Reduction in Force and Recall Clause Samples
Reduction in Force and Recall. Section 13.1. It is the intent of the parties, through this article, to establish an objective procedure by which a reduction in force (i.e., layoff or job abolishment) may be accomplished, should the need arise, and supersede the provisions of ORC 124.321 to 124.328, 124.37, OAC 123: 1-41-01 to 123: 1-41-22, and all local rules and regulations of the City of East Cleveland Civil Service Commission governing work force reductions.
Section 13.2. Employees may be laid off as a result of lack of work, lack of funds, or abolishment of position. In the event of a layoff, the Employer shall notify the affected employee thirty (30) calendar days in advance of the effective date of layoff. The Employer agrees to discuss with representatives of the FOP the impact of the layoff on the bargaining unit member. Any layoff in the bargaining unit shall be in accordance with departmental seniority, i.e., the most recent employee hired is the first employee laid off. Any employee laid off from a bargaining unit position may, at his option, displace a permanent part-time or intermittent employee in the same classification. Failure to bump or failure to accept a recall to a part-time or intermittent position shall not jeopardize an employee’s recall rights to a full-time position.
Section 13.3. Employees who are laid off shall be placed on a recall list for a period of three (3) years. If there is a recall, employees who are still on the recall list shall be recalled, in the inverse order of their layoff, provided they are presently qualified to perform the work in the work section to which they are recalled. Any recalled employee requiring additional training to meet the position qualifications in existence at the time of recall must satisfactorily complete the additional training required in this section. Such training shall be at the Employer’s expense.
Section 13.4. The recalled employee shall have ten (10) calendar days following the date of recall notice to notify the Employer of his intention to return to work and shall have fifteen (15) calendar days following receipt of the recall notice in which to report for duty, unless a different date for return to work has been otherwise agreed upon.
Reduction in Force and Recall. In the event a RIF (reduction in force) is necessary, any employee who is laid off and is a member of the retirement plan may withdraw the employee's total contribution without forfeiture of the employee's vested portion of the City's contribution. The vested portion of the City's contribution must remain in the employee's account with the carrier of the retirement plan or roll that vested portion over into an authorized ▇▇▇ plan.
Reduction in Force and Recall. The District and the REA shall annually convene the Joint Reduction in Force (RIF) Committee (Joint RIF Committee) before December 1 to discuss reduction in force issues outlined in Illinois School Code Section 24-12. Any agreement reached by the Joint RIF Committee shall be communicated to the superintendent and the REA prior to February 1 of the year in which the RIF Notices are being issued. In the event of a decision by the Board of Education to decrease the number of teachers employed by the Board or to discontinue some particular type of teaching service (RIF), the order of dismissal and recall shall be applied as outlined in Illinois School Code Section 24-12. Upon notification by the REA, the Board shall negotiate the impact of the decision of the RIF. Employees will be honorably dismissed according to the Sequence of Honorable Dismissal List. The honorable dismissal list will be categorized by names and positions and show the groupings (1-4) of teachers qualified to hold such positions, based on performance evaluations in accordance with the School Code. The Board will provide the REA with the Sequence of Honorable Dismissal List at least 75 (seventy-five) calendar days before the end of the school term. The Board will also provide the REA with a list showing the length of continuing service of each teacher who is qualified to hold any such position (“seniority list”) at least 75 (seventy-five) calendar days before the end of the school term. A copy of the seniority list shall be given to each teacher, and a copy shall be posted in each school building in a conspicuous place in the teachers’ lounge, at least 75 (seventy-five) calendar days before the end of the school term. Employees who believe there are inaccuracies in the positions they are qualified for, in their grouping (1-4), or in their seniority, must notify the Superintendent and the REA President within fifteen (15) calendar days of posting. If a revision is necessary, a corrected list shall be created and distributed to the REA within fifteen (15) calendar days of the employee’s written notification. Those teachers within Group 1 shall be the first to be honorably dismissed at the District’s discretion. Within Group 2, the sequence of dismissal shall be based upon average performance evaluation ratings, with the teacher or teachers with the lowest average performance evaluation rating dismissed first. Next in sequence of honorable dismissal are those teachers within Group 3, beginning ...
Reduction in Force and Recall. A. In the event that a reduction in the number of teachers with professional teacher status (PTS) is deemed advisable by the Superintendent, the following rules shall apply in the determination of which teachers are to be laid off:
1. Teachers with PTS shall not be laid off if there is a teacher without PTS whose position the teacher with PTS is qualified to fill.
2. Reduction in force of a teacher with PTS within the targeted disciplines shall be based on a teacher’s job performance and the best interest of the students, which is defined as the teacher’s most recent summative overall evaluation ratings as compared to other teachers’ most recent summative overall evaluation ratings (with ratings of Meets the Standards of the Southborough School District for evaluations prior to 2013-2014). Proficient and Exemplary will be considered equal.
a. If there is a tie using the above criteria, the tie shall be broken by seniority, with the least senior teacher in the discipline targeted laid off first. If there is still a tie, versatility and/or licensure will be the determining factor. A teacher’s placement on the salary schedule shall not be a factor in the consideration of layoffs.
3. Seniority shall be defined by the length of uninterrupted service in full-time equivalent years and days working under a valid license, from the most recent commencement of service. A seniority list by name shall be provided to the Association by November 15. Disputes over the list shall be submitted to the Superintendent within 30 calendar days of distribution. The Superintendent will respond in writing within 30 calendar days.
4. Unpaid leaves of absence shall not cause an interruption in seniority, but shall not be counted toward credit. Professional status teachers who face the prospect of employment termination, as a result of a reduction in force, shall be informed in writing by May 1 of the school year preceding the anticipated reduction, when feasible.
5. Teachers with professional teacher status who have been reduced shall be eligible for continued participation in group insurance plans at their own expense to the extent provided by federal (COBRA) regulations.
B. Teacher Recall Procedures In the event of a layoff or a reduction in force, teachers who have been rated Proficient or Exemplary at the time of layoff are eligible for recall. No new employee shall be hired for a permanent position until such time as every eligible employee on the recall list has been given an o...
Reduction in Force and Recall. 1. Reasons for Layoff/RIF: A layoff may occur only for the following reasons:
a. Decreased enrollment of pupils;
b. Abolishment of position due to changes in operations, programmatic changes or shortage of revenue;
c. Return to duty of regular employees after leave of absence;
d. By reasons of suspension of schools or territorial changes affecting the district;
e. By reason of the disqualification of an employee and his movement back to the formerly held position.
f. Other reasons approved by law. In making such reduction, the Board shall act in accordance with recommendation of the Superintendent of Schools.
Reduction in Force and Recall. When it becomes necessary to reduce the work force, the last man hired shall be laid off first, and when the force is again increased the men are to returned to work in the reverse order in which they were laid off, provided, however, the employees are competent in their jobs and can satisfactorily perform the work required.
Reduction in Force and Recall. In the event that economic circumstances require layoffs, and prior to making any decisions regarding the layoff of any Bargaining Unit Members, the Parties agree to bargain for the purpose of avoiding or minimizing such layoffs and to develop equitable criteria for determining which unit members will be subject to such layoffs.
Reduction in Force and Recall. A. If and when the District deems it necessary to initiate a reduction in the employee work force by laying off employees, the District agrees to provide the Association with an opportunity to propose alternatives.
B. When a lack of work exists and proposed alternatives to initiate a reduction in the employee workforce are exhausted. Employees shall be RIFd in reverse seniority based upon their work description.
C. The District shall maintain a list of laid-off employees. Qualified laid-off employees shall have first priority by seniority from the job title affected before hiring new employees is utilized.
1. The District's obligation to recall a laid-off employee shall cease when the employee does not respond and report within ten (10) workdays after certificate of receipt of written notification which has been sent by U.S. certified mail, return receipt requested, to the employee at the last known address to return to work.
2. A copy of the written notification to the employee will be provided to the Association.
3. Any employee who has not been recalled within twelve (12) months of layoff shall be considered terminated.
Reduction in Force and Recall. If it is determined that a reduction in force is necessary and that reduction is not possible through attrition, the Board shall remove professional educators based on each professional educator’s placement in 1 of 4 performance evaluation groups in the “sequence of honorable dismissal list.” Professional educators shall be honorably dismissed in group order, with teachers in Group 1 the first to be honorably dismissed and professional educators in Group 4 the last to be honorably dismissed. From amongst those professional educators in Group 1, the district may honorably dismiss in any sequence. Within Group 2 the district shall honorably dismiss based on the average scores of the past two evaluations of said professional educators. The professional educators with the lowest average scores will be dismissed first. Within average groups, professional educators will be honorably dismissed using inverse seniority. Within Groups 3 or 4, professional educators shall be honorably dismissed using inverse seniority. If the Board has any vacancies for the following school term, or within two calendar years from the beginning of the following school term, professional educators who are honorably dismissed from Group 2, Group 3 and Group 4 shall have the right to be recalled, provided said professional educators are qualified to hold the vacant position based on legal qualifications. Such professional educators shall be recalled in inverse order of the honorable dismissal. In the event the School Code requires a longer recall period, the District shall recognize a longer recall period.
Reduction in Force and Recall. Reduction-in-Force will be conducted pursuant to the requirements of Article 24 of the Illinois School Code.