Common use of RIF Procedure Clause in Contracts

RIF Procedure. If in the judgment of the Board, layoff becomes necessary in a job classification due to abolishment of positions, lack of funds or lack of work, the following procedure shall govern such layoff: A. In so far as is practical, the number of people affected by reduction in force will be kept to a minimum by not employing replacements of employees who resign, retire or otherwise vacate a position. B. Whenever it becomes necessary to lay off employees by reasons as stated above, affected employees shall be laid off according to seniority within affected classifications, with the least senior employee laid off first. Seniority shall be determined pursuant to Article 31, Section B2 of this Agreement. C. The following classifications shall be used for the purpose of defining classifications in the event of a layoff: 1. Cafeteria 7. Health Aides 13. LPNs 2. Custodial 8. Clerical Aides 14. RNs 3. Secretarial 9. Library Aides 4. Maintenance 10. Special Education Aides 5. Bus Drivers 11. Student Monitors 6. Mechanics 12. Hearing Interpreter The seniority list shall reflect the “primary responsibility” of the Employee. D. The Board shall determine in which classifications the layoff shall occur and the number of employees to be laid off. An employee who is laid off in a classification and has accumulated seniority in another classification may bump an employee in that classification with less classification seniority. Employees wishing to exercise these bumping rights must notify the Superintendent in writing within seven (7) calendar days of the posting of the list of employees who are to be laid off. Employees who elect to bump into another classification as provided above, shall be paid in accordance with the salary schedule of the classification into which they elect to bump pursuant to this provision. Employees who have bumping rights and who fail to exercise them shall be placed on a recall list. E. Prior to the effective date of layoffs, the Board shall prepare and post for inspection in a conspicuous place, a list containing the names, seniority date, and classification of employees who are to be laid off. F. For the classification in which layoffs occur, the Board shall prepare a reinstatement list and the name of all employees who have been suspended shall be placed on a reinstatement list in the reverse order of layoff. Reinstatement shall be made from the list before any new employees are hired in that classification. G. Vacancies which occur in the classification of layoff shall be offered to and accepted within ten (10) calendar days of receipt of notice by the employee standing highest on the recall list. Any employee who declines reinstatement or fails to respond within ten (10) calendar days of receipt of notice of recall shall be removed from the reinstatement list. H. The notice of recall shall be made by certified mail to the last address on file with the Superintendent. If the notice is refused, unclaimed or not deliverable ten (10) calendar days after postal delivery by certified mail was attempted, the employee will be deemed to have declined reinstatement. I. The employee's name shall remain on the recall list for a period of twenty-four (24) months from the effective date of layoff. If reinstated from layoff during this period, such employee shall retain all previous accumulated seniority. J. By February 1 of each year, the Association President shall be provided with a current seniority list of all employees in the bargaining unit by classification in accordance with Article 31, Section C, A Seniority List. K. Ties in seniority will be broken according to Article 31, Section B.3. of this Agreement. L. An employee who has been laid off and is on the recall list shall not earn service credit for placement on the salary schedule during the period of time he/she is laid off.

RIF Procedure. If in In the judgment of the Board, layoff becomes necessary in a job classification due to abolishment of positions, lack of funds or lack of work, the following procedure shall govern such layoff: A. In so far as is practical, the number of people affected by reduction in force will be kept to a minimum by not employing replacements of employees who resign, retire or otherwise vacate a position. B. Whenever event it becomes necessary to lay off employees by reasons as stated aboveemployees, affected employees shall the following procedure will be laid off according implemented prior to seniority within affected classifications, with the least senior employee laid off first. Seniority shall be determined pursuant to Article 31, Section B2 of this Agreement. C. The following classifications shall be used for the purpose of defining classifications in the event of a layoffMay 1: 1. Cafeteria 7. Health Aides 13. LPNsThe staff requirements and projected student enrollment for all schools in the District will be listed by building. 2. Custodial 8. Clerical Aides 14. RNsStaff selection to fill all staffing requirements will be made from the seniority list in descending order from highest to lowest position; provided, that where teaching assignments require special certification by state regulations, such assignments shall be filled with employees currently holding such special certificates. 3. Secretarial 9Employees currently assigned in full time teaching positions shall be first assigned to all full time teaching positions consistent with their individual seniority and shall not be obligated to any part time teaching position but may choose to accept such a position on a voluntary basis. Library AidesEmployees currently assigned in part time teaching positions shall be assigned to part time teaching positions only consistent with their individual seniority provided no part time employee with less seniority shall be assigned to any part time teaching position unless such a position is declined by all employees (full and part time) with greater seniority. 4. Maintenance 10. Special Education Aides 5. Bus Drivers 11. Student Monitors 6. Mechanics 12. Hearing Interpreter The seniority list shall reflect the “primary responsibility” By May 1, individual employees not slotted into a teaching position will be notified of the Employee. D. The Board shall determine in which classifications the layoff shall occur and the number of employees to be laid off. An employee who is laid off in a classification and has accumulated seniority in another classification may bump an employee in that classification with less classification seniority. Employees wishing to exercise these bumping rights must notify the Superintendent in writing within seven (7) calendar days of the posting of the list of employees who are to be laid off. Employees who elect to bump into another classification as provided above, shall be paid in accordance with the salary schedule aforementioned provisions of the classification into which they elect to bump pursuant to this provisionArticle, and will be recalled as requirements permit. 5. Employees who have bumping rights and who fail to exercise them on layoff shall be placed on in a recall list. E. Prior rehiring pool and ranked by seniority therein. It is understood and agreed that although employees properly laid off pursuant to the effective date term hereof and in compliance with applicable law may not have a continuing contract guaranteeing them a teaching position and a salary for the forthcoming fiscal year, each laid off employee shall be considered as to have employment status with the District for purposes of layoffsseniority, the Board shall prepare and post for inspection in a conspicuous place, a list containing the names, seniority dateinsurance, and classification of employees who are to be other fringe benefits as provided herein. A laid off. F. For the classification in which layoffs occur, the Board shall prepare a reinstatement list and the name of all employees who have been suspended off employee shall be placed on a reinstatement list in the reverse order of layoff. Reinstatement shall be made from the list before any new employees are hired in that classification. G. Vacancies which occur in the classification of layoff shall be offered considered to and accepted within ten (10) calendar days of receipt of notice by the employee standing highest on the recall list. Any employee who declines reinstatement or fails to respond within ten (10) calendar days of receipt of notice of recall shall be removed from the reinstatement list. H. The notice of recall shall be made by certified mail to the last address on file have employment status with the Superintendent. If the notice is refused, unclaimed or not deliverable ten (10) calendar days after postal delivery by certified mail was attempted, the employee will be deemed to have declined reinstatement. I. The employee's name shall remain on the recall list for a period of twenty-four (24) months from the effective date of layoff. If reinstated from layoff during this period, such employee shall retain all previous accumulated seniority. J. By February 1 of each year, the Association President shall be provided with a current seniority list of all employees in the bargaining unit by classification in accordance with Article 31, Section C, A Seniority List. K. Ties in seniority will be broken according to Article 31, Section B.3. of this Agreement. L. An employee who has been laid off and is on the recall list shall not earn service credit for placement on the salary schedule during the period of time District until he/she is laid offsubmits a written resignation.

RIF Procedure. a) If in the judgment of the Board, layoff becomes necessary in Administration intends to recommend Board action for a job classification due to abolishment of positions, lack of funds or lack of work, the following procedure shall govern such layoff: A. In so far as is practical, the number of people affected by reduction in force (pursuant to Section J above), it will notify the Association, in writing, with as much detail as possible. The Administration shall also prepare a seniority list by licensure area and provide a copy to the Association. b) In the event that the Board determines (pursuant to Section J, above) that a reduction in force is necessary, the order of reduction and/or transfer shall be kept determined by seniority, competence, cultural and/or linguistic expertise as defined in ORS 342.934 and license. Notice of reduction in force shall be given to the Association and the affected teachers a minimum by not employing replacements of employees who resign, retire or otherwise vacate a positionsixty (60) calendar days prior to the effective day of reduction. B. Whenever it becomes necessary to lay off employees by reasons as stated abovec) In conducting a reduction in force, affected employees shall be laid off according to seniority within affected classificationsthe District will first determine the programs or courses scheduled for elimination. d) After such determination, with the least senior employee teachers within the affected areas will be transferred to any Unit position vacancies within their appropriate licensure, so long as they are competent to teach the subject or level of the respective vacancy. If no such vacancy exists, the affected teachers shall be transferred to the position of the least senior teacher (within the affected teacher’s area of licensure), provided that said teacher has less seniority than the teacher being transferred. e) The District will make every reasonable effort to create a full-time Unit position by combining part-time assignments, provided that the seniority and competence of each part-time teacher (whose assignment is to be combined) is less than that of the teacher for whom the position is being created. f) The District will make every reasonable effort to employ a laid off first. Seniority shall be determined pursuant to Article 31, Section B2 of this Agreementor part-time teacher as a substitute when appropriate. C. The following classifications shall be used for g) If the purpose of defining classifications in the event of a layoff: 1. Cafeteria 7. Health Aides 13. LPNs 2. Custodial 8. Clerical Aides 14. RNs 3. Secretarial 9. Library Aides 4. Maintenance 10. Special Education Aides 5. Bus Drivers 11. Student Monitors 6. Mechanics 12. Hearing Interpreter The District desires to retain an employee with less seniority list shall reflect the “primary responsibility” of the Employee. D. The Board shall determine in which classifications the layoff shall occur and the number of employees to be than an employee being laid off. An , the District must show that the employee being retained has more competence than the employee who is laid off being released. h) In the event a transfer or reduction in force arises as a classification and has accumulated seniority in another classification may bump an employee in that classification with less classification seniority. Employees wishing result of a school closure (other than short closures due to exercise these bumping rights must notify inclement weather or other such emergencies), the Superintendent in writing within seven (7) calendar days procedures of the posting of the list of employees who are to be laid off. Employees who elect to bump into another classification as provided above, Articles shall be paid in accordance with the salary schedule of the classification into which they elect to bump pursuant to this provision. Employees who have bumping rights and who fail to exercise them shall be placed on a recall listfollowed. E. Prior to the effective date of layoffs, the Board shall prepare and post for inspection in a conspicuous place, a list containing the names, seniority date, and classification of employees who are to be laid off. F. For the classification in which layoffs occur, the Board shall prepare a reinstatement list and the name of all employees who have been suspended shall be placed on a reinstatement list in the reverse order of layoff. Reinstatement shall be made from the list before any new employees are hired in that classification. G. Vacancies which occur in the classification of layoff shall be offered to and accepted within ten (10) calendar days of receipt of notice by the employee standing highest on the recall list. Any employee who declines reinstatement or fails to respond within ten (10) calendar days of receipt of notice of recall shall be removed from the reinstatement list. H. The notice of recall shall be made by certified mail to the last address on file with the Superintendent. If the notice is refused, unclaimed or not deliverable ten (10) calendar days after postal delivery by certified mail was attempted, the employee will be deemed to have declined reinstatement. I. The employee's name shall remain on the recall list for a period of twenty-four (24) months from the effective date of layoff. If reinstated from layoff during this period, such employee shall retain all previous accumulated seniority. J. By February 1 of each year, the Association President shall be provided with a current seniority list of all employees in the bargaining unit by classification in accordance with Article 31, Section C, A Seniority List. K. Ties in seniority will be broken according to Article 31, Section B.3. of this Agreement. L. An employee who has been laid off and is on the recall list shall not earn service credit for placement on the salary schedule during the period of time he/she is laid off.

RIF Procedure. a) If in the judgment of the Board, layoff becomes necessary in Administration intends to recommend Board action for a job classification due to abolishment of positions, lack of funds or lack of work, the following procedure shall govern such layoff: A. In so far as is practical, the number of people affected by reduction in force (pursuant to Section J above), it will notify the Association, in writing, with as much detail as possible. The Administration shall also prepare a seniority list by licensure area and provide a copy to the Association. b) In the event that the Board determines (pursuant to Section J, above) that a reduction in force is necessary, the order of reduction and/or transfer shall be kept determined by seniority, competence, cultural and/or linguistic expertise as defined in ORS 342.934 and license. Notice of reduction in force shall be given to the Association and the affected unit members a minimum by not employing replacements of employees who resign, retire or otherwise vacate a positionsixty (60) calendar days prior to the effective day of reduction. B. Whenever it becomes necessary to lay off employees by reasons as stated abovec) In conducting a reduction in force, affected employees shall be laid off according to seniority within affected classificationsthe District will first determine the programs or courses scheduled for elimination. d) After such determination, with the least senior employee unit members within the affected areas will be transferred to any Unit position vacancies within their appropriate licensure, so long as they are competent to teach the subject or level of the respective vacancy. If no such vacancy exists, the affected teachers shall be transferred to the position of the least senior unit member (within the affected member’s area of licensure), provided that said unit member has less seniority than the staff member being transferred. e) The District will make every reasonable effort to create a full-time Unit position by combining part- time assignments, provided that the seniority and competence of each part-time unit member (whose assignment is to be combined) is less than that of the unit member for whom the position is being created. f) The District will make every reasonable effort to employ a laid off first. Seniority shall be determined pursuant to Article 31, Section B2 of this Agreementor part-time unit member as a substitute when appropriate. C. The following classifications shall be used for g) If the purpose of defining classifications in the event of a layoff: 1. Cafeteria 7. Health Aides 13. LPNs 2. Custodial 8. Clerical Aides 14. RNs 3. Secretarial 9. Library Aides 4. Maintenance 10. Special Education Aides 5. Bus Drivers 11. Student Monitors 6. Mechanics 12. Hearing Interpreter The District desires to retain an employee with less seniority list shall reflect the “primary responsibility” of the Employee. D. The Board shall determine in which classifications the layoff shall occur and the number of employees to be than an employee being laid off. An , the District must show that the employee being retained has more competence than the employee who is laid off being released. h) In the event a transfer or reduction in force arises as a classification and has accumulated seniority in another classification may bump an employee in that classification with less classification seniority. Employees wishing result of a school closure (other than short closures due to exercise these bumping rights must notify inclement weather or other such emergencies), the Superintendent in writing within seven (7) calendar days procedures of the posting of the list of employees who are to be laid off. Employees who elect to bump into another classification as provided above, Articles shall be paid in accordance with the salary schedule of the classification into which they elect to bump pursuant to this provision. Employees who have bumping rights and who fail to exercise them shall be placed on a recall listfollowed. E. Prior to the effective date of layoffs, the Board shall prepare and post for inspection in a conspicuous place, a list containing the names, seniority date, and classification of employees who are to be laid off. F. For the classification in which layoffs occur, the Board shall prepare a reinstatement list and the name of all employees who have been suspended shall be placed on a reinstatement list in the reverse order of layoff. Reinstatement shall be made from the list before any new employees are hired in that classification. G. Vacancies which occur in the classification of layoff shall be offered to and accepted within ten (10) calendar days of receipt of notice by the employee standing highest on the recall list. Any employee who declines reinstatement or fails to respond within ten (10) calendar days of receipt of notice of recall shall be removed from the reinstatement list. H. The notice of recall shall be made by certified mail to the last address on file with the Superintendent. If the notice is refused, unclaimed or not deliverable ten (10) calendar days after postal delivery by certified mail was attempted, the employee will be deemed to have declined reinstatement. I. The employee's name shall remain on the recall list for a period of twenty-four (24) months from the effective date of layoff. If reinstated from layoff during this period, such employee shall retain all previous accumulated seniority. J. By February 1 of each year, the Association President shall be provided with a current seniority list of all employees in the bargaining unit by classification in accordance with Article 31, Section C, A Seniority List. K. Ties in seniority will be broken according to Article 31, Section B.3. of this Agreement. L. An employee who has been laid off and is on the recall list shall not earn service credit for placement on the salary schedule during the period of time he/she is laid off.