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Board Policies

Chapter VI ~ Personnel (Section 16)

Reduction in Force

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(Section 17) Retirement>>

The Board of Trustees, in directing a reduction in force (RIF), may put into effect the staff reduction plan only after closely studying and evaluating decreasing enrollments, lack of funds, or other events beyond the control of the Board; and after every effort has been made to avoid this procedure through attrition, retirement, early release compensation, and leaves of absence. The District will make every effort to retain employees; however, the number of employees may, under some circumstances, have to be reduced.   A decision to reduce the number of employees will, in all cases, remain within the sole discretion and judgment of the Board of Trustees under provisions of Wyoming law and procedure.

Certificated Personnel
Should a RIF be necessary, the District shall provide the Association with a list of all certificated personnel ranked by seniority, including endorsements and assignment. The District shall supply the Association with any additions or deletions to this list. The District shall notify the Association of possible affected areas at least five working days prior to the Board meeting in which the RIF is an informational agenda item. At least two Board meetings prior to the enactment of RIF the Board of Trustees will schedule RIF as an informational item with an accompanying interim public discussion period to solicit public views, comments, and observations.

  1. Definitions -- For the purposes of this procedure:
    1. Teachers shall include all personnel recognized by the CTEA negotiated agreement.
    2. Certificate is the document issued by the State Department of Education, Certification/Licensing Unit, to an individual. It verifies that an applicant has met the requirements of state law and their regulations for the type of license issued.
    3. Endorsement is a delineation of the types of service that the holder of the certificate may perform in Wyoming public schools. For the purpose of this agreement, endorsement is for academic areas to include all certified employees recognized in the negotiated agreement.
    4. An "area" is defined as certificated endorsement.
    5. Seniority for a teacher is defined as the teacher's total years of contracted teaching experience in Laramie County School District Number One.
  2. The reduction in force procedure, when necessary, shall be implemented by the following steps:
    1. The Board of Trustees, after assessing the staffing needs for the forthcoming school year, shall determine what areas and the number of positions to be reduced.
    2. The elimination of the identified positions shall begin with temporary and noncontinuing contract employees.
    3. If there are no initial contract teachers in an area of surplus, or if there still exists a surplus of continuing contract teachers after RIFing all initial contract teachers in the area of surplus, the District will attempt to reassign surplus continuing contract teachers to positions in which they have certificated endorsement. The attempted reassignment will be to areas of endorsement where there are vacancies or where there are positions held by initial contract teachers. Should the continuing contract teachers have identical seniority and endorsement, then item d steps (2) and (3) shall be used in priority to determine reassignment.
    4. If there still exists a surplus of continuing contract teachers, the District shall examine the records of continuing contract teachers within the area of surplus. Those teachers recommended for the reduction in force will be considered in the following order of priority:
      1. The teacher's total years of contracted teaching experience in Laramie County School District Number One. Longevity shall be given preference.
      2. The teacher's total years of teaching experience. Longevity shall be given preference.
      3. The teacher's total hours beyond a bachelor's degree. Cumulative hours shall be given preference.
  3. Rehiring procedures shall be as follows:
    1. Rehiring of RIFed continuing contract teachers in their certificated area shall be reinstated in reverse order of RIFing, provided they meet certification requirements. Rehiring for District teaching vacancies shall be from the list of certificated continuing contract teachers RIFed by this procedure.
    2. Rehiring rights of RIFed teachers shall be limited to two years from end of the contract year. Terminated continuing contract teachers must maintain a current mailing address with the District Human Resources Office and must respond to the rehiring offer within five working days after receipt of the vacancy notice. The rehiring position offer shall be sent by certified mail. Failure of the teacher to maintain a current mailing address will waive rehire rights.
    3. RIFed continuing contract teachers must accept positions within their certificated areas or lose rehire rights. Rehired teachers shall retain previous seniority rights and be placed at the appropriate step and column on the CTEA salary schedule. Rehired teachers shall retain sick leave benefits.

Classified Personnel

  1. The Board of Trustees shall determine the number of positions to be reduced and in what areas and/or units based upon the needs of the District.
  2. The District shall establish a date of employment (DOE) for each employee. The DOE list shall reflect an employee's length of service within the District. DOE will be the original date of hire in the District, however, an adjusted DOE date will reflect the bridged number of combined months of continuous service, when an employee has had a break in service with the District. Layoffs of identified positions shall begin with temporary and probationary employees and proceed to other employees with the most recent DOE within those areas of the identified units.
  3. When employees have the same DOE, RIF decisions shall be based on the employee's evaluations, work history, preparation, previous experience, assignment location, and supervisor's recommendation.
  4. During the RIF process, non-RIFed employees may be administratively reassigned within their employee unit according to their areas of certification or skill preparation and/or between assignment locations as necessary to meet the personnel needs of the District. Employees reassigned during the RIF process shall be paid according to the rate for their new assignment. Employees shall not be allowed to voluntarily transfer between units even though they meet the certification or skills requirements.
  5. Rehiring of RIFed employees in their particular area shall be reinstated in reverse order of RIF, provided they meet the certification or skills requirements.

    However, RIFed employees with temporary or probationary status will not have rehire rights.

  6. Rehiring rights of RIFed employees shall be limited to one year from date of the layoff, unless modified by negotiated agreement. RIFed employees must maintain a current mailing address and phone number with the District Human Resources Office and must respond to rehiring position offer within five days after receipt of vacancy notice. The rehiring position offer shall be sent by certified mail. Failure of employees to maintain current mailing address and phone number will waive rehire rights.
  7. RIFed employees must accept positions of comparable status or lose rehire rights. Comparable status shall mean equal pay (unless a pay reduction for employees of similar positions has been implemented), hours (within a two-hour variance) and similar assignment, and contract year. Qualified RIFed employees may apply for vacancies in non-RIFed units, or vacancies in other RIFed units, after all qualified RIFed employees of the RIFed unit have been rehired. Rehired employees shall retain previous seniority rights.
  8. The District has no requirement to create or combine positions in rehiring procedures (i.e., combining part-time positions to create full-time positions)
  9. Employees shall not be granted a leave of absence in order to escape the RIF procedure.

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Adopted 11/23/87
Revised 7/10/00, 7/2/01, 7/19/06, 6/20/11, 7/1/13

Administrative Regulation for Policy Chapter VI, Section 16 -- Reduction in Force - Teachers and Classified Personnel

CERTIFIED PERSONNEL

  1. The District will provide a seniority list by assignment as of September 10 of contracted personnel included within the recognized bargaining unit. The seniority list will reflect date of employment (DOE) or adjusted date of employment (ADOE) for teaching experience in Laramie County School District Number One and list endorsements carried by each individual. A copy of the seniority list will be provided to the association should a RIF be necessary.
  2. The date of employment (DOE) for teachers is determined by the calendar date of the employee's first working day. For example, if teachers are to be in their classrooms in their assigned building on 8/26/88, that date will be recorded as their initial date of employment. If a break in employment occurs, the District will include prior years of service in an adjusted date of employment (ADOE) when an individual is rehired. For example, if an employee worked in the District from 8/27/71 until 5/28/86, then took several years off and was rehired in 1981, and was still in District employment in 1988, the individual's new date of employment could reflect 12 years of service in the District: 1971-1976 (5 years), and 1981-1988 (7 years). The adjusted date of employment (ADOE), however, would be established as the first day of work in the adjusted year. For example, if the adjusted year for this employee is now 1976, the adjusted day and month would be 8/23/76, which would be the starting day for all teachers in that particular calendar year.
  3. The District and the Board will identify the assignments to be RIFed and the number of positions to be reduced.
  4. The District will notify the recognized bargaining unit of the identified assignments and number of positions to be RIFed at least five working days prior to the Board meeting in which the RIF will be an informational item.
  5. At least two Board meetings prior to the enactment of the RIF, the Board will schedule RIF as an informational item with an accompanying interim public discussion period to solicit public views, comments, and observations.
  6. The decision to reduce the number of personnel will, in all cases, remain within the sole discretion and judgment of the Board of Trustees under provisions of Wyoming law.
  7. The RIF of surplus personnel in the identified assignments will be implemented in the following steps to meet the number of positions to be reduced.
    1. Reduction of temporary personnel in identified assignments. Temporary personnel hold no seniority or rehire rights.
    2. Reduction of noncontinuing contract (initial contract) personnel in identified assignments. Noncontinuing contract personnel hold no seniority or rehire rights and shall all be treated as one group; i.e., third year initial contract personnel hold no rights over first year initial contract personnel.
    Definitions (according to Wyoming Education Code as amended 1983):
    1. Initial contract teacher -- any teacher who has not achieved continuing contract status.
    2. Continuing contract teacher -- any initial contract teacher who has been employed by the same school district in the State of Wyoming for a period of three consecutive school years, and has had his contract renewed for a fourth consecutive school year; or a teacher who has achieved continuing contract status in one district, and who without lapse of time has taught two consecutive school years and has had his contract renewed for a third consecutive school year by the employing school district.
  8. Reassignment of surplus continuing contract personnel.
    1. Continuing contract personnel who do not carry any endorsement other than their assigned area will not be eligible for reassignment to another endorsement area.
    2. Continuing contract personnel who do carry other endorsements will be reassigned by the District to the area selected by the District, in which they are senior to personnel within the said area.
    3. Continuing contract personnel reassigned to an area of endorsement would remain in the reassigned area until the District initiates another reassignment or the individual's request for transfer is approved.
  9. Should a surplus still exist:
    1. Reduction of continuing contract personnel in identified assignments shall begin with the individual with the most recent DOE or ADOE and continue until a surplus no longer exists.
    2. Should continuing contract personnel have identical DOE or ADOE, priority would be determined in the following manner:
      1. Individual's total years of teaching experience with longevity being given preference.
      2. Individual's total years of credit beyond their bachelor's degree as determined from the current records on file in the Human Resources Office as of September 10 of the current contract year.
  10. Rehiring of continuing contract RIFed personnel will be according to the following steps, and the District has no requirement to create or combine positions in rehire procedures.
    1. Rehiring of continuing contract RIFed employees who are separated from the District to their area of certification would be in reverse order of separation.
    2. The rehire offers will be sent to the RIFed continuing contract employee by certified mail.
    3. Continuing contract employees' failure to maintain a current mailing address with the Human Resources Office will waive rehire rights.
    4. IFed continuing contract personnel's failure to accept the rehire offer within five working days will waive rehire rights.
    5. Rehire rights for continuing contract employees shall be limited to two years from the end of the contract year.
    6. Rehired continuing contract employees shall retain previous seniority rights and be placed at appropriate step and column of the salary schedule; e.g., if RIFed employee was at BA+15, step 4 when they were RIFed, and were rehired the following contract year, their salary placement would be BA+15, step 5, unless step increases have been frozen, and provided they did not accumulate any additional credit hours.
    7. Rehired employees shall retain sick leave benefits.
  11. RIFed employees shall be allowed to maintain their health insurance coverage provided they pay their own premiums as long as their rehire rights are in effect.

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Adopted 3/15/88
Revised 6/20/11

Administrative Regulation for Policy Chapter VI, Section 16 - Reduction in Force-Teachers and Classified Personnel

CLASSIFIED PERSONNEL

  1. The District will provide a seniority list by employee unit. The seniority list will reflect date of employment (DOE) or adjusted date of employment (ADOE) for each individual within the employee unit. Classified employee units are custodial, paraprofessional, nutritional services, technical and support services, and transportation/transportation assistants.
  2. The date of employment (DOE) for classified personnel is determined by the calendar date of the employee's first day on the job. If a break in employment occurs, the District will provide a bridge for employees to include prior years of service in the District. For example, if an employee worked five years as an educational assistant, from 1/1/70 to 1975, left the District, and was then rehired in the clerical area from 1980 until 1988, the years of service would total thirteen years and would be reflected in an adjusted date of employment (ADOE) which would read: 1/1/75.
  3. The District and the Board will identify the employee unit(s) to be RIFed and the number of identified positions to be reduced in each employee unit.
  4. The District will notify the unit of the number of positions to be RIFed as soon as possible.
  5. The decision to reduce the number of personnel will, in all cases, remain within the sole discretion and judgment of the Board of Trustees.
  6. RIF in the employee unit will be implemented in the following steps to meet the number of positions to be reduced:
    1. Reduction of temporary personnel.
    2. Reduction of probationary personnel.
    3. Should a surplus still exist, reductions of personnel in identified unit shall begin with the individual with the most recent DOE or ADOE and continue until a surplus no longer exists.
    4. Employees shall not be granted a leave of absence (LOA) in order to escape the RIF procedure. However, the District may grant LOA during the RIF process and affected employees returning from LOA would be considered in RIF process.
    5. Should personnel within the employee unit have identical DOE or ADOE, priority would be determined using the following:

      An evaluation by District personnel of employees' evaluations, work history, preparation, previous experience, assignment location, and supervisor's recommendation.

  7. During the RIF process, non-RIFed employees may be administratively reassigned within their employee unit according to their certification, skill preparation and/or between assignment locations as necessary to meet the personnel needs of the District. Employees hold no seniority or rehire rights outside their employee unit; i.e., technical and support services personnel who have had prior experience as an educational assistant have no seniority rights or rehire rights outside the technical and support services unit.
  8. Employees reassigned during the RIF process shall maintain the hourly rate of pay that they would have been eligible for had the RIF not gone into effect, unless a salary reduction or freeze has been implemented.
  9. Employees shall not be allowed to voluntarily transfer between units.
  10. Employees reassigned within the employee unit would remain in the reassigned area until the District initiates another reassignment or the individual's request for transfer is approved.
  11. Rehiring of RIFed personnel to their employee unit will be according to the following steps; and the District has no requirement to create or combine positions in rehiring procedures:
    1. Rehiring of RIFed employees who are separated from the District will be in reverse order of separation.
    2. Rehire rights shall be limited to one year from their initial date of layoff.
    3. The rehiring offer will be sent to the RIFed employee by certified mail.
    4. RIFed employees' failure to maintain a current mailing address with the Human Resources Office will waive rehire rights.
    5. RIFed employees' failure to respond to the rehire offer within five working days will waive the rehire rights.
    6. RIFed employees must accept a position of comparable status or lose rehire rights.
      1. Equal hourly pay (unless pay reduction has been implemented for similar positions).
      2. Within two hours per day of the previous assignment.
      3. Similar assignment and length of contract year.
  12. Qualified RIFed employees may apply for vacancies in non-RIFed units or vacancies in other RIFed units after all RIFed employees with rehire rights of the RIFed unit have been given rehire offers.
  13. Rehired employees shall retain previous seniority rights and be placed on the appropriate step and column/increment of the salary schedule; e.g., if RIFed employee was a step 4/increment 4 when they left, and returned the following contract year, they would be on step 5/increment 5 of the appropriate column for their assignment unless a step/increment freeze has been implemented.
  14. Rehired employees shall retain sick leave benefits.
  15. RIFed employees shall be allowed to maintain health insurance coverage provided they pay their own premiums as long as their rehire rights are in effect.

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    Adopted 3/15/88
    Revised 7/10/00
    Revised 7/2/01
    Revised 7/7/03
    Revised 6/20/05
    Revised 7/19/06

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