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Reduction In Force (RIF) Procedure Article 7.7

for the Oak Harbor Education Association. November 2011. Reduction In Force (RIF) Procedure Article 7.7. If there is an elimination of a position/reduction in FTE, the transfer/reassignment procedure is utilized. See Article 4.9. (see caveat below)

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Reduction In Force (RIF) Procedure Article 7.7

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  1. for the Oak Harbor Education Association November 2011 Reduction In Force (RIF) ProcedureArticle 7.7

  2. If there is an elimination of a position/reduction in FTE, the transfer/reassignment procedure is utilized. See Article 4.9.(see caveat below) • Reduction in Force only occurs if an employee actually loses his/her job as a result of a reduction. (insert caveat here) WHEN IS THE RIF PROCESS USED?

  3. A RIF can only happen when it is necessary for economic reasons to reduce the number of certificated employees. • The District must meet and confer with the Association regarding the RIF and to consider other cost cutting options. WHEN CAN A RIF HAPPEN?

  4. By April 1: District prepares and distributes list including: • Certification(s) and endorsements • Seniority • Number of credits beyond BA (submitted prior to Oct. 1) • Employee must dispute within 5 working days if there is an error on the list, otherwise it is considered final and binding even if there are mistakes therein. PROCESS: Seniority List

  5. State law requires that certificated employees be notified in writing by May 15th if the District intends to RIF (or non-renew). Contract requires staff reductions to be presented to the School Board prior to May 15th. If you receive a RIF notice you are entitled to two(2) emergency days in which to look for a job. PROCESS: Notification

  6. An employee is qualified for any position for which s/he possesses a certificate, license, and/or endorsement required for the position. • If there are vacant positions, all staff who are in positions scheduled to be eliminated will be placed based upon certification, endorsement, and/or license. • If all are placed somewhere, there is no RIF. PROCESS: Qualification and Vacancy

  7. If there are more qualified employees than available positions: • #1: Most Senior • #2: Education Credits Beyond BA (submitted prior to October 1) • #3: Drawing By Lot PROCESS: Order of Retention

  8. Employees in the employment pool must be recalled first (before outside hiring) when positions become available. The most senior, qualified employee in the employment pool will be recalled first. Employees in the employment pool will receive first priority as substitutes. EMPLOYMENT POOL: Recall

  9. All Riffed employees are placed in an employment pool for up to one year. One additional year can be requested by May 15th. If a vacancy occurs, employee must be notified by certified mail/personal delivery at the employee’s last known address. Employees have 5 calendar days from receipt or 10 days from mailing (whichever is shorter) to accept. If employee fails to accept and the “full time/part time” exception doesn’t apply, the individual will be dropped from the employment pool. EMPLOYMENT POOL: Process

  10. If an employee had a full-time contract, s/he is not obligated to take a part-time position. • S/he won’t lose spot in re-employment pool. • S/he can opt, however, to accept a part-time position. This will not impact right to a full-time placement WHAT ABOUT FULL TIME/PART TIME?

  11. If an employee had a part-time contract, s/he is obligated to take a part-time position if it is offered. • The District is not required to offer available full time employment to more senior part timers or to “upgrade” part time entitlements. • Part timers are recalled to part time positions over less senior full-time employees. WHAT ABOUT FULL TIME/PART TIME?

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