SEPARATION AND RECALL Sample Clauses
The SEPARATION AND RECALL clause outlines the procedures and rights related to the temporary or permanent removal of employees from their positions, as well as the conditions under which they may be recalled to work. Typically, this clause specifies the circumstances that justify separation, such as layoffs or disciplinary actions, and details the process for notifying affected employees and maintaining recall lists. Its core function is to provide a clear and fair framework for managing workforce reductions and re-employment, thereby reducing uncertainty and potential disputes for both employers and employees.
SEPARATION AND RECALL. A. It is agreed that the Board has the sole and exclusive right to terminate the employment of any teacher to effect a reduction of its professional staff.
B. The Board may reduce its professional staff whenever the Board determines that the same is necessary because of program change, decrease in student enrollment, consolidation, or elimination of positions, financial exigency or other like circumstances.
SEPARATION AND RECALL. Procedure 7 B. Refresher Program 9 C. Recall Procedure 9
SEPARATION AND RECALL. A DSAP holder shall not accrue seniority or length of service for purposes of this Agreement. Notwithstanding the forgoing, if a DSAP holder becomes certified as a teacher and is employed by the Board as a certified teacher the subsequent school year without any break in employment service as a teacher, the teacher shall be credited with years of continuous employment service as a DSAP holder for purposes of seniority and length of service under this Agreement. The Board shall have the right not to renew and/or terminate the employment of a DSAP holder, and the DSAP holder shall have no right to file or pursue a grievance under this Agreement with respect to such action.
SEPARATION AND RECALL. A. ▇▇▇▇▇▇ and recall shall be dealt with in accordance with Section 10-151 of the Connecticut General Statutes. The Association shall be notified of the need for staff reduction. Initial determination of staff members who are to be released, except in unusual circumstances, shall be in the following order:
1. volunteer retirements, transfers and terminations;
2. non-certified, non-tenured teachers;
3. certified, non-tenured teachers;
4. certified, tenured teachers.
B. Within the categories established, the Board shall consider the following criteria in determining staff to be laid off. These criteria are not necessarily listed in order of importance:
1. academic degree status and certification;
2. skill and ability as determined through written evaluations;
3. total experience in the position in the Groton School System;
4. total contractual teaching experience in the Groton School System;
5. recommendations of principals and administrative staff;
6. total teaching experience in any school system;
7. additional course credits
C. Certification shall be considered to mean that area of certification in which the teacher is actively employed. Although the Board will give consideration to certification of any kind, it is understood that certification in an area which has not been utilized for four (4) or more years will not have the same weight as active certification.
D. Within these criteria and when one or more positions must be eliminated with a consequent reduction in staff, when in the judgment of the Superintendent staff members under consideration for layoffs have similar skill and ability, then in that event the least senior teacher shall be laid off. Proceedings with regard to contract termination will be in accordance with the provisions set forth in Section 10-151 of the Connecticut General Statutes, as amended.
E. Seniority will be determined by using total years of certified service in the Groton Public Schools, regardless of whether such service is continuous or interrupted. A seniority list will be developed and agreed to by both parties.
SEPARATION AND RECALL. I. Layoffs
SEPARATION AND RECALL. Procedure 7
SEPARATION AND RECALL