RIF POLICY Clause Samples

The RIF (Reduction in Force) Policy clause defines the procedures and criteria an organization follows when reducing its workforce, such as through layoffs or position eliminations. Typically, this clause outlines the circumstances under which employees may be let go, the process for selecting affected employees, and any notice or severance provisions that apply. Its core practical function is to ensure a fair, transparent, and legally compliant approach to workforce reductions, minimizing disputes and providing clarity for both employer and employees during organizational changes.
RIF POLICY added 6-17-13 GBQA Reduction in Certified Staff (Non-probationary) GBQA The Board has the responsibility of determining composition of the professional staff necessary to implement and maintain the educational programs of Unified School District #105. A decision to reduce professional staff will, in all cases, remain within the sole discretion and judgment of the Board of Education. The Board of Education may retain any professional employee who it deems necessary to staff any program in the school district. It is the policy of this Board to use normal attrition of staff (i.e. resignations, retirement, leave of absence) as the first means of achieving the necessary reduction of professional staff. In the event that further reduction of professional staff is necessary, it shall be accomplished in a fair and orderly manner as provided in this policy. GBQA-R Reduction in Certified Staff (Non-probationary) GBQA-R Whenever the superintendent determines that a necessary reduction of professional staff will not be accomplished through normal attrition of staff, all professional employees of the school district will be advised of the reasons for the reduction of professional staff and will be informed of the procedures and considerations to be used in determining which employees will have their contracts non-renewed. The superintendent will review all relevant facts and circumstances and will present to the Board of Education the names of those professional employees whose contracts are recommended for non-renewal. The educational needs of the school district will be the primary criteria used in making the decisions on reduction in personnel. In making those determinations included in the preceding paragraph, the superintendent shall give consideration to the following factors:
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RIF POLICY. The districts RIF policy is stated clearly and fully in the board policy book. The negotiated agreement will now reference that policy and direct individuals on how to find it since it is not listed in it’s entirety in the negotiated agreement due to the fact that the district policy reflects state policy and that could change at any time.
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RIF POLICY. A reduction in force (RIF) shall have occurred when the Employer reduces or eliminates a bargaining unit position. When it is necessary to reduce staff because of decreased enrollment of pupils, suspension of schools or territorial changes affecting the district or for financial reasons, the following procedure shall apply:
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RIF POLICY added 6-17-13 The Board has the responsibility of determining composition of the professional staff necessary to implement and maintain the educational programs of Unified School District #105. A decision to reduce professional staff will, in all cases, remain within the sole discretion and judgment of the Board of Education. The Board of Education may retain any professional employee who it deems necessary to staff any program in the school district. It is the policy of this Board to use normal attrition of staff (i.e. resignations, retirement, leave of absence) as the first means of achieving the necessary reduction of professional staff. In the event that further reduction of professional staff is necessary, it shall be accomplished in a fair and orderly manner as provided in this policy. Whenever the superintendent determines that a necessary reduction of professional staff will not be accomplished through normal attrition of staff, all professional employees of the school district will be advised of the reasons for the reduction of professional staff and will be informed of the procedures and considerations to be used in determining which employees will have their contracts non-renewed. The superintendent will review all relevant facts and circumstances and will present to the Board of Education the names of those professional employees whose contracts are recommended for non-renewal. The educational needs of the school district will be the primary criteria used in making the decisions on reduction in personnel. In making those determinations included in the preceding paragraph, the superintendent shall give consideration to the following factors:
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RIF POLICY.  The districts RIF policy is stated clearly and fully in the board policy book. The negotiated agreement will now reference that policy and direct individuals on how to find it since it is not listed in it’s entirety in the negotiated agreement due to the fact that the district policy reflects state policy and that could change at any time.  Adopted the new Evaluation Instrument and Improvement Assistance Plan listed in Appendix C  Developed Appendix C for the evaluation tools  Developed Appendix D for necessary forms  Initiated Appendix E which will continue to be a summary of all past negotiations.
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RIF POLICY. The Board will not rescind or modify the existing RIF Policy (Salmon School Board Policy #5740) without first notifying the Association of proposed changes and insures that Association input will be solicited and considered.
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RIF POLICY. 1. Any Reduction In Force will be in compliance with the collective bargaining agreement. If the Board determines it necessary to reduce the number of faculty positions under ORC 3319.17 or for financial reasons, the following procedures shall apply. Reductions shall be made by suspending contracts based upon the Superintendent’s recommendation. Those contracts to be suspended will be chosen as follows: a) All members of the faculty will be placed on a seniority list for each teaching field for which they are properly certificated/licensed. Teachers serving under continuing contracts will be placed at the top of the list, in descending order of seniority. Teachers serving under limited contracts will be placed on the list under continuing contract teachers, also in descending order of seniority. No preference for seniority shall be given except when making a decision between teachers who have comparable board adopted evaluations over the past three years. b) Seniority will be defined as the length of continuous services as a certificated/licensed employee under regular contract in this district. 1) Board approved leaves of absence will not interrupt seniority, but time spent on such a leave shall not count toward seniority. 2) If two or more teachers have the same length of continuous service, seniority will be determined by: -the date of the Board meeting at which the teacher was hired, and then; -the date the teacher signed his/her initial employment contract in the district, and then by; -any remaining ties will be broken by lot. - A teacher so affected may elect to displace a teacher who holds a lower position on a seniority list for another area of certification/licensure. Any such election must be made within ten (10) days from the time the teacher is notified in writing he/she will be affected. c) Recommended reductions in a teaching field will be made by selecting the lowest person on the seniority list for that area of certification/licensure who is currently assigned to a position in that teaching field. A teacher so affected may elect to displace a teacher who holds a lower position on a seniority list for another area of certification/licensure. Any such election must be made within ten (10) days from the time the teacher is notified in writing he/she will be affected. 2. The names of teachers whose contracts are suspended in a reduction in force will be placed on a recall list for up to 24 months from the date of the reduction. Teachers on the...
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RIF POLICY. When it is necessary to reduce staff because of decreased enrollment of pupils, suspension of schools or territorial changes affecting the district or for financial reasons, the following procedure shall apply:
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RIF POLICY. In the event of staff reductions, contracts of separated personnel shall be terminated in accordance with present statues, fair dismissal procedures per ND Century Code and district procedures. The following guidelines shall be used: 1. Teachers not holding a regular North Dakota Teaching certificate shall be terminated first provided there are teachers who are fully certified to replace and perform all of the assigned duties of the terminated teacher. 2. If further reduction is still necessary, then teachers with the least number of years teaching experience in the Nedrose School District will be terminated first, provided there are fully qualified, fully certified teachers to replace and perform all the needed duties of the terminated teacher. 3. If two or more teachers have the same number of years of experience in the system, the teacher with the least education will be terminated first.
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Related to RIF POLICY

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