Common use of REDUCTION PROCEDURE Clause in Contracts

REDUCTION PROCEDURE. The District shall determine when a reduction in force is necessary and which programs will be affected. However, the District agrees that such layoffs shall be implemented in accordance with the following procedures. When the Board determines that a reduction in staff is necessary, it shall, forty (40) days prior to the effective date of layoff, (the first day that the member would have been scheduled to, but does not, work as a result of the layoff) provide the Council a layoff list. The Superintendent will also then provide a list showing the seniority and endorsements/licenses of each unit member. Affected members shall be notified, in writing, at least thirty (30) days prior to the effective day of layoff. In the event of school closure due to lack of funds, however, the notice shall be twenty (20) calendar days in advance to the Council and ten (10) calendar days to the member. In the event of a necessary layoff, the District and GBEA will work together to develop options that may reduce the impact upon members of a department or staff. The District will offer the opportunity for unit members who would not otherwise be laid off to voluntarily apply for a one (1) year unpaid leave of absence. Upon written request, such unpaid leave may be extended for an additional year providing the layoff conditions remain in effect. The following criteria shall be applied in determining which members shall be retained: 1. The member must be properly licensed (endorsed) to teach the curriculum area or program being retained. 2. The most senior members in the District who are competent will be retained. Competence shall be defined as the ability to teach a subject or grade level based on recent (within the last five (5) years) teaching experience related to that subject or grade level or based on recent (within last five (5) years) training and/or educational attainment related to that subject or grade level, but not based solely on the proper license(s) and endorsements the member holds. Grade level shall mean grade levels K- 8, special services/life skills, ESL, or 5-12. Members who do not qualify as competent for a position for which they seek to be retained may nevertheless qualify as competent if they are willing to complete training applicable to that subject or grade level. The amount of required training should commence either prior to the start of the new assignment or within the first academic term of the new assignment. If the member asserts that they are competent based upon recent (within the last five (5) years) training or wishes to be retained in a position(s) where they are not deemed to be competent, the District and the member (who has a right to have a representative present) shall review the member’s training and experience to that date and determine the program, if any, that would fulfill the training requirement. Training programs may include college coursework, workshops, work with the Department Chair, program visitations, or mentoring. Consultation with officials from appropriate university and college training programs as well as TSPC may be sought to help answer questions about training programs. If an agreement cannot be reached, the District will provide final notification of the training to be required. The member will either accept the training as a condition of accepting the position or will decline and thus be laid off. The required training shall not include more than six (6) credit hours of coursework in any one (1) fiscal year with tuition being paid under the procedures described in Article 20. In addition to these six (6) extra District-paid credit hours, a member may use their allotted tuition reimbursement hours to complete the required coursework and may request from the District advancement of tuition credit hours from a subsequent year if necessary to complete this training. All credit hours accumulated as a result of retraining may be used for salary advancement. 3. Seniority shall be determined from the first date of actual service for required duties in a regular position. Service in an athletic or activity position, or one in which trade time (not compensatory time) was exercised, shall not be counted as first date of service. Members who were under contract (as distinct from an employee agreement) in a temporary position (as distinct from a regular employee contract) and were then employed in a regular position without a break in service shall be allowed to have seniority begin from the first day of actual service in that contracted temporary position. Approved leaves of absence will not be considered as interruptions in service, and the actual year of leave will be counted as a year of service. Seniority is retained if a severance of employment and a break in service are due to layoff. If two (2) or more members are found to have equal seniority and competence, the member to be laid off will be determined by lot. The District shall provide a full seniority list to the Council each year. Additionally, the District and the Council shall meet annually to review the seniority list for all newly hired members. The District and the Council shall draw lots for all new members, including temporary members, that have the same first date of actual service and this lot number shall remain for the duration of continuous employment with the District.

REDUCTION PROCEDURE. The District shall determine when a reduction in force is necessary and which programs will be affected. However, the District agrees that such layoffs shall be implemented in accordance with the following procedures. When the Board determines that a reduction in staff is necessary, it shall, forty (40) days prior to the effective date of layoff, (the first day that the member would have been scheduled to, but does not, work as a result of the layoff) provide the Council a layoff list. The Superintendent superintendent will also then provide a list showing the seniority and endorsements/licenses of each unit member. Affected members shall be notified, in writing, at least thirty (30) days prior to the effective day of layoff. In the event of school closure due to lack of funds, however, the notice shall be twenty (20) calendar days in advance to the Council and ten (10) calendar days to the member. In the event of a necessary layoff, the District and GBEA will work together to develop options that may reduce the impact upon members of a department or staff. The District will offer the opportunity for unit members who would not otherwise be laid off to voluntarily apply for a one (1) year unpaid leave of absence. Upon written request, such unpaid leave may be extended for an additional year providing the layoff conditions remain in effect. The following criteria shall be applied in determining which members shall be retained: 1. The member must be properly licensed (endorsed) to teach the curriculum area or program being retained. 2. The most senior members in the District who are competent will be retained. Competence shall be defined as the ability to teach a subject or grade level based on recent (within the last five (5) years) teaching experience related to that subject or grade level or based on recent (within last five (5) years) training and/or educational attainment related to that subject or grade level, but not based solely on the proper license(s) and endorsements the member holds. Grade level shall mean grade levels K- 8K-8, special services/life skills, ESL, or 5-12. Members who do not qualify as competent for a position for which they seek to be retained may nevertheless qualify as competent if they are willing to complete training applicable to that subject or grade level. The amount of required training should commence either prior to the start of the new assignment or within the first academic term of the new assignment. If the member asserts that they are he/she is competent based upon recent (within the last five (5) years) training or wishes to be retained in a position(s) where they are he/she is not deemed to be competent, the District and the member teacher (who has a right to have a representative present) shall review the member’s training and experience to that date and determine the program, if any, that would fulfill the training requirement. Training programs may include college coursework, workshops, work with the Department Dept. Chair, program visitations, or mentoring. Consultation with officials from appropriate university and college training programs as well as TSPC may be sought to help answer questions about training programs. If an agreement cannot be reached, the District will provide final notification of the training to be required. The member will either accept the training as a condition of accepting the position or will decline and thus be laid off. The required training shall not include more than six (6) credit hours of coursework in any one (1) fiscal year with tuition being paid under the procedures described in Article 20. In addition to these six (6) extra Districtdistrict-paid credit hours, a member may use their his/her allotted tuition reimbursement hours to complete the required coursework and may request from the District district advancement of tuition credit hours from a subsequent year if necessary to complete this training. All credit hours accumulated as a result of retraining may be used for salary advancement. 3. Seniority shall be determined from the first date of actual service for required duties in a regular position. Service in an athletic or activity position, or one in which trade time (not compensatory time) was exercised, shall not be counted as first date of service. Members who were under contract (as distinct from an employee agreement) in a temporary position (as distinct from a regular employee contract) and were then employed in a regular position without a break in service shall be allowed to have seniority begin from the first day of actual service in that contracted temporary position. Approved leaves of absence will not be considered as interruptions in service, and the actual year of leave will be counted as a year of service. Seniority is retained if a severance of employment and a break in service are due to layoff. If two (2) or more members are found to have equal seniority and competence, the member to be laid off will be determined by lot. The District shall provide a full seniority list to the Council each year. Additionally, the District and the Council shall meet annually to review the seniority list for all newly hired members. The District and the Council shall draw lots for all new members, including temporary members, that have the same first date of actual service and this lot number shall remain for the duration of continuous employment with the District.

REDUCTION PROCEDURE. The District shall determine when a reduction in force is necessary and which programs will be affected. However, the District agrees that such layoffs shall be implemented in accordance with the following procedures. When the Board determines that a reduction in staff is necessary, it shall, forty (40) days prior to the effective date of layoff, (the first day that the member would have been scheduled to, but does not, work as a result of the layoff) provide the Council a layoff list. The Superintendent will also then provide a list showing the seniority and endorsements/licenses of each unit member. Affected members shall be notified, in writing, at least thirty (30) days prior to the effective day of layoff. In the event of school closure due to lack of funds, however, the notice shall be twenty (20) calendar days in advance to the Council and ten (10) calendar days to the member. In the event of a necessary layoff, the District and GBEA will work together to develop options that may reduce the impact upon members of a department or staff. The District will offer the opportunity for unit members who would not otherwise be laid off to voluntarily apply for a one (1) year unpaid leave of absence. Upon written request, such unpaid leave may be extended for an additional year providing the layoff conditions remain in effect. The following criteria shall be applied in determining which members shall be retained: 1. The member must be properly licensed (endorsed) to teach the curriculum area or program being retained. 2. The most senior members in the District who are competent will be retained. Competence shall be defined as the ability to teach a subject or grade level based on recent (within the last five (5) years) teaching experience related to that subject or grade level or based on recent (within last five (5) years) training and/or educational attainment related to that subject or grade levelretained applying competence, but not based solely on the proper license(s) and endorsements the member holds. Grade gGrade level shall mean grade levels K- 8K-8, special services/life skills, ESL, or 5-12. Members who do not qualify as competent for For positions that are attached to a position for which they seek to be retained may nevertheless qualify as competent if they are willing to complete training applicable to that subject or grade level. The amount of required training should commence either prior to the start of the new assignment or within the first academic term of the new assignment. If the member asserts that they are competent based upon recent (within the last five (5) years) training or wishes to be retained in a position(s) where they are not deemed to be competent, the District and the member (who has a right to have a representative present) shall review the member’s training and experience to that date and determine the specific high school program, if anysuch as band, that would fulfill the training requirement. Training programs may include college courseworkchoir, workshops, work with the Department Chair, program visitations, or mentoring. Consultation with officials from appropriate university and college training programs as well as TSPC may be sought to help answer questions about training programs. If an agreement cannot be reached, the District will provide final notification of the training to be required. The member will either accept the training as a condition of accepting the position or will decline and thus be laid off. The required training shall not include more than six (6) credit hours of coursework in any one (1) fiscal year with tuition being paid under the procedures described in Article 20. In addition to these six (6) extra District-paid credit hours, a member may use their allotted tuition reimbursement hours to complete the required coursework and may request from the District advancement of tuition credit hours from a subsequent year if necessary to complete this training. All credit hours accumulated as a result of retraining may be used for salary advancement.athletic/activities director and 3. Seniority shall be determined from the first date of actual service for required duties in a regular position. Service in an athletic or activity position, or one in which trade time (not compensatory time) was exercised, shall not be counted as the first date of service. Members who were under contract (as distinct from an employee agreement) in a temporary position (as distinct from a regular employee contract) and were then employed in a regular position without a break in service shall be allowed to have seniority begin from the first day of actual service in that contracted temporary position. Approved leaves of absence will not be considered as interruptions in service, and the actual year of leave will be counted as a year of service. Seniority is retained if a severance of employment and a break in service are due to layoff. If two (2) or more members are found to have equal seniority and competence, the member to be laid off will be determined by lot. The District shall provide a full seniority list to the Council each year. Additionally, the District and the Council shall meet annually to review the seniority list for all newly hired membersemployees. The District and the Council shall draw lots for all new membersemployees, including temporary membersemployees, that have the same first date of actual service and this lot number shall remain for the duration of continuous employment with the District.