCU shall be provided the opportunity to consult with the District when the necessity of such reductions is determined. Whenever possible, two (2) recall rights. Reduction in assignment to less than full time is also considered to be interpreted as a lay off. SECTION 15.1 Notice weeks written notice of a layoff for economic reasons shall be given to an administrator at least sixty (60) days prior each employee to be laid off under the effective date provisions of this Article. Persons given such notice may not exercise the paid leave provisions of Article 16, except for sick leave when supported by a lay offdoctor’s statement, quarantine, mandatory court appearances or jury duty. This provision applies only to regular employees. SECTION 15.2 For salary purposes, there B. Reductions shall be accomplished within employee classifications which are five (5) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, Assistant High School Principal, and Assistant Middle School Principalwithin employee groups. For the purpose of reduction this Article, an employee group shall be considered as a category of staffemployees, there are four (4) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, and Assistant Principalsuch as carpenters. An administrator employee classification is a level of assignment within that group, such as ▇▇▇▇▇▇▇. Reductions shall be by seniority within a classification; however, the District may assign employees from a higher classification to a lower classification within an employee group. The District shall not assign employees to a lower salary level without a corresponding change in job assignment or responsibility. C. An employee who rejects an assignment of equal pay and classification shall, by doing so, forfeit all rights under this Article. An employee offered an assignment of lower classification and salary, due to staff reduction, may elect ▇▇▇▇▇▇ and retain the recall rights provided by this Article. D. An employee who is laid off from one employment terminated due to such reduction in staff shall have preference in filling positions within their employee classification is entitled to bump into a position within his/her employment classification based on seniority as an administrator within the District. The administrator who exercises his/her right to bump must be certified and qualified to assume the job responsibilities of the position and agrees to accept the salary negotiated, by contract, for that position. If the bumping results in a change in compensation per the salary-based administrative employment classifications, the administrator will be placed on the appropriate step for his/her new position. SECTION 15.3 Administrators receiving lay off notice shall be reassigned to a vacant position in recalled by the District for which they are certified and qualified. The administrator shall be given employment in such classification based upon seniority credit for service to the District from his/her original date of employment. Such credit must be consistent with the terms District; provided, however, s/he is qualified for the assignment. Employees so terminated shall retain such right of the collective bargaining agreement in force recall for that position. SECTION 15.4 Administrators will be recalled to a vacancy after the vacancy has been posted and administrators have the opportunity to transfer into the position per the provisions period of Article 16. Administrators on lay off will then be recalled based on reverse seniority. An administrator will be recalled only to a position in the job classification from which he/she was laid off or a job classification with less compensation. An administrator who is recalled will have ten (10) work days to respond in writing to the district regarding his/her intent to accept or refuse his/her recall. Failure to respond to a recall or to accept the recall to a position in his/her previous job classification will cause the forfeiture of his/her recall rights. An administrator who returns from layoff will be returned to the step on the salary schedule to which he/she would have been assigned had he/she not been laid off. An administrator laid off will retain recall rights for three (3) yearsyears from the date of termination. Employees so recalled by the District shall be reinstated with seniority rights accumulated as of the date of their termination. Any employee recalled by the District for a position comparable to the one from which s/he was terminated and who rejects such an assignment shall relinquish all rights provided in this Article and Agreement. E. By May 30, unless they resignthe District shall attempt to notify employees, whose work years correspond with the school year, of the intended employment status with the District for the following school year. Failure by the District to provide such notice of changes in staffing plans following issuance of notification will not interfere with the authority of the District to reassign or terminate an employee. F. This Article shall not apply to employees hired on a temporary basis. A temporary employee is one who is hired to fill a position with a duration of six (6) consecutive months, or less, or to replace a regular employee on an approved leave of absence or absence due to an on- the-job injury. ▇. A regular employee laid off in accordance with this Agreement who is employed elsewhere will not forfeit future recall rights by declining reemployment with the District when the anticipated period of work is less than thirty (30) calendar days. An employee who does return to work for a short-term assignment of less than thirty (30) calendar days will not accrue additional seniority. Maintenance employees who otherwise qualify for the early retiree medical plan in Article 17.2 must have completed fifteen (15) years of accumulative service with the District if the reason for the breaks in service has been layoff. H. See the individual appendices for additions and/or exceptions to this Article. I. All temporary employees, including retirees continuing to work, shall be terminated before any full- time employees are laid off within classification.

REDUCTION OF STAFF. The School A. In the event staff reduction becomes necessary, the District has will release personnel in the right inverse order of their length of service but may give consideration to lay off administrators should the district find it necessary for economic reasons to reduced the number of administrators employed. Lay off means removal from the payroll with no employment rights other than (1) retention of seniority statusspecial qualifications and experience, and minority employment. In the absence of such considerations and exemptions, layoff shall be based on seniority. The DCU shall be provided the opportunity to consult with the District when the necessity of such reductions is determined. Whenever possible, two (2) recall rights. Reduction in assignment to less than full time is also considered to be interpreted as a lay off. SECTION 15.1 Notice weeks written notice of a layoff for economic reasons shall be given to an administrator at least sixty (60) days prior each employee to be laid off under the effective date provisions of this Article. Persons given such notice may not exercise the paid leave provisions of Article 16, except for sick leave when supported by a lay offdoctor’s statement, quarantine, mandatory court appearances or jury duty. This provision applies only to regular employees. SECTION 15.2 For salary purposes, there B. Reductions shall be accomplished within employee classifications which are five (5) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, Assistant High School Principal, and Assistant Middle School Principalwithin employee groups. For the purpose of reduction this Article, an employee group shall be considered as a category of staffemployees, there are four (4) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, and Assistant Principalsuch as carpenters. An administrator employee classification is a level of assignment within that group, such as ▇▇▇▇▇▇▇. Reductions shall be by seniority within a classification; however, the District may assign employees from a higher classification to a lower classification within an employee group. The District shall not assign employees to a lower salary level without a corresponding change in job assignment or responsibility. C. An employee who rejects an assignment of equal pay and classification shall, by doing so, forfeit all rights under this Article. An employee offered an assignment of lower classification and salary, due to staff reduction, may elect layoff and retain the recall rights provided by this Article. D. An employee who is laid off from one employment classification is entitled terminated due to bump into a position such reduction in staff shall have preference in filling positions within his/her employment employee classification based on seniority as an administrator within the District. The administrator who exercises his/her right to bump must be certified and qualified to assume the job responsibilities of the position and agrees to accept the salary negotiated, by contract, for that position. If the bumping results in a change in compensation per the salary-based administrative employment classifications, the administrator will be placed on the appropriate step for his/her new position. SECTION 15.3 Administrators receiving lay off notice shall be reassigned to a vacant position in recalled by the District for which they are certified and qualified. The administrator shall be given employment in such classification based upon seniority credit for service to the District from his/her original date of employment. Such credit must be consistent with the terms District; provided, however, s/he is qualified for the assignment. Employees so terminated shall retain such right of the collective bargaining agreement in force recall for that position. SECTION 15.4 Administrators will be recalled to a vacancy after the vacancy has been posted and administrators have the opportunity to transfer into the position per the provisions period of Article 16. Administrators on lay off will then be recalled based on reverse seniority. An administrator will be recalled only to a position in the job classification from which he/she was laid off or a job classification with less compensation. An administrator who is recalled will have ten (10) work days to respond in writing to the district regarding his/her intent to accept or refuse his/her recall. Failure to respond to a recall or to accept the recall to a position in his/her previous job classification will cause the forfeiture of his/her recall rights. An administrator who returns from layoff will be returned to the step on the salary schedule to which he/she would have been assigned had he/she not been laid off. An administrator laid off will retain recall rights for three (3) yearsyears from the date of termination. Employees so recalled by the District shall be reinstated with seniority rights accumulated as of the date of their termination. Any employee recalled by the District for a position comparable to the one from which s/he was terminated and who rejects such an assignment shall relinquish all rights provided in this Article and Agreement. E. By May 30, unless they resignthe District shall attempt to notify employees, whose work years correspond with the school year, of the intended employment status with the District for the following school year. Failure by the District to provide such notice of changes in staffing plans following issuance of notification will not interfere with the authority of the District to reassign or terminate an employee. F. This Article shall not apply to employees hired on a temporary basis. A temporary employee is one who is hired to fill a position with a duration of six (6) consecutive months, or less, or to replace a regular employee on an approved leave of absence or absence due to an on-the-job injury. G. A regular employee laid off in accordance with this Agreement who is employed elsewhere will not forfeit future recall rights by declining reemployment with the District when the anticipated period of work is less than thirty (30) calendar days. An employee who does return to work for a short-term assignment of less than thirty (30) calendar days will not accrue additional seniority. Maintenance employees who otherwise qualify for the early retiree medical plan in Article 17.2 must have completed fifteen (15) years of accumulative service with the District if the reason for the breaks in service has been layoff. H. See the individual appendices for additions and/or exceptions to this Article. I. All temporary employees, including retirees continuing to work, shall be terminated before any full- time employees are laid off within classification.

REDUCTION OF STAFF. The School District has the right to lay off administrators should the district find it necessary for economic reasons to reduced the number of administrators employed. Lay off means removal from the payroll with no employment rights other than (1) retention of seniority status, and (2) recall rights. Reduction in assignment to less than full time is also considered to be interpreted as a lay off. SECTION 15.1 Notice of a layoff for economic reasons shall be given to an administrator at least sixty (60) days prior to the effective date of such a lay off. SECTION 15.2 For salary purposes, there are five (5) administrative employment classifications: High School Principal, Middle School Principal, Upper Elementary/Elementary Principal, Assistant High School Principal, and Assistant Middle School Middle/Assistant Upper Elementary Principal. For the purpose of reduction of staff, there are four (4) administrative employment classifications: High School Principal, Middle School Principal, Upper Elementary/Elementary Principal, and Assistant Principal. An administrator who is laid off from one employment classification is entitled to bump into a position within his/her employment classification based on seniority as an administrator within the District. The administrator who exercises his/her right to bump must be certified and qualified to assume the job responsibilities of the position and agrees to accept the salary negotiated, by contract, for that position. If the bumping results in a change in compensation per the salary-based administrative employment classifications, the administrator will be placed on the appropriate step for his/her new position. SECTION 15.3 Administrators receiving lay off notice shall be reassigned to a vacant position in the District for which they are certified and qualified. The administrator shall be given seniority credit for service to the District from his/her original date of employment. Such credit must be consistent with the terms of the collective bargaining agreement in force for that position. SECTION 15.4 Administrators will be recalled to a vacancy after the vacancy has been posted and administrators have the opportunity to transfer into the position per the provisions of Article 16. Administrators on lay off will then be recalled based on reverse seniority. An administrator will be recalled only to a position in the job classification from which he/she was laid off or a job classification with less compensation. An administrator who is recalled will have ten (10) work days to respond in writing to the district regarding his/her intent to accept or refuse his/her recall. Failure to respond to a recall or to accept the recall to a position in his/her previous job classification will cause the forfeiture of his/her recall rights. An administrator who returns from layoff will be returned to the step on the salary schedule to which he/she would have been assigned had he/she not been laid off. An administrator laid off will retain recall rights for three (3) years, unless they resign.

REDUCTION OF STAFF. The School District has the right to lay off administrators should the district find it necessary for economic reasons to reduced the number of administrators employed. Lay off means removal from the payroll with no employment rights other than (1) retention of seniority status, and (2) recall rights. Reduction in assignment to less than full time is also considered to be interpreted as a lay off.it SECTION 15.1 14.1 Notice of a layoff for economic reasons shall be given to an administrator at least sixty (60) days prior to the effective date of such a lay off. SECTION 15.2 14.2 For salary purposes, there are five (5) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, Assistant High School Principal, and Assistant Middle School Principal. For the purpose of reduction of staff, there are four (4) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, and Assistant Principal. An administrator who is laid off from one employment classification is entitled to bump into a position within his/her employment classification based on seniority as an administrator within the District. The administrator who exercises his/her right to bump must be certified and qualified to assume the job responsibilities of the position and agrees to accept the salary negotiated, by contract, for that position. If the bumping results in a change in compensation per the salary-based administrative employment classifications, the administrator will be placed on the appropriate step for his/her new position. SECTION 15.3 14.3 Administrators receiving lay lay-off notice shall be reassigned to a vacant position in the District for which they are certified and qualified. The administrator shall be given seniority credit for service to the District from his/her original date of employment. Such credit must be consistent with the terms of the collective bargaining agreement in force for that position. SECTION 15.4 14.4 Administrators will be recalled to a vacancy after the vacancy has been posted and administrators have the opportunity to transfer into the position per the provisions of Article 1615. Administrators on lay off will then be recalled based on reverse seniority. An administrator will be recalled only to a position in the job classification from which he/she was laid off or a job classification with less compensation. An administrator who is recalled will have ten (10) work days to respond in writing to the district regarding his/her intent to accept or refuse his/her recall. Failure to respond to a recall or to accept the recall to a position in his/her previous job classification will cause the forfeiture of his/her recall rights. An administrator who returns from layoff will be returned to the step on the salary schedule to which he/she would have been assigned had he/she not been laid off. An administrator laid laid-off will retain recall rights for three (3) years, years unless they resign.

REDUCTION OF STAFF. The School A. In the event staff reductions become necessary, the District has will consider personnel for layoff in the right inverse order of their length of service, provided such service began on the first day of the employee's scheduled work year, but with consideration given to special qualifica tions, areas of experience, program, minority employment, and levels of training. In the absence of such considerations, length of service shall be followed. However, the District may lay off administrators should in any order from those employees whose employment commenced after the district find it necessary for economic reasons first work day of their scheduled work year. Prior to reduced laying off or reducing work hours of employees who regularly work half-time or more, the number District shall consider eliminating less than half-time assignments. Employees who are less than half-time do not receive seniority related benefits. The District shall notify the Federation when the necessity of administrators employed. Lay off means removal from the payroll with no employment rights other than (1) retention of seniority statussuch reductions is determined, and (2) recall rights. Reduction in assignment provide the Federation with opportunity to less than full time is also considered to be interpreted as a lay offconsult with District representatives regarding such reductions. SECTION 15.1 Notice of a layoff for economic reasons shall be given to an administrator at least sixty (60) days prior to the effective date of such a lay off. SECTION 15.2 For salary purposes, there are five (5) administrative employment B. Staff reductions will occur within job classifications: High School Principal, Middle School Principal, Elementary Principal, Assistant High School Principal, and Assistant Middle School Principal. For the purpose of reduction of staff, there are four (4) administrative employment classifications: High School Principal, Middle School Principal, Elementary Principal, and Assistant Principal. An administrator employee who is laid off from one employment classification is entitled to bump into a position within his/her employment classification based commenced work on seniority as an administrator within or before the District. The administrator who exercises his/her right to bump must be certified and qualified to assume the job responsibilities of the position and agrees to accept the salary negotiated, by contract, for that position. If the bumping results in a change in compensation per the salary-based administrative employment classifications, the administrator will be placed on the appropriate step for his/her new position. SECTION 15.3 Administrators receiving lay off notice shall be reassigned to a vacant position in the District for which they are certified and qualified. The administrator shall be given seniority credit for service to the District from his/her original date of employment. Such credit must be consistent with the terms of the collective bargaining agreement in force for that position. SECTION 15.4 Administrators will be recalled to a vacancy after the vacancy has been posted and administrators have the opportunity to transfer into the position per the provisions of Article 16. Administrators on lay off will then be recalled based on reverse seniority. An administrator will be recalled only to a position in the job classification from which he/she was laid off or a job classification with less compensation. An administrator who is recalled will have ten (10) first work days to respond in writing to the district regarding his/her intent to accept or refuse his/her recall. Failure to respond to a recall or to accept the recall to a position in his/her previous job classification will cause the forfeiture day of his/her scheduled work year, and has completed six (6) consecutive months of service, whose position is eliminated due to such reduction, shall be entitled to "bump" the least senior employee in an equivalent position of comparable duties and responsibilities or lower classified position, providing the employee's experience and qualifications meet the requirements of the position. The District shall not assign employees to a lower salary level without a corresponding change in job assignment and responsibility. C. The District may choose when conducting a layoff to retain an employee who would normally have been laid off because of the special skills, training, or abilities that the employee to be retained has which are required for the position. In exercising this right, the District will notify the Federation of the District's intent to implement this exemption option and will discuss the reasons for exercising the exemption process with the Federation. D. An employee offered an assignment of lower classification due to staff reductions, may elect voluntary layoff. In such cases, the employee shall be entitled to any recall rightsrights provided by this Article. An administrator who returns from layoff will be returned to the step on the salary schedule to employee rejecting a change in assignment which he/she would have been assigned had he/she not been laid off. An administrator laid off will retain is comparable in classification and work year shall, by doing so, relinquish any seniority and recall rights for three (3) yearsprovided by this Article, unless they resignand this Agreement shall be terminated.