Teacher Reduction Sample Clauses

The Teacher Reduction clause outlines the procedures and conditions under which an educational institution may reduce its teaching staff, typically due to budget constraints, declining enrollment, or program changes. This clause usually specifies the criteria for selecting which teachers are affected, such as seniority, qualifications, or performance, and may detail notice requirements or severance provisions. Its core function is to provide a fair and transparent process for staff reductions, minimizing disputes and ensuring compliance with employment laws or collective bargaining agreements.
Teacher Reduction. A. In the event that the Board determines to decrease the number of teachers employed or to discontinue some particular type of teaching service, then written notice will be mailed to the teacher and also given either by certified mail, return receipt requested, or personal delivery with receipt at least forty-five (45) days before the end of the school term, together with a statement of honorable dismissal and the reason therefore. The sequence of dismissal shall be as provided in section B below. B. The sequence of dismissal shall be established each year by not less than seventy-five (75) days before the end of the school term. A copy of the list of the sequence of honorable dismissals shall be given to the Association President not less than seventy-five (75) days before the end of the school term. Each teacher will be categorized into one (1) or more positions which the teacher is qualified to hold based upon legal qualifications and any other qualifications established by the District in a job description in place no later than May 10 of the prior school year. Within each position, the District shall establish four (4) groupings of teachers qualified to hold the position as follows, based upon their summative performance evaluation ratings: Among teachers qualified to hold a position, teachers must be dismissed in the order of their groups, with teachers in Group 1 dismissed first and teachers in Group 4 dismissed last. Within the various groups, the sequence of dismissal is as follows: C. Nothing in this Agreement shall be construed as limiting the right of the Board to dismiss non-tenured teachers as authorized under the Illinois School Code.
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Teacher Reduction. A. In the event that the Board determines to decrease the number of teachers employed or to discontinue some particular type of teaching service, then written notice will be mailed to the teacher and also given either by certified mail, return receipt requested, or personal delivery with receipt at least 45 days before the end of the school term, together with a statement of honorable dismissal and the reason therefor. The sequence of dismissal shall be as provided in section B below. B. The sequence of dismissal shall be established each year by not less than 75 days before the end of the school term. A copy of the list of the sequence of honorable dismissals shall be given to the Association President. Each teacher will be categorized into one or more positions which the teacher is qualified to hold based upon legal qualifications and any other qualifications established by the District in a job description in place no later than May 10 of the prior school year. Within each position, the District shall establish four (4) groupings of teachers qualified to hold the position as follows, based upon their summative performance evaluation ratings: Among teachers qualified to hold a position, teachers must be dismissed in the order of their groups, with teachers in Group 1 dismissed first and teachers in Group 4 dismissed last. Within the various groups, the sequence of dismissal is as follows: C. Nothing in this Agreement shall be construed as limiting the right of the Board to dismiss non-tenured teachers as authorized under the Illinois School Code.
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Teacher Reduction. In the event the BOARD determines that the instructional staff must be reduced, the BOARD shall give written notice to any TEACHER(S) who may be affected and to the ASSOCIATION before implementing such reduction in staff. If reduction in teaching staff is to occur, the BOARD must retain employees at a school or in the school district based upon educational program needs and the performance evaluations of employees within the affected program areas. Within the program areas requiring reduction, the employees with the lowest performance evaluations must be the first to be released; and reductions shall continue in a like manner until the needed number of reductions has occurred. The BOARD may not prioritize the retention of employees based upon seniority. In the event of a lay-off pursuant to this section, a leave of absence of one calendar year, without pay, shall be granted to each TEACHER affected by the reduction in personnel.
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Teacher Reduction. A. The Superintendent of Schools may terminate teachers’ services in a particular school to the extent reasonably required by the presence of any of the following conditions: 1. Whenever the average daily attendance for the fall semester in the particular school is projected by the Department of Catholic Schools lower than that of the same period of the previous year. a. The number of faculty members in the particular school shall be regulated by the currently authorized student-teacher ratio issued by the Department of Catholic Schools. 2. If the school is closed due to lack of funds or for some other reason. 3. Whenever a particular kind of service is to be reduced or discontinued not later than the beginning of the following school year. B. Services of a tenured teacher may not be terminated as long as any probationary teacher, or other tenured lay teacher with fewer years of employment in the system, is retained to render a service that said tenured teacher is proven competent and willing to render. EXHIBIT B (1) PLAN EFFECTIVE DATE: The plan will be effective September 1, 1980. (2) PLAN YEAR: Each twelve (12) month period beginning August 1 and ending July 31. (3) SPONSOR: THE ROMAN CATHOLIC ARCHBISHOP OF SAN FRANCISCO, A CORPORATION SOLE. (4) EMPLOYEES COVERED: Employees covered under the terms of the collective bargaining agreement between the Roman Catholic Archbishop of San Francisco, A Corporation Sole (hereinafter called the “Employer”) and the San Francisco Archdiocesan Federation of Teachers, Local 2240, American Federation of Teachers, who meet the Participation Requirements. Other employees of the Employer in the Archdiocesan High Schools may also be covered as determined by the Employer.
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Related to Teacher Reduction

  • Staff Reduction 11.1 When a reduction within the District is needed, the affected employee(s) and the Association will be notified as to which position(s) will be eliminated or reduced at least fourteen (14) calendar days prior to the reduction. 11.2 When a reduction within the District is needed, the Board will determine which position(s) will be eliminated or reduced. An employee whose position will be eliminated or reduced shall have the right to displace an employee in his/her present job classification or another job classification in accordance with the following: a. The laid off or reduced employee has greater seniority than the employee to be displaced. b. The laid off or reduced employee had an equal or greater number of hours in his/her regular schedule than the employee to be displaced. c. The laid off or reduced employee presently has the necessary qualifications to perform the work. d. The laid off or reduced employee elects to exercise his/her displacement rights within five (5) working days of notification of his/her layoff or reduction. An employee displaced under this section is also entitled to displacement rights under this section. 11.3 When filling vacancies which occur after a reduction in staff, laid off bargaining unit members who have been released less than two (2) years, shall be recalled in the order of seniority, with the most senior member being recalled first to any position for which he/she is qualified. Effective July 1, 1991, newly hired bargaining unit members shall be subject to recall for two (2) years. If the employee fails to report to work within ten (10) working days from the receipt of the recall notice via certified or registered mail, that person shall be considered a voluntary terminated employee. However, if an employee is recalled to a position of lesser hours, he/she shall have the option to refuse the position and shall not be removed from the recall list as a result of this action. 11.4 An employee may elect to accept layoff rather than exercise his/her bumping rights. 11.5 For the purposes of this agreement, qualified shall be defined as capable of skillfully and efficiently performing the job duties as summarized in the job description in a competent manner with minimal instruction. The District reserves the right to test employees as needed. Qualified includes the following: a. Any licenses, certification and training necessary to perform the job, and b. demonstrated skills and merits. The most senior qualified employee shall be selected, excepting that a less senior candidate may be selected if he/she has greatly superior training and skills. The burden of proof of greatly superior training and skills shall be on the Board.

  • PERSONNEL REDUCTION Section 1 In the event of layoffs in connection with decreasing the work force, and the recall to work of people so laid off, the following consideration shall govern. Skill and ability as determined by reference to the employee's work record, and length of service shall be the determining factors; however, employees shall be laid off by category of seniority. There shall be three (3) seniority categories: probationary, 1 year to 5 years seniority, and over 5 years seniority. In case of layoff, all employees in the lowest seniority category shall be laid off before proceeding to layoff of anyone in a more senior category. Where skill and ability within a category are approximately equal, length of service shall govern. Employees having the same seniority within a category shall draw lots to determine the order of layoff. No new employees shall be hired until all laid off employees have been given the opportunity to be re-hired. Employees who have been laid off will be offered re-employment in the inverse order of layoffs when they are needed again, provided they are physically qualified and possess sufficient training and experience to perform the duties of the available work. The City shall give laid off employees ten (10) days notice of its intention to rehire. The employees shall within ten (10) days period notify the City of their intention to, or not to, return to the employ of the City, and shall report to work no later than fifteen (15) days from receipt of said notice to rehire. If an employee fails to notify the City within the ten (10) calendar day period of his/her intentions to return to work, or fails to report to work within fifteen (15) calendar days from the date of notice, he/she shall be considered permanently severed from the employ of the City. At the time of a layoff the City shall provide all laid off employees with a complete physical examination. At the time of rehire, the City may require a physical examination prior to the employee's return to duty, and it is expressly understood that any employee found physically unfit to return to duty may be refused re-employment and removed from the employment list. The City shall not be obligated to rehire laid off employees who have been laid off for five (5) or more consecutive calendar years, beginning from the date of layoff. Section 2 Employees laid off under provisions of this ARTICLE, who at the time of layoff had existing and established work-connected injuries, may not be denied re-employment during the five (5) year call-back period because of these work-connected injuries as existing and established prior to the layoff. Section 3 Nothing in this ARTICLE shall limit the ability of the City to provide for a compliment of officers and departmental personnel deemed in the judgment of the Chief necessary for the proper administration of the affairs of the Department and as provided for within the Departmental budget. Collective Bargaining Agreement Dover Professional Firefighters Association FY09-FY11

  • WORKFORCE REDUCTION SECTION 1 Layoffs (A) When employees are to be laid off, the state shall implement such layoff in the following manner: (1) The competitive area within which layoffs will be affected shall be defined as statewide within the DHSMV. (2) Layoff shall be by occupational level within the Florida Highway Patrol bargaining unit. (3) An employee who has not attained permanent status in his current position may be laid off without applying the provision for retention rights. (4) No employee with permanent status in his current position shall be laid off while an employee who does not hold permanent status in his current position is serving in that broadband level unless the permanent employee does not elect to exercise his retention rights or does not meet the selective competition criteria. (5) All employees who have permanent status in their current position shall be ranked on a layoff list based on the total retention points derived as follows: (a) Length of service retention points shall be based on one point for each month of continuous service in a Career Service position. 1. An employee who resigns from one Career Service position to accept employment in another Career Service position is not considered to have a break in service. 2. An employee who has been laid off and is reemployed within one year from the date of the layoff, shall not be considered to have a break in service. 3. Moving from Career Service to Selected Exempt Service or Senior Management Service and back to Career Service does not constitute a break in service unless the employee’s break in service is more than 31 calendar days. Only time spent in the Career Service can be counted in calculating retention points. (b) Retention points deducted for performance not meeting performance standards or work expectations defined for the position shall be based on the five years immediately prior to the DHSMV’s established cutoff date. Five points shall be deducted for each month an employee has a rating below performance expectations. (6) The layoff list shall be prepared by totaling retention points. Employees eligible for veterans’ preference pursuant to section 295.07(1)(a) or (b), F.S., shall have fifteen percent added to their total retention points, those eligible pursuant to section 295.07(1)(c), (d), or (e), F.S., shall have ten percent added to their total retention points, and those eligible pursuant to section 295.071(1)(f), or (g), F.S., shall have five percent added to their total retention points. (7) The employee with the highest total retention points is placed at the top of the list, and the employee with the lowest retention points is placed at the bottom of the list. (8) The employee at the top of the list shall bump the employee at the bottom of the list. The next highest employee on the list and the remaining employees shall be handled in the same manner until the total number of filled positions in the broadband level to be abolished is complete. (9) Should two or more employees have the same combined total of retention points, the order of layoff shall be determined by giving preference for retention in the following sequence: (a) The employee with the longest service in the affected broadband level. (b) The employee with the longest continuous service in the Career Service. (c) The employee who is entitled to veterans’ preference pursuant to section 295.07(1), F.S. (10) An employee who has permanent status in his current position and is to be laid off shall be given at least 14 calendar days’ notice of such layoff or two weeks’ pay or a combination of days of notice and pay. Any payment will be made at the employee’s current hourly base rate of pay. The notice of layoff shall be in writing and sent to the employee by certified mail, return receipt requested. Within seven calendar days after receiving the notice of layoff, the employee shall have the right to request, in writing, a reassignment, lateral action, or demotion within the competitive area in lieu of layoff to a position in a broadband level within the bargaining unit in which the employee held permanent status, or to a position at the level of or below the current level in the bargaining unit, in which the employee held permanent status. Such request must be in writing and reassignment or demotion cannot be effected to a higher broadband level. (11) An employee’s request for reassignment, lateral action, or demotion shall be granted unless it would cause the layoff of another employee who possesses a greater total of retention points. (12) An employee adversely affected as a result of another employee having a greater number of retention points shall have the same right of reassignment, lateral action, or demotion under the procedure as provided in this section. (13) If an employee requests a reassignment, lateral action, or demotion in lieu of layoff, the same formula and criteria for establishing retention points shall be used as prescribed in this section. (B) If there is to be a layoff of employees the state shall take all reasonable steps to place any adversely affected employees in existing vacancies for which they are qualified. (C) If work performed by employees in this unit is to be performed by non-state employees, the state agrees to encourage the employing entity to consider any adversely affected unit employees for employment in its organization if the state has been unable to place the employees in other positions within the Career Service System.